An incident at work

Orville

MissSarah1972 wrote: »

Yes it would do - so lodge a formal complaint.

I did sarah, this is why i am on here seeking advice as after the meetings, my manager phone me to say that because they both stuck togther and denied it coupled with the fact there are no witnesses to "my" harassment they can't do anything.

Personally i think they should have interviewed people in each of their sections and asked if any were aware of this behaviour. I wanted to know that one of the people turned round and said yes they do it, then would that give management good cause to believe my complaint and actually be able to act on it.

I have read posts on here where people have been accused of stealing etc but not actually been caught doing it, but because the probability is that they did, they then got sacked based on that.

Was wondering if the same would apply to my case.

MissSarah1972

Orville wrote: »

I did sarah, this is why i am on here seeking advice as after the meetings, my manager phone me to say that because they both stuck togther and denied it coupled with the fact there are no witnesses to "my" harassment they can't do anything.

Personally i think they should have interviewed people in each of their sections and asked if any were aware of this behaviour. I wanted to know that one of the people turned round and said yes they do it, then would that give management good cause to believe my complaint and actually be able to act on it.

I have read posts on here where people have been accused of stealing etc but not actually been caught doing it, but because the probability is that they did, they then got sacked based on that.

Was wondering if the same would apply to my case.

Then I would suggest writing it all down so they see you doing it and see if it stops. Failing that have a word with the other guy who they do it to and see if they will back you up.

Do they do it to females too, do you know?

Orville

MissSarah1972 wrote: »

Then I would suggest writing it all down so they see you doing it and see if it stops. Failing that have a word with the other guy who they do it to and see if they will back you up.

Do they do it to females too, do you know?

I have no idea at all tbh.... i would at a guess say no....

Tiddlywinks

Orville wrote: »

Of course you have been in this position and delt with the pressures haven't you..? Saying and doing are two different things. It's not everyday i get harassed by a same sex colleague. Most at work who i spoke to reckon it would come under sexual harrassment

So do something about it then using the company grievance policies ...you can't just go around threatening violence.

Orville

Tiddlywinks wrote: »

So do something about it then using the company grievance policies ...you can't just go around threatening violence.

Have you read the entire thread..?

I suggest you do.

Tiddlywinks

Orville wrote: »

Have you read the entire thread..?

I suggest you do.

Yes - I have.... what is the company policy on sexual harassment or discriminatory behaviour relating to 'protected characteristics' (Equalities Act 2010)? I bet it's not just having your line manger talk to the person, say it's your word against their's and then drop it.

Put it in writing and ask for a formal investigation.

I remarked that you sholdn't mention your threats to your manager because it will be considered as part of that investigation.

mrsrwallace

i agree with the posters who say to record everything as and when it happens. i also agree that security should be approached to see if cctv can back up your claims and give you more concrete evidence to get these losers with. it IS sexual harrassment and i don't find it funny. some folk think they are so funny don't they coming out with the same tripe over and over waiting to get a reaction.

i would gather more evidence if their behaviour doesn't stop andd go back again to your manager then if you do not get a satisfactory response go to your managers manager and involve union reps if available. The only thing I would NOT advise is to discuss it with other colleagues (unless they are actual witnesses) as I'm sure there will be some who work with you who would think nothing of going back and telling these fellas what action you are taking and then possibly giving them a heads-up.

Orville

Tiddlywinks wrote: »

Yes - I have.... what is the company policy on sexual harassment or discriminatory behaviour relating to 'protected characteristics' (Equalities Act 2010)? I bet it's not just having your line manger talk to the person, say it's your word against their's and then drop it.

Put it in writing and ask for a formal investigation.

I remarked that you sholdn't mention your threats to your manager because it will be considered as part of that investigation.

Right well thank you for this comment, i wish you had explained more what you wanted to say as you came across as not having read the thread. .

Can you please explain what 'protected characteristics' (Equalities Act 2010) actually is in plain english so i can understand is please. Are you trying to say that they could still act even without witnesses...?

Orville

mrsrwallace wrote: »

i agree with the posters who say to record everything as and when it happens. i also agree that security should be approached to see if cctv can back up your claims and give you more concrete evidence to get these losers with. it IS sexual harrassment and i don't find it funny. some folk think they are so funny don't they coming out with the same tripe over and over waiting to get a reaction.

i would gather more evidence if their behaviour doesn't stop andd go back again to your manager then if you do not get a satisfactory response go to your managers manager and involve union reps if available. The only thing I would NOT advise is to discuss it with other colleagues (unless they are actual witnesses) as I'm sure there will be some who work with you who would think nothing of going back and telling these fellas what action you are taking and then possibly giving them a heads-up.

Thank you for your comments. I think you are right about the discussing it with staff bit, although the ones i have spoken to are very close to me within the workplace, so i would be confident that nothing would get back to them. I only really spoke to these people i guess for support.

Tiddlywinks

Orville wrote: »

Right well thank you for this comment, i wish you had explained more what you wanted to say as you came across as not having read the thread. .

Can you please explain what 'protected characteristics' (Equalities Act 2010) actually is in plain english so i can understand is please. Are you trying to say that they could still act even without witnesses...?

Protected characteristics: age / disability / gender reassignment / marriage and civil partnership / pregnancy and maternity / race / religion or belief / sex / sexual orientation.

There is something known as Discrimination by perception - this is direct discrimination against someone because others think that they possess a particular protected characteristic. They do not necessarily have to possess the characteristic, just be perceived to.

So, basically, if they are treating you differently because they think you are gay (as an example) then the company needs to treat that seriously and should have a policy in place to address such discriminatory behaviour and protect you from this happening again.