Serco Sodexo Defence Services is a values based organisation that relies on its people to give their best and deliver effective business results. In return, consistent with our values, our people have the right to expect a work environment that is free of workplace bullying and harassment in any form.
Workplace bullying and harassment is any behaviour that is unwelcome, unsolicited, offensive, humiliating or threatening. Without being exhaustive, harassment it may include such actions as:
• Unwelcome comments about a person’s sex life
• Threatening verbal and or physical intimidation
• Physical bullying, including sexual assault
• Verbal bullying, such as name calling, put downs, teasing and threats
• Sexually offensive staring, leering or gesturing
• Unnecessary familiarity such as deliberately brushing against a person, patting or pinching
• Sexual jokes, remarks or innuendoes directed at another person or in that person’s hearing
• Displays of offensive photographs, reading matter or objects
• Sexual propositions or continual requests for dates
• Demands for sexual favours, accompanied by implied or overt promises for preferred treatment, or threats concerning an individual’s employment status
• Unsolicited correspondence including letters and/or emails, obscene telephone calls.
It is the Company’s policy to provide Harassment Contact Officers to:
• Provide support and empathy to complainants
• Inform complainants of the options available to resolve the complaint
• Promote the Company’s policy on the elimination of harassment and bullying in the workplace.
Any complaint received will be:
• Treated seriously
• Treated with the utmost confidentiality
• Investigated immediately and thoroughly.
SSDS considers harassment of any kind unacceptable behaviour. It will not be tolerated under any circumstances. An employee found to have breached the company's policies through a fair investigation process and in line with legislation will face immediate and appropriate disciplinary action up to and including termination of employment. Senior Management will decide on action to rectify the complaint and will take steps to prevent it recurring. Actions could including an apology, transfer, dismissal or civil proceedings against the offending party.
The most important step in any harassment situation is reporting it as soon as it happens. Employees are encouraged to report any concern to a Contact Officer, Manager or Supervisor.