29th January 2013, 05:04 PM
The answer in the first instance is for employer's to have an Equal Opportunities policy that states what might be construed as harassment and the procedures to be followed where an employee believes they have been subjected to harassment. This makes sense for both employees and employers as under UK law, the employer is ultimately responsible for ensuring that employees can go about their business without this kind of behaviour. Trade unions can advise on how to draft and implement Equal Opportunities policies.....the internet has plenty of examples of draft policies that can be downloaded and adapted for archaeological purposes.....Google 'Equal Opportunites policy'.....The relevant UK law is the Equality Act 2010 and the Protection from Harassment Act 1997 if you want to check chapter and verse......
......when I was a union branch secretary back in the 90s, I helped employees follow a number of these cases through the Local Government complaints system, at least one of which resulted in dismissal for the harasser. It does leave a raw taste however that anyone in archaeology in 2013, could behave in such a fashion........
......when I was a union branch secretary back in the 90s, I helped employees follow a number of these cases through the Local Government complaints system, at least one of which resulted in dismissal for the harasser. It does leave a raw taste however that anyone in archaeology in 2013, could behave in such a fashion........
With peace and consolation hath dismist, And calm of mind all passion spent...