Factors mitigating sexual harassment complaint

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The most important provisions governing discipline and grievances at work are found in the Employment Act and Employment Tribunals Constitution and Rules of Procedure Amendment Regulations The Acas Code of practice on disciplinary and grievance procedures is also of significant importance. Disciplinary, grievance and dismissal resources specific to Northern Ireland are provided by nidirect and the Labour Relations Agency. Employers and employees should do all they can to resolve disciplinary and grievance issues themselves and if necessary should use a third party for example, a mediator or an arbitrator to help resolve the problem. There is a requirement for Acas early conciliation in most cases — the employment tribunal ought to be a last resort.
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Sexual Harassment

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Examples of Sexual and Non-Sexual Harassment at Work

This legal guidance deals with referrals to the Attorney General of sentences considered to be unduly lenient by virtue of sections 35 and 36 of the Criminal Justice Act Unless indicated otherwise, reference in the guidance of sections, paragraphs or schedules are to the Act. Sections 35 and 36 of the Criminal Justice Act empower the Law Officers to apply to the Court of Appeal for leave to refer for review any sentence which:. Every CCP is required by the Director to take personal responsibility for ensuring that all unduly lenient sentencing ULS submissions made by their Area are of the highest quality and submitted expeditiously. A referral to the Court of Appeal must be made within 28 days of the date of sentence Criminal Justice Act , Paragraph 1, Schedule 3. The 28 day time limit is absolute.
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How to Investigate Sexual Harassment Allegations

The information contained in this Guide is grouped into two sections. The first section presents an overview of the investigation process for the Policy on Harassment Prevention and Resolution and the Directive on the Harassment Complaint Process. The second section provides more details for each stage of the process; and finally the annexes contain additional information, tools, templates and tips to conduct a high quality and professional investigation.
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The Code for Crown Prosecutors is a public document, issued by the Director of Public Prosecutions, that sets out the general principles Crown Prosecutors should follow when they make decisions on cases. When deciding whether there is enough evidence to charge, Crown Prosecutors must consider whether evidence can be used in court and is reliable and credible, and there is no other material that might affect the sufficiency of evidence. Crown Prosecutors must be satisfied there is enough evidence to provide a "realistic prospect of conviction" against each defendant. A prosecution will usually take place unless the prosecutor is sure that the public interest factors tending against prosecution outweigh those tending in favour. This is the eighth edition of the Code and replaces all earlier versions.
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