The expectation will be that all parties will agree to enter into the initial stages of the mediation process (i.e. the individuals meeting with the mediator(s), separately in the first instance). If mediation is successful and all parties are satisfied with the outcome an action plan will be written at the end of the joint meeting which is agreed by, and confidential to, the parties unless actions by others are required and/or the parties agree to this being shared. The process is then closed. If the issue(s) is/are considered to be unsuitable for mediation by the mediators or if the joint mediation session fails to resolve the matter, the issue will be referred back to the line manager who will hold meetings with all parties to reconsider the allegations (staff side representatives may also attend). The outcome of meetings may be appropriate management action (supported by Human Resources), e.g. the temporary transfer of either party to another team/department if reasonable and practicable, change of hours (to minimise contact between both parties), coaching, counselling, clarification of workplace rules in respect of expected standards of behaviour. Documented feedback will be provided to all parties. The process will be deemed to be completed. informal attempts to resolve the matter have failed, or are inappropriate because of the particular circumstances, the individual may raise the matter formally under Public Health Wales Grievance Procedure where applicable at Stage 2. In those circumstances, the manager will decide whether any steps are necessary to manage any ongoing relationship between the parties. The process also applies to issues raised by a group of individuals against a particular person. APPENDIX 1 What is bullying and harassment? Bullying is harder to define than harassment, as there is no specific legal definition or prohibition.
The expectation will be that all parties will agree to enter into the initial stages of the mediation process (i.e. the individuals meeting with the mediator(s), separately in the first instance). If mediation is successful and all parties are satisfied with the outcome an action plan will be written at the end of the joint meeting which is agreed by, and confidential to, the parties unless actions by others are required and/or the parties agree to this being shared. The process is then closed. If the issue(s) is/are considered to be unsuitable for mediation by the mediators or if the joint mediation session fails to resolve the matter, the issue will be referred back to the line manager who will hold meetings with all parties to reconsider the allegations (staff side representatives may also attend). The outcome of meetings may be appropriate management action (supported by Human Resources), e.g. the temporary transfer of either party to another team/department if reasonable and practicable, change of hours (to minimise contact between both parties), coaching, counselling, clarification of workplace rules in respect of expected standards of behaviour. Documented feedback will be provided to all parties. The process will be deemed to be completed. informal attempts to resolve the matter have failed, or are inappropriate because of the particular circumstances, the individual may raise the matter formally under Public Health Wales Grievance Procedure where applicable at Stage 2. In those circumstances, the manager will decide whether any steps are necessary to manage any ongoing relationship between the parties. The process also applies to issues raised by a group of individuals against a particular person. APPENDIX 1 What is bullying and harassment? Bullying is harder to define than harassment, as there is no specific legal definition or prohibition.
All%20Wales%20Dignity%20at%20Work%20Process.docx