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Third Party Anti-Harassment and Bullying Policy

Policy Statement

The purpose of this policy is to ensure that all individuals engaged with SAGE are treated with dignity and respect, free from harassment and bullying by others.

Who is covered by the policy?

This policy covers all staff including temporary employees, contractors, interns and partners. It is designed to deal with harassment or bullying which occurs either at work or out of (but connected with) the workplace, such as on business trips or at work-related events or social functions attended by SAGE contacts. It covers bullying and harassment by third parties such as clients, customers, suppliers or visitors to our premises. This is absolutely not something we believe to be a common occurrence, but we want to ensure that people working with us feel supported in the event they do experience this type of behaviour.

What is harassment?

We consider harassment to be a form of conduct, speech or behaviour which makes someone feel distressed, humiliated or threatened. It could take place in any setting and be conducted through any form, including electronic communication.

What is bullying?

We consider bullying to be offensive, intimidating, malicious or insulting conduct, speech or behaviour which makes someone feel vulnerable, upset or threatened.

If an individual associated with SAGE or staff is being harassed or bullied

We do not condone the harassment or bullying of our people by third parties and they  should not feel that they should have to withstand any perceived harassment or bullying just because the individual is a client or customer.

If any of our members feel that they are being subjected to unwanted harassment or bullying by a third party, they should inform SAGE’s Director of HR who will investigate the matter further. Staff should not be concerned that reporting such behaviour will jeopardise client relationships: our primary concern is to ensure that our people are supported.

In cases of third party bullying or harassment, we will consider what action may be appropriate to protect and support our staff. This may include discussing the matter with the third party.

We highly value the members working with us and we will seek to ensure that they are not subjected to treatment which makes them feel uncomfortable.