Bullying and Harassment

The strength of the outcome helped the organisation agree a commercial settlement

Case Study – Training and Development Providers

Bullying and Harassment

The Client

One of the largest privately managed training and development providers in the region, providing accredited professional development programmes and non-accredited short courses in all sectors.

The Brief

Solutions for HR were engaged by the board to hear a complex grievance raised by a director against the chair of the board.

The grievance involved sensitive subject matter relating to bullying and harassment on the grounds of sexual orientation.

The Solution

Ensuring a fair procedure, Solutions for HR held a grievance hearing in order to explore the grievance in greater depth to enable further investigations to be planned.

The director, who was suffering with anxiety issues, was accompanied by a partner as a reasonable adjustment to process.

Sources of evidence were gathered post meeting and nine witnesses were identified.

Each witness was robustly interviewed whilst ensuring sensitivity and confidentiality, due to the nature of the allegations and the positions of the participants.

Consideration was given during the process to the director’s wellbeing and mental health with effective communication and signposting to support resources.

Solutions for HR provided a solid and effective grievance outcome, weighing up all witness testimony and other written evidence to balance the decision with great depth.

As an independent party, Solutions for HR held no bias or preconceptions and were able to demonstrate professionalism and sensitivity to all parties involved.

The Result

The grievance outcome identified a management style concern but not bullying behaviour.

There was no evidence to support harassment on the grounds of sexual orientation.

The evidence did point to elements of over sensitivity and misunderstanding on the part of the director.

In the outcome this was delivered sympathetically and professionally, ensuring that “blame” was not apportioned and a balanced view was provided, supported with clear evidence.

The director did not appeal the decision and the strength of the outcome helped the organisation agree a commercial settlement.

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