Sexual harassment reporting procedure at council to be strengthened

PLANS to strengthen the sexual harassment reporting policy at Glasgow City Council will go in front of city chiefs today.

It’s in response to high-profile allegations of abuse in Hollywood and Holyrood.

Under the proposals, those accused of sexual harassment or bullying could be sacked if alleged victims can prove that incidents are “more likely to have occurred than not”.

And politicians could also be in the firing line, with the new policy set to make it easier for staff who feel they’ve been targeted to report elected members.

Historic allegations will also be taken into account, with current and former workers being given the opportunity to report incidents that happened in the past.

The policy, drawn up by council chief executive Annemarie O’Donnell, human rights convener Jennifer Layden and workforce convener Michelle Ferns, said: “Harassment, bullying or victimisation of any kind are unacceptable and will not be tolerated.

“The council will take appropriate disciplinary action, including dismissal for serious offences against any employee who violates this policy.

“This may also include anyone who makes what are found to be malicious claims.

“It should also be remembered that bullying and harassment can in some circumstances be considered to be a criminal offence, and that any employee found guilty of such could be held personally accountable for their actions under criminal law.”

Councillors and trade union representatives have been locked in talks for months as part of a consultation process into the new policy.

It comes amid allegations against a series of high-profile figures including film mogul Harvey Weinstein and the former Scottish First Minister Alex Salmond.

All council workers will be given a copy of a document outlining what the council considers to be bullying, harassment and victimisation.

It will make clear that staff have the right to report incidents where they feel they’ve been the victim of “unwanted conduct” amounting to harassment, including jokes, words or facial expressions.

Bullying, including the spreading of malicious rumours, making threats or humiliating co-workers online will also be investigated if reported.

Unlike criminal proceedings, where allegations must be proved “beyond reasonable doubt”, staff accused of any type of harassment could face disciplinary action if doubt still remains.

Those who are found to have made up harassment complaints against co-workers to cause them distress could also face disciplinary proceedings.

Managers will be expected to intervene at an early stage when any type of harassment or bullying is reported.

And workers will be able to use whistleblowing procedures to report “highly serious incidents or concerns”.

A report will go in front of the general purposes city policy committee today.