What happens following the investigation?

• Where a complaint is upheld:

a disciplinary hearing should follow. Should a case of bullying/harassment be proven, then the organisation should take appropriate disciplinary action in line with its disciplinary procedures. This may include transfer to other duties, demotion, written warnings, or other appropriate action, up to and including dismissal. Records of any warnings for bullying/harassment should remain in the employee’s file and used if any further allegations or offences of the same or similar nature occur in the future.

• Where the evidence is inconclusive:

is an unsatisfactory result for all parties. When a final decision on the validity of the complaint cannot be reached, some restorative work will be required to help resolve the conflict and re-build relationships. This can involve one-to-one coaching, education and stress management.

• Where a complaint is found to be unsubstantiated:

may require education and training on interpersonal skills and people management for both parties.

• Where a complaint is found to be malicious:

appropriate disciplinary action, up to and including dismissal, should be imposed on the complainant.

Regular checks should be made to monitor the situation and relationships. Retaliation of any kind against an employee for complaining or taking part in an investigation concerning bullying/harassment at work is a serious disciplinary offence.