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Dignity & Respect at Work Policy

FooEngine Limited is committed to providing a working environment where everyone is treated with dignity, respect and fairness.

We expect all employees to treat colleagues, clients and partners as they would wish to be treated themselves. This policy applies:

  • In the workplace
  • When working remotely
  • In online communications
  • At work-related events or social gatherings

Bullying, harassment or discriminatory behaviour will not be tolerated.

Harassment and Bullying

All allegations of harassment or bullying are taken seriously and handled sensitively and, where possible, confidentially. Employees are expected to respect confidentiality while concerns are being investigated.

Anyone who harasses or bullies another person connected with their employment may be subject to disciplinary action, up to and including dismissal for gross misconduct.

What is Harassment?

Harassment is unwanted conduct related to a protected characteristic that has the purpose or effect of:

  • Violating a person's dignity; or
  • Creating an intimidating, hostile, degrading, humiliating or offensive environment.

A single serious incident can amount to harassment.

Examples include (but are not limited to):

  • Mocking or belittling someone's disability
  • Unwelcome sexual advances or comments
  • Sending or displaying offensive or sexual material
  • Derogatory jokes or stereotypes about a group
  • Excluding or isolating colleagues deliberately

What is Bullying?

Bullying is offensive, intimidating, malicious or insulting behaviour, or an abuse of power that undermines, humiliates or injures another person.

Examples may include:

  • Persistent criticism or shouting
  • Unreasonable or impossible workloads
  • Deliberately ignoring or excluding someone
  • Spreading malicious rumours

Informal Resolution

If you feel safe and able to do so, you are encouraged to raise concerns informally first by:

  • Speaking to the person involved; or
  • Speaking to your line manager.

You may wish to explain:

  • What behaviour is unwanted
  • How it made you feel
  • What change you would like going forward

Keeping a brief note of incidents can be helpful.

Formal Procedure

If informal steps are not appropriate or have not resolved the issue, you should raise a formal complaint in writing to:

  • Your line manager
  • Or, if the complaint concerns your manager, to senior management or a Director

Your written complaint should include:

  • Details of the behaviour
  • Names of those involved
  • Dates and times of incidents
  • Names of any witnesses
  • Any steps already taken

Investigation

FooEngine will:

  • Investigate complaints promptly and fairly
  • Meet with the person raising the complaint
  • Meet with the person complained about
  • Speak to relevant witnesses where necessary

You may be accompanied at any formal meeting by a colleague or trade union representative.

Outcome and Appeal

If harassment or bullying is found to have occurred, appropriate action will be taken. This may include:

  • Mediation or coaching
  • Adjustments to reporting lines or duties
  • Disciplinary action

You will be informed of the outcome in writing.

If you are not satisfied with the outcome, you may appeal in writing to a more senior manager or Director within seven working days of receiving the decision.

False or Malicious Complaints

Providing deliberately false or malicious information may result in disciplinary action.

However, no employee will be penalised for raising a genuine concern, even if it is not upheld.

Protection from Retaliation

No employee will suffer harassment, bullying, dismissal or any other detriment for raising a genuine complaint under this policy. Retaliation will itself be treated as a disciplinary matter.