Dublin Business School: Employee Relations and the Law Report

This report delves into the critical area of employee relations and the law, specifically addressing workplace bullying and harassment within the context of the Anally Hotel. It provides a detailed code of practice based on key legislation like the Safety, Health, and Welfare at Work Act, 2005, Industrial Relations Act, 1990, and Employment Equality Act, 1998. The report defines bullying, outlines its scope, and details the responsibilities of management, the role of trade unions, and the complaint procedure. It emphasizes confidentiality and the expectations of employees and non-employees. Furthermore, the report analyzes the legal framework for harassment, including the Employment Equality Acts 1998-2015, and relevant directives, examining how these contribute to the prevention of harassment and discrimination. The assignment also includes an assessment brief outlining the task, objectives, and assessment criteria for a group presentation and written report. The report concludes with a commitment from the company to provide a harassment-free environment and a declaration of employer responsibilities. It highlights the importance of understanding the legal and human resource implications of workplace bullying and harassment, and the importance of following the outlined procedures for resolution. The report also references key legislation and provides a contact for complaints.

Running Head: BUSINESS AND CORPORATION LAW 0
Employee Relations and the Law
3/19/2019
Student’s Name

Employee Relations and the law
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Anally Hotel
Code of Practice: Prevention of Bullying and harassment at the workplace
This code of Practice is based on the requirements mentioned under Safety, Health, and Welfare
at Work Act, 2005, Industrial Relations Act, 1990 and Employment Equality Act, 1998.
Objective
The objective of this code of practice is to ensure a healthy workplace and work culture, where
all the employees can work in a bullying-free environment.
Bullying At work: Meaning
For the purpose of this Code of practice, Bullying refers to any direct or indirect inappropriate
behavior of a person towards another in the due course of employment, which seems to be in
against of the dignity of such another person. The following act of a person at the workplace will
be treated as workplace bullying:-
 Aggression
 Physical abuse
 Humiliation
 Stalking
 Work-related harassment
 Verbal abuse
 Intimidation

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 Unwelcome touching
 Undermining and similar behavior
Scope
The scope of this code of practice is vast and the same is applicable to all the organizational
personnel including managers, customers, employees, and other stakeholders.
Responsibility of Management
In order to ensure the efficiency of this code, the management of the company will
 Be responsible to ensure to provide a safe and respectful environment to employees.
 Spread the awareness of this code and complaint procedure
 Sensitively deal with the employees involved in a case of bullying
 Ensure that an employee has good access to management to address his/her complaint
related to bullying
 Monitor the situation after a complaint of bullying.
Role of Trade Union
In the implementation of this code of practice, trade unions will contribute their efforts. Being
the representative of the employees, trade union will ensure that all the union members are
getting a safe, healthy, and bullying-free environment. The trade union will have the right to
represent the issue of an employee by making a complaint of bullying on behalf of them. Trade
unions will be free to provide education and training to employees regarding the issues of
workplace bullying.
Complaint Procedure
 Any employee who find a certain issue related to bullying is free to address the same.

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 Such addressal can be made to the person responsible for it or to the department head or
to immediate senior
 On receipt of any complaint, the respective person will conduct the inquiry on the matter
 A formal procedure will be adopted to resolve the issue.
 Parties can be called upon to make the investigation and the subjective person will
resolve the matter in 2 weeks from the reporting of the issue.
Confidentiality
All the issues addressed by employees/complaints made by them will be treated with all the
dignity, confidentially, respect, fairness, and sensitivity by the organization.
Employees
Employees are expected to understand the aspects of this code and therefore they are required to
follow the procedure mentioned under the same. Employees are required to understand that this
code has developed for their betterment and for the quick resolution of complainants they should
follow the mentioned procedure. In case of involvement of an employee in bullying, the
company may terminate his/her employment.
Non- Employees
The code is equally applicable to non-employees. It means bullying by outsiders such as
suppliers, customer or business contacts are not permissible, and the company may terminate its
contract with such parties.
Declaration of Employer
 The company commits its employees to provide a bullying and harassment-free
environment.

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 All the employees of the company have the right to act with dignity
 The addressed complaint will be resolved using disciplinary procedure and
 This code of practice will be updated on time to time considering internal and external
relevant factors.
Contact Person
Mr. John White, head of HRM is an authorized person to hear the complaints related to bullying
and harassment.

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References
Employment Equality Act, 1998
Industrial Relations Act, 1990
Safety, Health, and Welfare at Work Act, 2005