This letter should be sent to an employee who has had allegations made against them. The purpose of the meeting is to provide an opportunity for the alleged perpetrator to respond to the allegations.

This letter of outcome outlines that there was insufficient evidence

This letter should be sent to the employee who has

This letter should be sent to an employee who has

This letter should be sent to an alleged perpetrator if

This guide provides information and guidance on how to deal with complaints of bullying and harassment in the workplace.

Managers can use this script to guide them through the process of a formal dignity at work hearing with the person who has raised a complaint.

This report should be completed by the person who investigated the allegations. This form will outline the allegations, the witness evidence, any other evidence, the findings of the investigation and the recommendations.

This form should be provided to an employee who has raised a complaint relating to bullying/harassment, but subsequently wishes to withdraw the complaint.

This form should be used to record a witness statement relating to a bullying/harassment workplace investigation. The witness must read, sign and date the statement to reflect their agreement to give evidence.

This form can be used by any of the organisation’s employees to submit a complaint about the behaviour of a colleague, his/her manager or a third party, or any other workplace issue.

This letter acknowledges a complaint raised by an employee and informs them that the will be invited to a meeting in due course.

This letter should be sent to any employee named as a witness in a Dignity at Work complaint. This letter invites the employee to a meeting to discuss any evidence they may have.

This letter should be sent to an employee who has had allegations made against them. The purpose of the meeting is to provide an opportunity for the alleged perpetrator to respond to the allegations.

This letter is offering a second opportunity to an employee who has raised allegations under the Dignity at Work Procedure to attend a hearing.

This letter should be sent to an employee who has raised allegations of bullying or harassment. This letter outlines the employee’s rights during the process.

The purpose of this policy is to clearly outline the procedure that the organisation will follow for handling allegations of harassment on the grounds of mental health in the workplace, and ultimately to prevent any such activity from happening in the workplace

The purpose of this policy is to clearly outline the procedure that the organisation will follow for handling allegations of bullying, harassment and sexual harassment in the workplace, and ultimately to prevent any such activity from happening in the workplace

This guide provides information and guidance on how to deal with compaints of bullying and harassment in the workplace.

Managers can use this script to guide them through the process of a formal dignity at work hearing with the person who has raised a complaint.

This report should be completed by the person who investigated the allegations. This form will outline the allegations, the witness evidence, any other evidence, the findings of the investigation and the recommendations.

This form should be provided to an employee who has raised a complaint relating to bullying/harassment, but subsequently wishes to withdraw the complaint.

This form should be used to record a witness statement relating to a bullying/harassment workplace investigation. The witness must read, sign and date the statement to reflect their agreement to give evidence.

This form can be used by any of the organisation’s employees to submit a complaint about the behaviour of a colleague, his/her manager or a third party, or any other workplace issue.

This letter acknowledges a complaint raised by an employee and informs them that the will be invited to a meeting in due course.

This letter of outcome outlines that there was insuffiecient evidence to uphold the employee’s allegations. The letter outlines the reasons for this outcome and the evidence that was obtained.

This letter should be sent to the employee who has raised a claim of bullying and harassment after the claim has been fully investigated. This letter will outline if the claim has been upheld or not upheld and the reasons why. The letter also outlines the next steps.

This letter should be sent to an employee who has raised a claim and then subsequently retracted the claim.

This letter should be sent to an alleged perpetrator if the allegations against them are sufficiently serious to warrant suspension. This letter outlines the terms of the employee’s suspension.

This letter should be sent to any employee named as a witness in a Dignity at Work complaint. This letter invites the employee to a meeting to discuss any evidence they may have.