Guidance for managers

Where you witness harassment or where alleged harassment is brought to your attention, you should consider taking some action.

You are responsible for advising members of your staff accused of harassment that their behaviour is considered inappropriate and is causing offence. It is important to establish the facts. Disciplinary action may or may not ultimately be appropriate. Advice may be obtained from Personnel Services & Staff Development .

Where the allegation is made against someone outside your department, the matter should be referred to the appropriate person with the complainant's permission.

It is advisable, where possible, to bring the two parties together in order to agree future standards of behaviour and conduct and to establish the consequences of harassment. It may be appropriate for either party to be accompanied if they so wish.

It is the manager's responsibility to monitor and review the ongoing relationship.  All incidents of harassment should be treated in confidence and with sensitivity. However, where you feel ill-equipped to deal with a particular situation, it may be helpful to involve a Dignity at Work  Adviser or Personnel Services & Staff Development , first asking permission of the recipient.