Dignity at Work Policy

School: Caherleaheen NS

Rationale.

This school is committed to a professional and positive work environment where work is  done in an atmosphere of respect, collaboration, openness and   equality.

The policy is formulated in light of a number of background documents, including the updated Code of Professional Conduct for Teachers (Teaching Council, 2016), the Health & Safety Authority’s Code of Practice for Employers and Employees on the Prevention and Resolution of Bullying at Work (2007) and the Equality Authority’s Code of Practice.

This policy should be read in conjuction with Caherleaheen National School’s Code of Behaviour and  Anti-Bullying Policy 

Core Principles

Caherleaheen NS abides by the four main principles of conduct as outlined in the Teaching Council’s Code of Professional Conduct for Teachers 2016

1.RESPECT Teachers uphold human dignity and promote equality and emotional and cognitive development. In their professional practice, teachers demonstrate respect for spiritual and cultural values, diversity, social justice, freedom, democracy and the environment.

2. TRUST Teachers’ relationships with pupils/students, colleagues, parents, school management and the public are based on trust. Trust embodies fairness, openness and honesty. CARE Teachers’ practice is motivated by the best interests of the pupils/students entrusted to their care. Teachers show this through positive influence, professional judgement and empathy in practice.
3. INTEGRITY Honesty, reliability and moral action are embodied in integrity. Teachers exercise integrity through their professional commitments, responsibilities and actions.
4. CARE Teachers’ practice is motivated by the best interests of the pupils/students entrusted to their care. Teachers show this through positive influence, professional judgement and empathy in practice.

 

Professional Conduct:

The staff in Caherleaheen NS will

• Uphold the reputation and standing of the profession
• Take all reasonable steps in relation to the care of pupils/students under their supervision, so as to ensure their safety and welfare
• Work within the framework of relevant legislation and regulations
• Comply with agreed national and school policies, procedures and guidelines which aim to promote pupil/student education and welfare and child protection
• Report, where appropriate, incidents or matters which impact on pupil/student welfare
• Communicate effectively with pupils/students, colleagues, parents, school management and others in the school community in a manner that is professional, collaborative and supportive, and based on trust and respect
• Ensure that any communication with pupils/ students, colleagues, parents, school management and others is appropriate, including communication via electronic media, such as e-mail, texting and social networking sites
• Ensure that they do not knowingly access, download or otherwise have in their possession while engaged in school activities, inappropriate materials/images in electronic or other format
• Ensure that they do not knowingly access, download or otherwise have in their possession, illicit materials/images in electronic or other format
• Ensure that they do not practise while under the influence of any substance which impairs their fitness to teach.

 

Workplace Bullying and Harassment

The Board of Management adopts the definition of adult bullying as set out by the Task Force (2001):

“Workplace Bullying is repeated inappropriate behaviour, direct or indirect, whether verbal, physical or otherwise, conducted by one or more persons against another or others, at the place of work and/or in the course of employment, which could reasonably be regarded as undermining the individual’s right to dignity at work. An isolated incident of the behaviour described in this definition may be an affront to dignity at work but, as a once off incident, is not considered to be bullying”.

Adult bullying and harassment in the workplace are phenomena which this school will seek to prevent and cannot tolerate. All employees have the right to be treated with dignity and respect. Management is committed to intervening in an appropriate manner – utilising one of the accepted INTO procedures eg Working Together: Procedures and Policies for Positive Staff Relations, Complaints Procedure and Bullying and Harrassement Procedure – to investigate and deal with allegations of bullying or harassment. The provisions of Circular 40/97 on Assaults on Staff in Primary Schools will be utilised as appropriate.

Harassment is covered by Employment Equality legislation and is based on a person’s standing within one of the nine categories (or grounds) specified in that legislation (gender, religion, sexual orientation, age, marital status, civic status, membership of the Travelling Community, disability, race).  Harassment is defined in law as “unwanted conduct” related to one or more of the discriminatory grounds which “has the purpose or effect of violating a person’s dignity and creating an intimidating, hostile, degrading, humiliating or offensive environment for the person.”

It is recognised that bullying and harassment complaints may arise among work colleagues but may also arise in relation to visitors to the school. In either case, the commitment to a positive workplace, where dignity at work is respected, prevails.

 

Positive Work Environment

It is agreed that we will all work to continue making this school a good place to work. A good place to work has a positive work environment characterised by

• A supportive atmosphere
• Good and open communication (e.g. through opportunities at regular staff meetings)
• Appropriate interpersonal behaviour
• Collaboration
• Open discussion and resolution of conflict
• Recognition, feedback and affirmation as appropriate
• Fair treatment of all staff (including fair systems of selection and promotion in line with agreed procedures)

Every person has a responsibility to play his/her part in contributing to a positive and professional work environment. In this regard, a person who is a witness or bystander has a clear responsibility to raise concerns about dignity at work and threats to this, in an appropriate and timely manner. The Safety Statement – as mandated under the Safety, Health and Welfare at Work Act 2005 – includes a commitment to a positive work environment, in light of the Employer’s obligations as outlined at Section 8 of that Act, including the duty to manage work activities in such a way as to prevent “improper conduct or behaviour” likely to put health and safety at risk.

 

Adult Bullying

Caherleaheen NS recognises that Adult Bullying and Harassment are problems that can occur in any workplace.

Bullying behaviour generally amounts to psychological abuse which causes serious pain and suffering.  Studies have shown that any person may become a target, irrespective of their personality or ability. In addition to its unacceptable emotional and psychological effects on persons who are its targets, workplace bullying and harassment is extremely detrimental to organisational effectiveness.

Bullying may include behaviours such as:

• Verbal abuse/insults, undermining remarks
• Excessive monitoring of work
• Deliberate withholding of work-related information/communication
• Exclusion with negative consequences.

 

Such behaviours need not and should not be part of a workplace. This policy aims to ensure that a positive environment prevents such behaviours from occurring. Where bullying or harassment does occur or is alleged to have occurred, there are means of tackling it through the agreed procedure.

Allegation of Bullying or Harassment

Without prejudice to an individual’s right to take such advice or steps as they themselves may decide, the Board of Management will take seriously any allegations or workplace bullying or harassment.

Supportive and effective procedures published by the INTO, as referred to above, in accordance with nationally-agreed practice, will be initiated in Caherleaheen school, should bullying or harassment be reported.  These procedures to address and investigate allegations will focus on the earliest possible resolution, will proceed as necessary from informal to formal stages and will have a emphasis on confidentiality. 

The Board of Management has a duty of care towards all employees and pupils in its school.

Just as inappropriate and undermining behaviour among pupils and work colleagues is taken seriously, so too is such behaviour when perpetrated against an employee of this school by any other person.

Together we are committed to building and maintaining a work environment where professional, respectful, open and equal relationships are the norm.