Bullying, Harassment & Sexual Misconduct

Harassment/bullying/sexual misconduct can be defined as behaviour, which is persistent and results in the person subjected to the behaviour feeling upset, threatened, humiliated or vulnerable.

Grounds for harassment can be because of a person’s race, religious belief, national/ethnic origin, sexual orientation, disability or membership of the traveller community.

The harassment/bullying/sexual misconduct can include conduct offensive to a reasonable person, e.g. physical contact, gestures, jokes, displaying pictures, flags/emblems, graffiti or other material which state/imply prejudicial attitudes which are offensive to fellow employees and oral or written slurs.

Other examples of bullying behaviour can include:

• personal insults and name calling
• persistent unjustified criticism and sarcasm
• public or private humiliation
• shouting at staff/students in public and/or private
• sneering
• instantaneous rage, often over trivial issues
• deliberately withholding information which an individual requires in order to do their job or studies effectively
• aggression
• intimidation and threats which are discriminatory

Sexual harassment can be defined as conduct towards another person, which is sexual in nature, or has a sexual dimension, and is unwelcome to the recipient.

Examples of this type of harassment can include:

• sexual gestures
• displaying sexually suggestive objects, pictures, calendars or sending suggestive and pornographic correspondence
• unwelcome sexual comments and jokes
• unwelcome physical conduct such as pinching, unnecessary touching, etc.

Complaints that involve allegations of discrimination, bullying, or harassment will be handled under Chevron College’s Equality Policy. These types of complaints will be given priority due to their sensitive nature, and appropriate support will be provided to both the complainant and the respondent during the investigation.

All complaints will be handled with the highest degree of confidentiality. Information will only be shared with those directly involved in resolving the complaint. Chevron College is committed to protecting the privacy and dignity of all parties involved in the complaints process, in compliance with data protection legislation.

Chevron College recognises that making a complaint can be a stressful experience. Learners and staff have the right to bring a support person (such as a colleague, union representative, or friend) to any meeting held as part of the complaints process. Chevron College will also provide access to counselling services or other support as appropriate during and after the complaints process.

Chevron College encourages open communication to resolve issues quickly and effectively. Complaints can be handled through an informal or formal process depending on the nature and seriousness of the complaint. Both processes are designed to protect the rights and dignity of the complainant and ensure that all complaints are treated in a confidential, impartial, and fair manner.

Informal Complaints Process

Where appropriate, Chevron College encourages learners and staff to resolve issues informally in the first instance. Many concerns can be addressed promptly and amicably through discussion between the parties involved.

• Step 1: The complainant should raise the issue directly with the individual(s) concerned, where possible, and attempt to resolve the matter through constructive dialogue.
• Step 2: If the complainant feels uncomfortable raising the issue directly or if no resolution is reached, they may approach an intermediary, such as a tutor, line manager, or HR representative, to assist in facilitating a resolution.
• Step 3: If the matter remains unresolved through informal discussions, the complainant may proceed to the formal complaints process.

Formal Complaints Process

The formal complaints process is designed to address issues that cannot be resolved informally or that are of a serious nature. All formal complaints must be submitted in writing, using the appropriate complaints form available from the College’s Learning Management System (LMS), Student Information System (SIS), or HR.

• Step 1: Submitting a Complaint
  • The complainant must submit the formal complaint in writing, detailing the nature of the complaint, relevant facts, dates, and any supporting documentation.
  • Complaints by learners should be directed to the Registrar. Staff complaints should be directed to Human Resources (HR).
  • Complaints must be submitted within 20 working days of the issue arising.
• Step 2: Acknowledgement and Investigation
  • The Registrar or HR will acknowledge receipt of the complaint within five working days.
  • An investigation will be conducted by an impartial investigator, which may include interviews with the complainant, the individual(s) against whom the complaint is made, and any relevant witnesses.
  • The investigation will be completed within 20 working days where possible.
• Step 3: Resolution and Outcome
  • After the investigation, a decision will be communicated to the complainant and other relevant parties.
  • If the complaint is upheld, Chevron College will take appropriate actions, which may include mediation, disciplinary action, or improvements to services.
  • If the complaint is not upheld, the complainant will be provided with a written explanation of the reasons for the decision.
• Step 4: Right to Appeal
  • If the complainant is dissatisfied with the outcome of the formal complaints process, they may appeal the decision. Appeals must be submitted within 10 working days of the decision being communicated.
  • Appeals will be reviewed by a panel, including members not involved in the original decision.
  • The appeal outcome will be final.

Staff Training – To be confirmed (tbc)

Student Training – To be confirmed (tbc)

Last review date: August 19, 2025