United Kingdom announced to prevent workplace violence and harassment of guidance _ Panda dongdong

(Compiled from United Kingdom safety regulation Magazine July, 2010) under EU employers ' and trade union organization has recently signed an EU-level agreement the necessary action to focus on workplace violence and harassment of trade union organizations, the United Kingdom has recently completed a best practice guidance. The necessary action to focus on workplace violence and harassment, the EU proposes the following objectives: 1) upgrade the harassment by employers, workers, workers ' representatives on the internal violence and harassment, as well as third-party violence awareness and increase understanding of it; 2) to employers, workers and their representatives how to identify, prevent and manage workplace harassment and violence in all its forms. The EU agreed to violence and harassment identified as personal or more people take of unacceptable behavior. While these acts can take many different forms, but there are some behavior can easily be identified. Under the agreement, only when someone is repeated and intentional bullying, threatening, or be associated with the work environment, the harassment of an insult to be occurring. When one or more employees or managers are and work environment related attacks, violence does occur. In the United Kingdom, the existence of certain bodies and departments of the higher workplace violence and harassment of risk. And most likely a third-party violence and harassment of workers notably in areas such as transport, health, retail and leisure sectors engaged in the protection of employees in the service status. According to the United Kingdom trade union organizations complete best practice guidance, employers have a responsibility to identify and manage workplace harassment and violence. They should develop and preventing harassment and violence related to the clear policy, subdivision of their respective responsibilities and liabilities of trade unions, trade unions promote awareness among the relevant issues, set the standards of conduct in the workplace. To the severity of these issues of concern, the United Kingdom trade union organizations that can, if necessary, take legal action to be addressed. In fact, the United Kingdom's many enterprise organizations have developed to implement the dealing with violence and harassment policies and procedures. These existing enterprise policies and procedures may be improved, or under the agreement, to elaborate and implement. In any case, the employer may take to deal with violence and harassment of measures only and their labour representatives for consultation before you can in the policies and procedures in the development and implementation. To this end, the United Kingdom trade union organizations of best practice guidance developed some rules to help United Kingdom employers in developing enterprise policies and procedures during the introduction of new standards or according to the new standards, the enterprise existing policies and procedures for evaluation. According to the best practice guidance, employers must: 1) as soon as reasonably feasible, must ensure that workers ' safety, health and welfare; 2) to determine the risk of employees (including reasonable and foreseeable risk of violence), determine the characteristics of these risks, decided to do in order to prevent or control these risks, develop a clear set of management plans for achieving this goal; 3) the establishment of clear, and the United Kingdom prevent employment and settlement Organization (ACAS) practice rules consistent complaints and disciplinary procedures; 4) and the trade union organizations and their representatives discuss assessing risk of harassment and violence on matters relating to and in accordance with the contents of the risk assessment, to take appropriate action; 5) to ensure that everyone is aware of who, the prevention of harassment and violence policies and their related responsibilities. Employers can: 1) to the staff and service users to provide a clear statement that violence and harassment are intolerable acts, will be treated as a disciplinary; 2) clearly what constitutes Manager/other professionals, service providers and the public members of unacceptable behaviour; 3) provide a statement on the prevention and disposal of harassment and violence risk explain the overall measures; 4) to provide to employees in the workplace should bear the relevant responsibilities of legal advice; 5) suggested that victim retains all records of the accident (if possible, include the witness), as well as the associated copy information; 6) provide a statement that all complaints should be detailed information; 7) explicitly supported the activities of all parties will receive a fair hearing and fair treatment of all personnel of the dignity and privacy will be protected; 8) clear organization cannot tolerate errors (such as hostile) charge, which will lead to disciplinary penalties; 9) clearly on victims, what kind of support can be taken (if necessary, including the newly-constituted teams, etc.); 10) to policy implementation, assessment and monitoring of information included. In addition, employers should: 1) in criminal cases can occur, determines the what specific procedures; 2) if they feel that the policies and programs do have help, from external organizations/institutions or proponents seeking quality recommendations. The guidance is of the view that in some cases, enterprises can take some informal method of solving such problems. Because sometimes, some people may not realize their behavior is not affected by it. Informal discussions can bring relative to the behavior to be more deeply understand, agree to stop the behavior. However, sometimes, informal approach might make things worse and lead to greater appears later. Therefore, employers in dealing with, you need to make a clear judgment, whether you should use a formal methodology or informal methods. In this guidance, including the United Kingdom legislation framework of the existing legal provisions; and may provide valuable information and a list of guidelines on workplace violence in existing statistics. The guidance under United Kingdom workplace safety and health, the United Kingdom data statistics and the ACAS CouncilSupport. "Preventing workplace harassment and violence" guidance document can be downloaded online. Website: www.workplaceharassment.org.uk