How to speak up and who to see

My job

• Have a conversation with your line manager as soon as possible.
• If flexibility is required, refer to the Work Life Balance Policy or use Carers or Health passport to assist conversations with your manager.
• If social issues with team members refer to the Speaking Up process for bullying.
• Raise Development Needs or discuss elements of your role with your line manager

Working environment/equipment

• Inform your line manager.
• Inform your Health & Safety representative.
• Report on RLDatix. Risk assess on SHE Evotix.
• Investigation by the investigating Manager.
• If required, escalate to appropriate lead for action.
• Feedback to individual. Learning to inform Trust’s Health & Safety Strategy.

My health

• Discuss with your line manager if you feel comfortable.
• If required, refer individual to Occupational Health or Staff Psychological Support Service.
• Speak to your department Mental Health First Aider.
• Self Refer to the Staff Psychological Support Service or Chaplaincy
• Review the resources and support available on the Wellbeing Website.

Patient safety (patient falls/unsafe staffing)

• Speak to your line manager or matron/manager’s manager if appropriate.
• Speak to Trust Freedom to Speak up Guardian and/or Patient Safety Team (opens on intranet).
• Report on RLDatix (automatically notifies stakeholders).
  • RSCH/PRH (staff only – opens on intranet)
  • WOR/SRH/SLH (staff only – opens on intranet)
• Service level agreement – response within 7 days.
• Investigation by the investigating manager.
• If required, escalate to appropriate lead for action.
• Feedback to individual. Learning to inform Trust’s patient experience strategy.

Line manager behaviour

• Raise behaviour direct with line manager.
• Use toolkits place to help facilitate a conversation.
• If you don’t feel comfortable, speak to your line managers manager / your clinical supervisor/Professional Nurse Advocate.
• An informal meeting may be set up between both parties.
• As a last resort, speak to your Employee Relations Manager about raising a formal grievance.
• Appropriate action taken depending on outcome. Staff support provided throughout.

Bullying

• Speak with the person directly to resolve these behaviourial concerns.
• Use toolkits in place to help facilitate a conversation.
• Involve your line manager if you need support to address the concern. Any informal meeting may be set up for between both parties.
• Arrange a formal meeting with support from Employee Relations if required.
• As a last resort, speak to your Employee Relations Manager about raising a formal grievance.

Violence/discrimination/harassment/hate crime from a colleague/manager

• Report the incident to your line manager or senior manager (if concerning line manager).
• Discuss the incident with Employee Relations and seek advice.
• If informal action, you/manager will be supported to take appropriate steps.
• If formal, support will be provided by Employee relations to follow correct process.

Violence/discrimination/harassment/hate crime from a patient/visitor

• Report the incident to your line manger.
• Report on RLDatix (automatically notifies stakeholders).
  • RSCH/PRH (opens on intranet).
  • WOR/SRH/SLH (opens on intranet).
• Service level agreement- response within 7 days.
• Investigation by the Investigation Manager.
• If required, escalate to appropriate lead for action.
• Feedback to individual. Learning to inform Trust’s violence prevention and reduction (VPR) action plan.
• Individual offered support through the staff psychological support service (talking therapies, team debriefs).
• If formal, manager will be supported by Employee Relations to follow the correct formal process.