The Curious Case of Violet-Anne Wynne

You think jeering and mocking other victims of sf is a good move at this point francie ?

victims of sf though ....... right

The comment may have been harmless banter.

I know people who would call me an 'effin eejit' if I did something I hadn't planned. That is all I mean here. We don't know the situation or context.

The person who said it has been accused of being 'misogynistic' without knowing the facts.

The proceedure:

How to make an informal complaint

Your employer should deal with your complaint immediately. The company can appoint a Contact Person to act as a first step for employees. The Contact Person would not be involved in investigating the complaint.

Initial informal Process

You should begin by making it clear to the person that you find their behaviour unacceptable and undermining. You could also put it in writing, if you prefer. Focus on what they have done (offending acts) and the effects it has on you.

Your employer may have a Contact Person named in the anti-bullying policy, who can give you information on the process.

The person responsible for managing the complaint should keep a brief written record of the issue and agreed outcomes and dates.

Secondary informal process

The secondary informal process can be used if the initial informal process is not successful or your employer thinks it is not appropriate for the seriousness of the complaint.

Your employer can nominate a separate person to investigate the complaint. This person should not be the Contact Person. The nominated person should have the appropriate training and experience and be familiar with the procedures. They may be a supervisor, manager or someone in authority within your organisation.

The nominated person responsible for managing the complaint should keep a record of all stages of the investigation. You should check your employer’s anti-bullying policy for the steps to follow under the secondary informal process.

Mediation

The WRC provides a mediation service, if both parties agree to it. The Mediator's Institute of Ireland (MII) have a list of accredited meditators that also provide private workplace mediation services. You get more details from mii.ie. Mediation can help to resolve issues informally before a formal process is initiated.

For more details on the informal process, see the Code of Practice for Employers and Employees on the Prevention and Resolution of Bullying at Work (pdf).

If these informal approaches are not enough to resolve the issue and in situations where the bullying continues, you may need to consider making a formal complaint.

How to make a formal complaint

You should report the bullying to a manager.

Your employer's policy on bullying should clearly set out:

• What will happen when a formal complaint is made
• How the complaint will be investigated
• Who will carry out the investigation taking into account issues of confidentiality and the rights of both parties

The company’s investigator should meet with you and any witnesses or relevant other people on a confidential basis. You can bring a work colleague or trade union representative with you to this meeting. This applies to both the complainant and the person complained of.

Your employer should keep records and copies of written statements should be given to both parties.

Appealing the investigation

Your employer’s Anti-bullying policy should include an appeals process. It should set out the time period for making an appeal. The person hearing the appeal should have had no involvement in the investigation.

You should be supported during the formal complaints process. For example through the Contact Person or advisory support services, where possible.