Earlier on this year, a working group co-chaired by the Charity Commission reviewed the respective roles and responsibilities of those working in and with the charity sector to explore ways to address bullying and harassment. The working group featured representation from DCMS, ACAS, ACEVO, NCVO, and UNISON, amongst others, and following on from its discussions the Charity Commission issued a press release clarifying its own regulatory role in this area.
In summary, charities (and in particular their trustees) will be held to account by the Charity Commission if they fail to address problems of bullying and harassment. The Commission is clear that the kind of poor organisational culture in which bullying can take place unchecked cannot be accepted in or by charities. From a broader perspective though, charities (just like other types of organisations) should be aware that this kind of culture can lead to low staff morale, high turnover, legal claims and reputational and financial risk. Charity trustees might therefore also find it helpful to be aware of the relevant employment law considerations when it comes to bullying and harassment – indeed, the Commission has flagged compliance with employment law and tribunal procedures as important here.
So in light of the working group’s findings, we have taken a look (from both a charity and employment law perspective) at the responsibilities owed within charities when dealing with bullying- and harassment-related issues, how...
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