Phil McIntyre Television (“the Company”) seeks to provide a work environment that is safe and
enjoyable for all.
Workplace bullying has a detrimental eﬀect on the Company and its people. It can create an unsafe working environment, result in a loss of talented staff, cause the breakdown of teams and individual relationships, increase absenteeism, and reduce eﬃciency and productivity. People who are bullied can become distressed, anxious, withdrawn and can lose self-esteem and self-
conﬁdence. Workplace bullying is also in some circumstances against the law. For these reasons,
bullying will not be tolerated Phil McIntyre Television.
The Company recognises that workplace bullying may involve comments and behaviours that oﬀend some people and not others. The Company accepts that individuals may react diﬀerently to certain comments and behaviours. That is why a minimum standard of behaviour is required of workers. This standard aims to be respectful of all workers.
The Company recognises that workplace bullying can take place though a number of diﬀerent methods of communication including face to face, email, text messaging and social media platforms. As such, this Policy applies to all methods of communication through which workplace bullying can take place
This Policy applies to behaviours that occur:
- In connection with work, even if it occurs outside normal working hours
- During work activities, for example, when dealing with clients
- At work related events and functions, for example, at Christmas parties
- On social media platforms where workers interact.
This Policy applies to all workers including employees and crew members. In so far as this policy imposes any obligations on the Company (ie those additional to those set out under legislation), those obligations are not contractual and do not give rise to any contractual rights.
To the extent that this policy describes beneﬁts and entitlements for employees (ie those
additional to those set out under legislation), they are discretionary in nature and are also not
intended to be contractual. The terms and conditions of employment that are intended to be contractual are set out in an employee’s written employment contract.
The Company may unilaterally introduce, vary, remove, or replace this policy at any time.
Workplace bullying occurs when an individual, or a group of individuals, repeatedly behaves unreasonably towards a worker, or a group of workers, and the behaviour creates a risk to health and safety. It includes both physical and psychological abuse. Bullying behaviours can take many diﬀerent forms, from the obvious (direct) to the more subtle (indirect). The following are some examples of direct bullying:
- Abusive, insulting or oﬀensive language or comments; Violent, aggressive, or intimidating conduct
- Belittling or humiliating comments
- Practical jokes or initiation.
The following are some examples of indirect bullying:
- Unjustiﬁed criticism or complaints
- Deliberately excluding someone from work-related activities
- Withholding information that is vital for eﬀective work performance
- Setting unreasonable timelines or constantly changing deadlines
- Setting tasks that are unreasonably below or beyond a person’s skill level
- Denying access to information, supervision, consultation, or resources to the detriment of the worker
- Spreading misinformation or malicious rumours
- Changing work arrangements such as rosters and leave to deliberately inconvenience a particular worker or workers
The above examples are not an exhaustive list of bullying behaviours. They are indicative of the type of behaviours that may constitute bullying and are therefore unacceptable to the Company.
If you are unsure whether behaviour not provided on this list constitutes bullying, you should
contact your direct supervisor in the ﬁrst instance.
WHAT IS NOT WORKPLACE BULLYING?
Reasonable management action taken by managers or supervisors to direct and control the way work is carried out is not considered to be workplace bullying, if the action is taken in a reasonable and lawful way.
The following are some examples of reasonable management action:
- Realistic and achievable performance goals, standards and deadlines
- Fair and appropriate rostering and allocation of working hours
- Transferring a worker to another area or role for operational reasons
Deciding not to select a worker for a promotion where a fair and transparent process is followed
- Informing a worker about unsatisfactory work performance in an honest, fair and constructive way
- Informing a worker about unreasonable behaviour in an objective and conﬁdential way
- Implementing organisational changes or restructuring
- Taking disciplinary action, including suspension or terminating employment where
appropriate or justiﬁed in the circumstances.
Single incidents of unreasonable behaviour (such as harassment, violence, or threatening behaviour) can also present a risk to health and safety and will not be tolerated.
Harassment is considered to be any form of behaviour that is:
- Oﬀends, humiliates or intimidates
- or creates a hostile environment.
Where such conduct occurs towards a person due to a particular characteristic of that person (such as when based on sex, sexual orientation, pregnancy, marital status, age, disability, ethnicity, or race) this may be unlawful under discrimination and equal opportunity law, even if it is limited to a single incident.
Phil McIntyre Television will not tolerate any form of workplace violence. Workplace violence is considered to be any incident where a person is physically attacked or threatened in the
workplace, whether this is directed to a co-worker, contractor, or visitor. It includes (but is not limited to):
- Any type of direct physical contact such as punching, pushing, tripping, spitting or
blocking of someone’s way
- Any form of unwanted physical contact
Managers and supervisors have an important role to play in terms of fostering a culture that does not tolerate or encourage harassment, bullying or workplace violence and should ensure that they do not engage in any conduct of this nature themselves.
Managers and supervisors should also ensure that workers understand this Policy and consequences of non- compliance. When managers and supervisors observe harassment, bullying or workplace violence occurring, they should take steps to prevent this conduct from continuing and warn the person or people involved of the consequences if the behaviour continues (including disciplinary measures up to and including termination of employment).
Phil McIntyre Television expects employees and crew members:
- Not to engage in harassment, bullying or workplace violence
- Not to aid, abet or encourage others to engage in harassment, bullying or workplace violence
- To behave in a responsible and professional manner
- Treat others in the workplace with courtesy and respect
- Listen and respond appropriately to the views and concerns of others
- To be fair and honest in their dealings with others.
Complaints of bullying, harassment and workplace violence will be taken seriously and will be handled appropriately and accordingly. If you believe you are being harassed or bullied, you may wish to raise the problem informally with the person responsible. Explain the situation and how it
has made you feel. It can be helpful to describe the event, so the other person is clear about your concerns. Use the opportunity to ask the person to change or stop their behaviour.
Alternatively, you may speak to your manager who can provide confidential advice and assistance in resolving the issue formally or informally. If you do not feel that informal steps are appropriate, or they have been unsuccessful, you should raise the matter formally under our grievance procedure. All complaints will be investigated in accordance with our grievance procedure
The Company also recognises the need for open communication in the workplace. The Company may implement what training it considers necessary in relation to behavioral standards and where appropriate will hold meetings to address standards, expectations, and any issues. The frequency, dates and form of this training and meetings will be determined by management of the Company.
If you need any more information about workplace bullying, harassment, or violence please see the below for Phil McIntyre TV production contact.
|PHIL MCINTYRE CONTACT|
|Fiona Frankland||Line Producer||E: Fiona.firstname.lastname@example.org Tel: 020 7291 9000|
The Film and TV charity provides information and a free support line.
- Your mental wellbeing – Film and TV Charity (filmtvcharity.org.uk)
- Free Legal Advice – Film and TV Charity (filmtvcharity.org.uk)
- Bullying Advice Service (filmtvcharity.org.uk)
24/7 Support Line on 0800 054 0000
THE BBC BULLYING AND HARASSMENT POLICY
The Policy explains the support available and how one can informally or formally address issues with bullying or harassment.
A set of principles to tackle and prevent bullying and harassment in the screen industries.
A practical workplace guide for the prevention of bullying and harassment in the screen industries.
A list of organisations who can be contacted for support regarding bullying, harassment and internet safety, compiled by Channel 4.
Citizens Advice is an independent organisation that can provide free support and advice on topics within the workplace
A Code of Conduct for those working for ITV.
NATIONAL BULLYING HELPLINE
National Bullying Helpline can provide help and advice for employees and managers facing bullying in the workplace.