Confidentiality Notice

This document and the information contained therein is the property of House of Health. This document contains information that is privileged, confidential, or otherwise protected from disclosure. It must not be used by, or its contents reproduced or otherwise copied or disclosed without prior written consent from House of Health.

1. Policy Objective

House of Health is dedicated to cultivating a work environment characterized by respect and dignity for everyone. We unequivocally reject any form of harassment or bullying, including those perpetrated by visitors and clients. This policy aims to eradicate bullying and harassment, maintain confidentiality, and ensure fairness in addressing such concerns. It applies to all staff, including employees and contractors, who are individually responsible for their conduct.

2. Relevant CQC Fundamental Standard/H+SC Act Regulation (2014)

Regulation 18: “Staffing.”

3. Principles

Bullying encompasses offensive, intimidating, malicious, or insulting behavior that undermines, humiliates, or harms individuals. Harassment, as defined by the Equality Act 2010, pertains to:

“Unwanted conduct related to a *relevant protected characteristic, which has the purpose or effect of violating an individual’s dignity or creating an intimidating, hostile, degrading, humiliating, or offensive environment for that individual.” *The relevant protected characteristics are age, disability, gender reassignment, race, religion or belief, sex, and sexual orientation.

• Harassment is characterized by unwanted, objectionable behavior that causes humiliation, offense, distress, or other adverse effects.
• Harassment can occur as a single incident or be repetitive, affecting one or multiple individuals.
• Harassment can manifest physically, verbally, or non-verbally, including gestures, isolation, and exclusion.
• Bullying is typically a pattern of offensive, abusive, intimidating, malicious, or insulting conduct. It includes intimidating or threatening behavior, denigration, humiliation, shouting, undermining, setting unrealistic expectations, and “cyberbullying” through electronic means.
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Harassment and bullying are determined by their impact on the recipient, not the intent of the perpetrator.

4. Policy

• Staff have the right to report any behavior they perceive as harassment or bullying. They will not face unfavorable treatment or victimization for raising a genuine complaint. However, making a deliberately false or malicious complaint will lead to disciplinary action.
• We adopt a “Zero Tolerance” approach to bullying and harassment by visitors and clients, responding with appropriate actions.
• Our commitment extends to fostering teamwork, good relations, and treating everyone with consideration, fairness, dignity, and respect. This includes interactions outside working hours that may affect work relationships.
• We maintain a “zero tolerance” stance and vigorously investigate all harassment and bullying allegations, regardless of whether they are raised informally or formally.
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5. Procedure / Guidance For Staff

Informal:

Staff are encouraged to address issues informally by discussing concerns with the alleged perpetrator. If needed, they can request support from the CQC Registered Manager or their representative.

Formal:

• If informal resolution is ineffective or if the issue is severe, staff should file a formal complaint, providing full details to the CQC Registered Manager or their representative.
• An investigation will be conducted impartially, and both parties will have an opportunity to present their perspective.
• The outcome will be based on evidence, including the complainant’s perception of offense.
• If the complaint is unsubstantiated, the complainant will be informed in writing.
• If harassment or bullying is established, formal disciplinary proceedings will be initiated.
• External counseling or mediation may be considered instead of disciplinary action, with both parties’ agreement.
• Confidentiality will be strictly maintained throughout the process.

6. Appeals

Staff dissatisfied with the resolution may appeal in writing following the organization’s Grievance Procedure.

Summary

We commit to providing a safe working environment free from harassment, intimidation, or victimization based on personal characteristics. Staff are responsible for their behavior and for reporting any harassment or bullying they witness. Reporting concerns informally is encouraged, but if necessary, formal resolution should be pursued. Harassment and bullying complaints will be promptly and confidentially investigated, and corrective actions will be taken as needed. Any employee making a complaint will not be victimized, and no manager shall threaten repercussions for reporting. Records of all harassment and bullying complaints will be maintained in accordance with Equality and Human Rights legislation. This policy will be reviewed periodically to ensure compliance with legal changes.

Informal:

Staff are encouraged to address issues informally by discussing concerns with the alleged perpetrator. If needed, they can request support from the CQC Registered Manager or their representative.

Formal:

• If informal resolution is ineffective or if the issue is severe, staff should file a formal complaint, providing full details to the CQC Registered Manager or their representative.
• An investigation will be conducted impartially, and both parties will have an opportunity to present their perspective.
• The outcome will be based on evidence, including the complainant’s perception of offense.
• If the complaint is unsubstantiated, the complainant will be informed in writing.
• If harassment or bullying is established, formal disciplinary proceedings will be initiated.
• External counseling or mediation may be considered instead of disciplinary action, with both parties’ agreement.
• Confidentiality will be strictly maintained throughout the process.

6. Appeals

Staff dissatisfied with the resolution may appeal in writing following the organization’s Grievance Procedure.

Summary

We commit to providing a safe working environment free from harassment, intimidation, or victimization based on personal characteristics. Staff are responsible for their behaviour and for reporting any harassment or bullying they witness. Reporting concerns informally is encouraged, but if necessary, formal resolution should be pursued. Harassment and bullying complaints will be promptly and confidentially investigated, and corrective actions will be taken as needed. Any employee making a complaint will not be victimized, and no manager shall threaten repercussions for reporting. Records of all harassment and bullying complaints will be maintained in accordance with Equality and Human Rights legislation. This policy will be reviewed periodically to ensure compliance with legal changes.