YOUR recent article 'Harassment at work can be costly' (September 18) was interesting. Harassment, bullying, humiliation or anything that results in a loss of dignity in the workplace, however subtly it is packaged, should never be condoned. I know from experience that employers rely on the fact that such cases are most difficult to prove and, at a time when the victims are at their most vulnerable, they struggle to prove their case.

While it may be costly for a company to embark on lengthy grievance procedures or a tribunal, the cost to the employee can be even greater and the effects longer lasting.

In an ideal world, an internal grievance procedure should be a safe and fair means by which an employer and employee can arbitrate; where there is room for negotiation, and where the grievance is addressed and resolved in an honest, dignified manner.

Within that procedure, there should be a way that allows for 'openness' from colleagues and those within management who support the aggrieved but to protect their own future or through fear of recriminations, will only do so from 'behind the scenes'.

The motives of colleagues may be well meaning, and their reasons to remain silent are perhaps understandable, but those in management positions who for personal reasons remain silent ensure that their own positions are safeguarded. They emerge unscathed whatever the outcome, and may as well sit knitting at the gallows.

To bully is to use strength or power to frighten into submission. The perpetrators will always succeed if they remain unchallenged.

Name and address supplied.

Updated: 09:22 Thursday, October 02, 2003