Perranzabuloe Parish Council (PPC)

Adopted: July 2025  •  Next Review Date: August 2026  •  Committee: Staffing

1. Introduction

Perranzabuloe Parish Council (PPC) is committed to providing a work environment that promotes respect, dignity and equality among all employees. This Dignity at Work Policy sets out the principles and standards to ensure a workplace free from harassment, discrimination and disrespectful behaviour.

2. Scope

This policy applies to all employees, councillors, contractors, clients, visitors and anyone else engaged in work-related activities within PPC. It covers all aspects of employment, including recruitment, training, promotion and termination.

3. Principles

  • Respect and dignity: All employees are expected to treat each other with respect and dignity. Harassment, bullying, discrimination and any form of disrespectful behaviour are strictly prohibited; this aligns with the Code of Conduct.
  • Equal opportunities: PPC is committed to providing equal opportunities to all employees regardless of race, colour, religion, sex, gender identity, sexual orientation, national origin, age, disability or any other protected status, consistent with the Equal Opportunities Policy.
  • Prevention of harassment and bullying: Harassment and bullying, including verbal, physical or visual conduct that creates an intimidating, hostile or offensive environment will not be tolerated. This includes cyberbullying and inappropriate use of technology; this aligns with the Harassment and Bullying Policy and the Code of Conduct.
  • Confidentiality: All complaints and reports will be handled confidentially in line with the Complaints Procedure. Retaliation against employees who report or participate in the investigation of such incidents is strictly prohibited.
  • Responsibility of management: Managers and supervisors are  responsible for maintaining a work environment that upholds this policy.  They must take  prompt and appropriate action to address any incidents of harassment, discrimination, or disrespectful behaviour.

4. Reporting Procedure

Line Managers are responsible for maintaining a work environment that upholds the principles of this policy.  They must take prompt and appropriate action to address any incidents of harassment, discrimination, or disrespectful behaviour. Employees who believe they have experienced or witnessed a violation of this policy are encouraged to report it promptly to the Clerk, or to the Chair if the complaint concerns the Clerk.

5. Investigation Process

Upon receiving a complaint, the Parish Clerk will promptly investigate the matter in a fair and impartial manner. If the complaint is against the Parish Clerk, the Chair will investigate. The investigation will be conducted confidentially, and appropriate corrective action will be taken if a violation is substantiated.

6. Disciplinary Actions

Employees found to have violated this policy may be subject to disciplinary action, up to and including termination of employment. This is in line with the Disciplinary Policy.

7. Review and Revision

PPC will regularly review and , if necessary, update this policy regularly to ensure effectiveness and compliance with applicable laws and regulations.

Alternative formats: This document can be provided in large print, Braille, audio or another language—please contact the office if required.