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Anti-Bullying and Harassment Policy

Purpose

At A M Water Services Ltd, we're committed to maintaining a workplace where everyone is treated with dignity and respect. As a family-run business built on our "#TEAM" values, we have zero tolerance for bullying and harassment in any form, ensuring all team members can work in an environment free from intimidation, victimisation and discrimination.

Scope

This policy applies to all employees, contractors, subcontractors and visitors across all our operations including water main installations, grab services, office work and site activities.

We comply with the Equality Act 2010, Health and Safety at Work Act 1974, and Protection from Harassment Act 1997. We also comply with the Worker Protection (Amendment of Equality Act 2010) Act 2023, which places a duty on employers to take reasonable steps to prevent the sexual harassment of their employees.

Our Commitment

We recognise that bullying and harassment can take many forms, from obvious physical intimidation to subtle psychological pressure. This includes offensive or malicious behaviour, abuse of power, spreading rumours, exclusion, unfair treatment, unwelcome advances, or any conduct that undermines someone's dignity. Whether it happens face-to-face, through emails, on social media, or during work events, we take all reports seriously. What matters is how the behaviour affects the person receiving it, not the intent behind it, and even a single serious incident can constitute bullying if it's sufficiently offensive or intimidating.

In our water services and grab operations, we understand the particular pressures of construction site environments, tight deadlines, and customer demands. However, these pressures never excuse inappropriate behaviour. We expect professional conduct whether you're chlorinating water mains, operating grab lorries, dealing with utility companies, or working in the office. This means treating everyone with respect, from new apprentices learning the trade to experienced operators who've been with us for years. It also extends to how we interact with clients, suppliers, and members of the public at sites across the region.

Management leads by example in creating a positive culture where people feel valued and supported. Site supervisors ensure respectful behaviour during all operations, addressing any issues immediately before they escalate. They understand the difference between firm supervision to maintain safety standards and behaviour that crosses into bullying. All employees have the right to raise concerns without fear of retaliation, and we provide multiple reporting routes including direct discussion with supervisors, formal complaints to senior management, or confidential reporting through our grievance procedure. We protect anyone who reports concerns in good faith, and confidentiality is maintained throughout any investigation process.

When issues arise, we act promptly and fairly. For minor incidents, informal resolution through discussion or mediation often works best. For serious matters, we conduct thorough investigations, take statements from all parties, and implement appropriate actions ranging from training and counselling to disciplinary measures including dismissal for gross misconduct. We also provide support to anyone affected by bullying or harassment, recognising the serious impact it can have on mental health, work performance, and home life. External support is available through ACAS and mental health charities, and internally through our Mental Health First Aiders (Jason May and Leanne Mason) and the Samaritans signposting card carried in every van pack. Whether to provide an Employee Assistance Programme was decided by the Directors at the September 2026 Management Review: AMWS does not operate an Employee Assistance Programme.

Prevention and Training

We prevent problems through regular training, clear communication of standards, and maintaining an open culture where concerns can be raised early. During inductions, toolbox talks, and team meetings, we reinforce these expectations and discuss real scenarios relevant to our industry. We monitor our workplace culture through feedback, exit interviews, and regular reviews of any incidents or concerns raised.

Review

This policy is reviewed annually and updated following any incidents, legal changes, or operational developments to ensure it remains effective and relevant.

Signed:

Aaron Mason Director A M Water Services Ltd 1st July 2026

Where this policy is implemented

This block is portal navigation, not part of the policy. The policy wording and the Word controlled copy below are unchanged. It links the policy to the procedures that deliver it and the records that evidence it.

Local controlled copy

Word version of this controlled document (for offline / paper records):

Download POL_HSQE_05 (.docx)

The page above and the Word copy are the same policy. The Word copy carries the AMWS letterhead and the Director’s signature and is the signed original, so where the two ever differ on the approval date or the issue, the Word copy governs and the page is corrected to it.

Document control

Document Reference POL_HSQE_05
Revision 5
Issue Date 1st July 2026
Next Review 1st July 2027
Status Uncontrolled when printed