When an employee encounters disrespectful behaviour, either to themselves or others, they should - where they feel confident in doing so - tell the person responsible to stop the particular behaviour or action that is causing the difficulty as near to the time of the incident occurring as practicable. This may resolve the issue and stop any recurrence, and can usually be done in a way that diffuses tension in the situation.
If the member of staff feels they have no choice but to escalate the issue, they should make a complaint to their Line Manager or use their Trade Union/Professional Organisation Representative to do so on their behalf. In instances where the issue involves the Line Manager, then the approach should be to the next-in-line Manager. In response to such a complaint from a member of staff the manager will listen, discuss and explore the nature of the issue with the staff member and agree next steps with them. For cases of alleged disrespectful behaviour the manager should aim to resolve the issue informally and in a way that allows positive working relationships to be rebuilt and maintained.
This may in some cases be helped by interventions from Human Resources, Organisational Development, Learning & Education or perhaps by independent mediation.
Mediation is a process that attempts to resolve conflict by involving a neutral third party to bring conflicting parties together with the aim of reaching a mutual agreement on how to move forward in a constructive fashion - Mediation Framework.
Following the agreed actions being taken, the manager will continue to monitor and review the situation until they and the member of staff are satisfied that the issue is concluded. If the member of staff is not satisfied about the way the issue is being handled or feels that the issue is not being progressed effectively towards resolution, they may invoke the Grievance Procedure.
If the employee wishes to pursue their complaint formally then they may invoke the Grievance Procedure.