Dignity at Work
One-hour eLearning Programme
Organisations have legal obligations to ensure dignity at work for employees and the consequences of not doing so can result in increased costs and absenteeism, reduced morale and productivity.
This eLearning training programme will focus on the following: The legal and policy framework governing dignity at work – bullying, harassment, and sexual harassment.
Dignity at work learning objectives
- Understand key aspects of the legal framework & key dignity at work definitions
- Apply your understanding of the legal framework to workplace scenarios
- Understand how to manage dignity at work issues
- Learn how to create a positive work environment
“The Employment Equality Acts 1998-2011 place an obligation on all employers in Ireland to prevent harassment in the workplace. Harassment and sexual harassment on any of the following grounds – gender, civil status, family status, sexual orientation, religion, age, disability, race or membership of the Traveller community – are all forms of discrimination in relation to conditions of employment.
Bullying in the workplace can impact upon the health, safety and welfare of staff. Under the Safety, Health and Welfare at Work Act 2005, employers have a duty to prevent any improper conduct or behaviour which is likely to put the safety, health and welfare of employees at risk. This obliges senior management, and line managers, to ensure that reasonable steps are taken to ensure a work environment free of bullying, harassment or sexual harassment.
This includes developing an anti-bullying policy, and dealing with established complaints of bullying in the workplace. Employers are required to deal with complaints as a priority issue. This Act also outlines the duty of staff not to engage in behaviour which would endanger the health, safety and welfare of the individual or other members of staff.
The Health and Safety Authority’s (HSA) Code of Practice for Employers and Employees on the Prevention and Resolution of Bullying at Work also highlights that bullying, harassment or sexual harassment should not be tolerated in the workplace. The HSA Code of Practice contains guidance notes for employers and employees, which have been incorporated in the complaints process contained in section four of this document.
The HSA Code of Practice includes the new role of ‘Designated Person’, who will oversee each complaint which is referred to the HR Unit. A more detailed description of this role can be found in Appendix B of this document. The Labour Relations Commission has also published a Code of Practice for Addressing Bullying in the Workplace.
This also sets out that employers must take reasonable steps to prevent bullying in the workplace, and to have established procedures for dealing with complaints of bullying.
The Employment Equality Act 1998 (Code of Practice) (Harassment) Order 2012 (S.I. No. 208 of 2012) contains a number of obligations for employers, such as ensuring that policies and procedures are in place and are accessible to staff, and to ensure that natural justice and impartiality are adhered to during investigations. This also sets out an obligation for employers to take reasonably practicable steps to prevent bullying, harassment or sexual harassment in the workplace, to reverse the effects of it, and to take reasonable steps to prevent its re-occurrence.”
Dignity at Work 2021
AN ANTI-BULLYING, HARASSMENT AND SEXUAL HARASSMENT POLICY FOR THE STATE INDUSTRIAL EMPLOYEES WORKING IN THE CIVIL SERVICE