Support for employees
As an employee, what do you do if you feel you have been subjected to discrimination, harassment and/or victimisation? As an employee, what do you do if you are made aware of someone who feels they have been subjected to harassment or victimisation? What is at risk for the accused?
- Speak up. Inform the accused that you experience the treatment as discriminatory or victimising and ask them to stop.
- Take notes. Write down what has happened. Write down what was said, how it made you feel and note the time and place. This can be of significance later on and for a potential investigation.
- Do not delay in telling someone.
- Tell a colleague or someone you trust what has happened.
- Report the incident to your director. The director then has the responsibility to ensure that the incident is investigated and measures taken. If it is your director who is the harasser, report the incident to your director’s director, your union or directly to the DO (Equality Ombudsman).
- You have the right to help and support. Your director has the obligation to investigate what has happened, that is, to gather sufficient information and knowledge about the situation. You can also contact the HR manager.
- Last resort. If you are dissatisfied with the University’s investigation, you can always turn to the Equality Ombudsman (DO).
As an employee, what do you do if you are made aware of someone who feels they have been subjected to harassment or victimisation?
If you become aware of someone who feels they have been subjected to harassment, sexual harassment or victimisation, or if you see behaviour that could be considered harassment or victi- misation, you have the obligation to inform your director so that an investigation can be initiated.
What is at risk for the accused?The accused will be called to a meeting that is to take place impartially. The person has the right to contact their union prior to the meeting and to have a union representative or health and safety representative accompany them.
If harassment or victimisation is found to be present
The accused will be reprimanded and called to a corrective action discussion that may result in labour law sanctions. The sanctions are decided on by the Lund University Staff Disciplinary Board (PAN) or, in the case of professors, the Government Disciplinary Board for Higher Officials (SAN).