Anti-bullying policy of Grenaa Gymnasium

Grenaa Gymnasium sees well-being as an essential prerequisite to students and staff perceiving the school as a good and positive seat of learning.

Purpose of the anti-bullying policy

The purpose of an anti-bullying policy is to prevent bullying by taking the clear view that bullying is unacceptable and by having clear guidelines on how it should be dealt with if it occurs.
Bullying is defined as when one or more people regularly and over a longer period of time or repeatedly subject one or more people to offensive actions that are perceived as hurtful or degrading. Bullying is thus about a person who is rendered weak in a community. Bullying therefore ranges from physical harassment to degrading use of social media, etc.
It is also regarded as bullying if a student/employee undertakes actions outside school hours which have a negative relational impact on work at the school. Such actions are therefore punishable in accordance with the school’s rules.

Goals of the anti-bullying policy

Grenaa Gymnasium must be a safe and comfortable place to be: A place where people interact in a dignified manner and respect one another’s differences.

Activities and guidelines:
To prevent bullying and promote well-being, the school will work actively with the following activities on a day-to-day basis:

  • Activities that demonstrate that common well-being is the shared responsibility of management, employees and students.
  • Regular workplace assessments and student satisfaction surveys focusing on the psychological work environment. Based on these, specific measures will be implemented aimed at improving the psychological work environment.
  • Teaching the students about their responsibility in connection with the use of social media, etc.
  • The OHS organisation must ensure focus on the psychological work environment
  • Annual employee performance appraisals (MUS)/team performance appraisals (GRUS) for all employees. Bullying should be addressed during these.
  • When new students and employees start at the school, they must be informed in depth about the organisation and culture of the school – including its anti-bullying policy.
  • Annual social events are held for students and staff alike.
    The anti-bullying guidelines are:
  • If a situation/course of events is witnessed which qualifies as bullying, the school management, employees and students all have a duty to intervene. This can be by intervening in the actual situation or by reporting it to a teacher/the school management. All information will be treated confidentially.
  • Any student or staff member who feels offended or harassed must, where possible, speak out. This can be to the person(s) responsible for the bullying directly or to a teacher/the school management.
  • The school management and the working environment representatives are obliged to assume responsibility for ensuring that a solution to the problem is found in dialogue with those involved and that the matter is followed up on over time.
  • In the case of more extreme bullying, external counselling may be sought if the school management deems it necessary.

Sanctions against bullying

The school must prepare a plan of action within 10 days, setting out how it will attempt to stop the bullying in question, including informing the relevant persons/parents. If this does not happen, students are entitled to submit a complaint to DCUM.
Bullying is punishable in accordance with labour market regulations and the School Regulations and Rules of Conduct, and sanctions may therefore range from a reprimand to dismissal/expulsion from the school.