Draft. Workplace Bullying a Workers Guide

Save this PDF as:
 WORD  PNG  TXT  JPG

Size: px
Start display at page:

Download "Draft. Workplace Bullying a Workers Guide"

Transcription

1 Draft Workplace Bullying a Workers Guide Bullying behaviour can occur in any workplace and can take place between anyone including managers, supervisors, co-workers, contractors and volunteers. Workplace bullying does not only occur between individuals a group can also be responsible for targeting an individual or another group of workers. Whilst bullying behaviour can be overt and aggressive it can also be subtle and may not always be obvious to others. Bullying is a hazard because it may affect the mental and physical health of workers. Under Work Health and Safety laws workers must take reasonable care that their behaviour does not adversely affect the health and safety of other persons. Workers must also co-operate with any reasonable policies and procedures of the organisation they work for, such as a workplace bullying policy. If you believe that you are being bullied you should first find out whether what you are experiencing is actually bullying before you take action. If after reading this Guide you are still unsure about whether you are experiencing bullying, or you are still feeling distressed, you should seek assistance from someone you trust, such as a close friend, relative or colleague. WHAT IS WORKPLACE BULLYING? Workplace bullying is defined as repeated and unreasonable behaviour directed towards a worker or a group of workers that creates a risk to health and safety. Repeated behaviour refers to the persistent nature of the behaviour and can involve a range of behaviours over time. Unreasonable behaviour means behaviour that a reasonable person, having regard for the circumstances, would see as unreasonable, including behaviour that is victimising, humiliating, intimidating or threatening. Examples of behaviour that may be considered to be workplace bullying if they are repeated, unreasonable and create a risk to health and safety include: abusive, insulting or offensive language or comments unjustified criticism or complaints deliberately excluding someone from workplace activities withholding information that is vital for effective work performance setting unreasonable timelines or constantly changing deadlines setting tasks that are unreasonably below or beyond a person s skill level denying access to information, supervision, consultation or resources such that it has a detriment to the worker spreading misinformation or malicious rumours changing work arrangements, such as rosters and leave, to deliberately inconvenience a particular worker or workers excessive scrutiny at work. WHAT IS NOT WORKPLACE BULLYING? There are a number of situations that, although they may feel unpleasant, are not examples of bullying, such as: Page 1 of 9 June 2013

2 a single incident of unreasonable behaviour reasonable management action taken in a reasonable way discrimination and harassment workplace violence workplace conflict A single incident of unreasonable behaviour Whilst a single incident of unreasonable behaviour may not be regarded as bullying, it should not be ignored as it may have the potential to escalate. If possible speak to the person who has acted unreasonably. If you do not feel comfortable or safe doing so, discuss the matter with your manager, supervisor, human resources officer or grievance officer. Reasonable management action taken in a reasonable way This can include: setting reasonable performance goals, standards and deadlines rostering and allocating working hours where the requirements are reasonable transferring a worker for operational reasons deciding not to select a worker for promotion where a reasonable process is followed and documented informing a worker about unsatisfactory work performance when undertaken in a reasonable manner and/or in accordance with any workplace policies or agreements such as performance management guidelines informing a worker about inappropriate behaviour in an objective and confidential way implementing organisational changes or restructuring termination of employment Before making a complaint about bullying due to management action, you should think about keeping the performance issue and how it was managed separate. Your organisation s performance management procedures should provide guidance on how performance problems should be handled. It may be the case that there are genuine performance issues or your supervisor/manager had not adequately explained what was expected, resulting in misunderstanding. Poor management practices on their own may not equate to bullying, but if your supervisor/manager keeps moving the goalposts without reason, this may more readily show that there is bullying. Discrimination or harassment Discrimination generally occurs when someone is treated less favourably than others because they have a particular characteristic or belong to a particular group of people. Harassment generally involves unwelcome behaviour that intimidates, offends or humiliates a person because of a particular personal characteristic such as race, age, gender, disability, religion or sexuality. A worker can be bullied, harassed and discriminated against at the same time. Discrimination and harassment are dealt with separately to bullying under anti-discrimination, industrial relations and human rights laws. If you believe you are experiencing discrimination or harassment in the workplace contact the Australian Human Rights Commission, Equal Opportunity Commission in your state or territory or Fair Work Australia for further advice. Workplace violence Page 2 of 9 June 2013

3 Workplace violence is any action, incident or behaviour in which a person is assaulted, threatened, harmed or injured in circumstances relating to their work. Incidents of physical assault should be reported to the police because these are criminal matters. Workplace conflict Workplace conflict can be defined as friction or opposition resulting from disagreements or personality clashes. Low level workplace conflict is generally not considered to be bullying. This is because not all conflicts or disagreements have negative health effects. However, in some cases, conflict that is not managed may escalate to the point where it meets the definition of workplace bullying. If workplace conflict is affecting you, you should speak to your manager, supervisor, human resources officer or grievance officer to assist you in dealing with it. I THINK I M BEING BULLIED, WHAT SHOULD I DO? As the circumstances in each case of workplace bullying are different, the steps you take to address the bulling behaviour will depend on your particular work environment, the systems available at your workplace and the nature of the bullying. There are a number of things you can do to take care of your own wellbeing and try to resolve the issue: check if your workplace has a bullying policy and procedure seek advice and support from someone you trust speak to the bully if you feel confident and safe to do so report the bullying behaviour use a counselling service or discuss the matter with your medical practitioner keep a diary of the behaviour. Check if your workplace has a bullying policy and procedure Check whether the organisation you work for has a policy and complaint resolution procedure in place for workplace bullying. Your supervisors, manager or someone in the organisation s human resources area will be able to tell you whether there is a policy or procedure in place. The policy should outline the standards of acceptable behaviour at work and how to report workplace bullying. Information on workplace bullying may also be included in: induction programs/packs, awareness sessions, in-house newsletters and displayed on notice boards documents such as your workplace s code of conduct discussion at staff meetings and in team briefings. If you are not aware of whether your workplace has a bullying policy, or you do not have access to one that is in place, ask your manager, supervisor or human resources section if a policy exists and how to access it. If your workplace does not have a bullying resolution process in place the default work, health and safety issue resolution procedure in the Work Health and Safety Regulations must be followed. Page 3 of 9 June 2013

4 Seek advice from someone you trust If available in your workplace, seek advice from a grievance officer, health and safety representative (HSR) or human resources officer. You may also wish to discuss your concerns with your friends and family. It can be difficult in times of stress to be objective about what is happening to you. Sometimes the perspective of another person may help you determine whether what you are experiencing is bullying or general workplace conflict. A third party may also be able to assist you address the issue. Speak to the bully request the behaviour to stop If you feel safe and comfortable to do so, calmly and professionally tell the person that their behaviour is unwanted and unacceptable and ask them to stop. They may not realise the effect their behaviour is having on you and your feedback may give the person the opportunity to change their action. You should not take this step if you do not feel comfortable or safe to do so. If you chose to deal with the situation personally you should consider the following: try to act as early as possible try to raise your concerns informally do not retaliate focus on unwanted behaviour rather than the person you may ask your health and safety representative, union representative or supervisor to be with you when you approach the person. Report it Report the bullying behaviour in writing or verbally as early as possible in any of the following ways: informing a supervisor, manager or business owner informing the health and safety representative (HSR) using established hazard reporting procedures. If possible, tell your supervisor about the behaviour. The supervisor or manager cannot address the problem if they do not know about it. If your supervisor is the person whose behaviour is concerning you, then in most cases you should speak to the next person of seniority in your organisation. If your work group has elected a HSR, they can assist you with advice and support in addressing workplace bullying, however they do not have any other role in resolving the issue. HSRs can act on your behalf if you give them permission to. If you know that your workplace has a hazard reporting procedure, you can use that to report the bullying behaviour. Use a counselling service or talk to your medical practitioner Maintaining your personal health and wellbeing is very important. Talking to a counsellor or medical practitioner may assist you in developing ways to deal with the effects of bullying as well as providing you with advice on how to maintain your general health and wellbeing. Some workplaces offer confidential counselling services to workers (Employee Assistance Program). Ask your human resources area if your workplace offers this service. Page 4 of 9 June 2013

5 Keep a diary Bullying can sometimes be difficult to prove if it is subtle or covert. In these circumstances, it may be helpful to keep a diary detailing each bullying incident. Make detailed notes of what is happening be sure to include places, dates, times, persons involved (both those involved and witnesses),what was said or done, what attempts were made to resolve the matter and the outcome of the resolution process. Ensure that your records are accurate and factual. This information may be useful later, particularly if the matter is unresolved or escalates. WHAT TO EXPECT FROM YOUR ORGANISATION If you tell a manager or supervisor at your workplace that you think you are being bullied, the report should be taken seriously. Once aware of the alleged bullying behaviour, measures should be taken by your organisation to deal with the matter quickly and courteously. The organisation should: respond to the bullying report quickly and reasonably attempt to resolve the matter inform you of the process of how the matter will be dealt with allow you to explain your version of events maintain confidentiality remain neutral and impartial towards everyone involved advise you what support options are available to you, such as counselling allow you to have a support person present at interviews and meetings, such as a friend or health and safety representative keep records (e.g. of conversations, meetings and interviews during the resolution process) If the matter is resolved. If the matter you raised is resolved, you may ask your organisation to record the matter and the resolution in a written agreement. You can also expect further support from your organisation. Your organisation: should follow up with you and review the matter at a later date, and may be able to provide you with ongoing support or advise you of services that can offer you support. If the matter is not resolved If reasonable efforts have been made to resolve the matter but it remains unresolved your organisation may initiate an investigation. You or other workers involved can also initiate the process by asking your organisation to investigate the matter. Investigation The investigator appointed to your matter must be an unbiased person who has knowledge of workplace bullying matters. An investigator may be a suitably qualified, neutral person from within your organisation or a suitably qualified external investigator. Page 5 of 9 June 2013

6 The investigator s aim is to work out what happened, whether or not an allegation of workplace bullying is substantiated (or whether there is insufficient information to decide either way) and what the appropriate course of action should be (if any). What will happen after the investigation? Once the investigation has been completed, the investigator will submit a report to your organisation. Your organisation will then decide what action, if any, should be taken. Work Health and Safety Regulator If your organisation does not initiate an investigation or you do not feel that you can request one and there are no ongoing measures to resolve the matter, you may ask your work health and safety regulator to appoint an inspector. The inspector appointed by your regulator will determine whether health and safety duties have been contravened. IF SOMEONE HAS MADE A COMPLAINT THAT YOU HAVE BULLIED THEM AT WORK, WHAT SHOULD YOU DO? It can be upsetting and come as a shock if someone makes a complaint that you have been bullying them. But it s important that you are open to feedback from others and, where appropriate, be prepared to change your behaviour. There are a number of things you can do if a complaint is made against you: Check if your workplace has a bullying and dispute resolution policy in place Seek advice, support and speak to someone you trust If you think it is reasonable, speak to the person who you have appeared to have offended or upset Keep a diary outlining your interactions with the affected person/s Speak to a counsellor of medical practitioner. Check if your workplace has a bullying and dispute resolution policy in place Check whether the organisation you work for has a workplace bullying policy and complaint resolution procedure in place. Your human resources area, supervisor or manager will be able to tell you if there is a bullying policy in place. The policy should outline the standards of acceptable behaviour at work and how to respond to a bullying complaint. Information on workplace bullying may also be: included in induction programs, awareness sessions or in in-house newsletters included in documents such as codes of conduct, and/or discussed at staff meetings and team briefings. If your workplace does not have a bullying resolution process in place the default work, health and safety issue resolution procedure in the Work Health and Safety Regulations must be followed. Page 6 of 9 June 2013

7 Seek advice, support and speak to someone you trust Seek advice and support from a friend, family member, colleague, supervisor, manager, health and safety representative or someone from your human resources area. It can be confronting and stressful having a bullying report made against you, however a trusted third party may assist you to gain perspective on the issue and may help you to address the matter. If you think it s reasonable, talk to the person who you have appeared to have offended or upset If you feel safe and comfortable to do so speak to the person who you have appeared to have offended or upset. Calmly and professionally explain your actions to the affected person/s and explain that you did not realise the effect your behaviour was having on them or others. If you choose to deal with a situation personally: try to act as early as possible do not retaliate be open to feedback and be prepared to change your behaviour if appropriate consider what will be said to the person, and explain your actions You may ask your health and safety representative, union representative or supervisor to be with you when you approach the person/s. You should not take this step if you not feel comfortable or safe to do so. Keep a diary of the process and any actions taken Keep a diary and make detailed records of what is happening be sure to include what was said or done, outcomes of meetings and any resolution/s. Ensure that your records are accurate and factual as they may be used if the matter is escalated. Use a counselling service or talk to your medical practitioner It is very important to look after your personal wellbeing during times of increased stress. A counsellor or medical professional may be able to offer you support and guidance on how to address the bullying report made against you and can provide you with advice on how to maintain your general health and wellbeing. Some workplaces offer confidential counselling services to workers (for example, an Employee Assistance Program). Ask your human resources area if the organisation you work for offers this service. WHAT TO EXPECT FROM YOUR ORGANISATION If someone has made a complaint that you have bullied them at work, your organisation should respond to the allegations of workplace bullying in an impartial and professional manner and must allow you to explain your version of events. Once aware of the alleged bullying behaviour, measures should be taken by your organisation to resolve the matter quickly and courteously, even if there is not a bullying policy in place. Page 7 of 9 June 2013

8 If someone has made a complaint that you have bullied them at work, you should expect your organisation to: respond to the bullying report quickly and reasonably attempt to resolve the matter inform you of the process of how the matter will be dealt with allow you to explain your version of events maintain confidentiality remain neutral and impartial towards everyone involved advise you what support options are available to you, such as counselling allow you to have a support person present at interviews and meetings, such as a friend or health and safety representative, and keep records (e.g of conversations, meetings and interviews during the resolution process) If the matter is resolved If the bullying complaint made against you is resolved, you may ask your organisation to record the matter and the resolution in a written agreement. You can also expect further support from your organisation, for example your organisation: should follow up with you and review the matter at a later date, and may be able to provide you with ongoing support or advise you of services that can offer you support. If the matter is not resolved If reasonable efforts have been made to resolve the matter but it remains unresolved your organisation may initiate an investigation. You or other workers involved can also initiate the process by asking your organisation to investigate the matter. Investigation The investigator appointed to your matter must be an unbiased person who has knowledge of workplace bullying matters. An investigator may be a suitably qualified, neutral person from within your organisation or a suitably qualified external investigator. The investigator s aim is to work out what happened, whether or not an allegation of workplace bullying is substantiated (or whether there is insufficient information to decide either way) and what the appropriate course of action should be (if any). What will happen after the investigation? Once the investigation has been completed, the investigator will submit a report to your organisation. Your organisation will then decide what action, if any, should be taken. WORK HEALTH AND SAFETY REGULATOR You, the person who made the bullying complaint or the organisation you work for may ask the work health and safety regulator to appoint an inspector. The inspector appointed by the regulator Page 8 of 9 June 2013

9 will determine whether health and safety duties have been contravened. An inspector will not determine what actions, if any, your organisation should take. WHERE TO GO FOR HELP If you are being bullied, think you re being bullied, someone has alleged you are bullying them or something else at work is distressing you there are a number of organisations that may be able to offer you assistance: Lifeline Beyond Blue <Insert list of appropriate agencies and contact details in each jurisdiction> Page 9 of 9 June 2013

DEALING WITH WORKPLACE BULLYING - A WORKER S GUIDE NOVEMBER 2013

DEALING WITH WORKPLACE BULLYING - A WORKER S GUIDE NOVEMBER 2013 DEALING WITH WORKPLACE BULLYING - A WORKER S GUIDE NOVEMBER 2013 Safe Work Australia is an Australian Government statutory agency established in 2009. Safe Work Australia consists of representatives of

More information

Anti-Bullying Policy and Procedure

Anti-Bullying Policy and Procedure Anti-Bullying Policy and Procedure HR1052 Page 1 of 5 1. Overview Bullying can happen in all types of workplaces. Bullying is a serious concern within the workplace because it may affect the emotional,

More information

WORKPLACE BULLYING & HARASSMENT

WORKPLACE BULLYING & HARASSMENT WORKPLACE BULLYING & HARASSMENT Category: Policy Doc ID: JT-HR-POL-0002 Version: 8.0 At JTMEC Pty Ltd ( JTMEC ) we are committed to providing a safe and healthy workplace at all of our work sites in which

More information

Bullying. A guide for employers and workers. Bullying A guide for employers and workers 1

Bullying. A guide for employers and workers. Bullying A guide for employers and workers 1 Bullying A guide for employers and workers Bullying A guide for employers and workers 1 Please note This information is for guidance only and is not to be taken as an expression of the law. It should be

More information

WORKPLACE BULLYING. 3. Scope This policy applies to all members of the Australian Nursing & Midwifery Federation (Victorian Branch).

WORKPLACE BULLYING. 3. Scope This policy applies to all members of the Australian Nursing & Midwifery Federation (Victorian Branch). WORKPLACE BULLYING 1. Introduction Workplace bullying is a worldwide phenomenon that affects numerous occupations however, it is a very significant issue confronting nurses and midwives. The Australian

More information

Anti-Bullying / Discrimination / Harassment

Anti-Bullying / Discrimination / Harassment Anti-Bullying / Discrimination / Harassment Policy Policy Domain: Policy Area: Policy Author: Version: 2.00 Approval Details: Human Resources All staff, Fellows, Trainees/Candidates Education Manager Board

More information

a) what 'unlawful workplace discrimination', 'harassment' and 'bullying' mean;

a) what 'unlawful workplace discrimination', 'harassment' and 'bullying' mean; Discrimination, Harassment and Bullying Protocols for Employees, Contractors and Volunteers Everyone at International Grammar School has the legal obligation not to discriminate against, or harass for

More information

Dealing with Discrimination, Harassment and Bullying Supervisor and Manager Guide

Dealing with Discrimination, Harassment and Bullying Supervisor and Manager Guide Dealing with Discrimination, Harassment and Bullying Supervisor and Manager Guide Table of Contents 1 About this Guide... 2 2. Introduction... 3 3. Definitions- what is and what is not discrimination,

More information

Workplace Harassment Prevention

Workplace Harassment Prevention Workplace Harassment Prevention INFORMATION SHEET What is workplace harassment? Workplace harassment, also known as workplace bullying, is a form of repeated unreasonable behaviour that threatens, intimidates

More information

gives employees (1) basic information about bullying and harassment points you to sources of further information and advice. (2)

gives employees (1) basic information about bullying and harassment points you to sources of further information and advice. (2) Bullying And Harassment At Work Guidance For Employees Everyone should be treated with dignity and respect at work. Bullying and harassment of any kind are in no-one s interest and should not be tolerated

More information

3.3 Examples of bullying/harassing behaviour may include:

3.3 Examples of bullying/harassing behaviour may include: CODE ON DIGNITY AT WORK AND STUDY The School embraces and values diversity of its staff and student population and seeks to promote equality as an essential element in enhancing the School s contribution

More information

Workplace Bullying, Harassment and Sexual Harassment Policy

Workplace Bullying, Harassment and Sexual Harassment Policy Page 1 of 8 1. Title Workplace Bullying, Harassment and 2. Purpose The purpose of the Workplace Bullying, Harassment and is to ensure Regis maintains and demonstrates a safe working environment aligned

More information

HARASSMENT AND BULLYING POLICY AND PROCEDURE

HARASSMENT AND BULLYING POLICY AND PROCEDURE HARASSMENT AND BULLYING POLICY AND PROCEDURE Issue Number: 1.0 Issue Date: 07.04.14 Review Date: 31.03.17 Reference: SPTA/HR/HR CONTENTS 1. Introduction 2. Scope 3. Definition 4. Unlawful grounds of harassment

More information

The European Marine Energy Centre Ltd. HARASSMENT AND BULLYING POLICY

The European Marine Energy Centre Ltd. HARASSMENT AND BULLYING POLICY The European Marine Energy Centre Ltd. HARASSMENT AND BULLYING POLICY Table of Contents 1 Policy Statement... 3 2 Scope... 3 3 Definitions... 3 4 Detailed Guidelines... 5 4.1 What to do if you are being

More information

Bullying and Harassment at Work Policy

Bullying and Harassment at Work Policy Bullying and Harassment at Work Policy i) Statement Everyone should be treated with dignity and respect at work, irrespective of their status or position within the organisation. Bullying and harassment

More information

3 Everyone has the right to be treated with dignity and respect at work. This policy explains:

3 Everyone has the right to be treated with dignity and respect at work. This policy explains: Dignity at Work Why do we have a Dignity at Work Policy? 1 Harassment, bullying and victimisation are not allowed at the GMC. Harassment and bullying can have very serious consequences for individuals.

More information

ROYAL AUSTRALASIAN COLLEGE OF SURGEONS Division Relationships & Advocacy Ref. No. REL-GOV-028. Discrimination, Bullying and Sexual Harassment

ROYAL AUSTRALASIAN COLLEGE OF SURGEONS Division Relationships & Advocacy Ref. No. REL-GOV-028. Discrimination, Bullying and Sexual Harassment 1. PURPOSE AND SCOPE The Royal Australasian College of Surgeons (the College) is committed to equality of opportunity and ensuring that the working and training environment is free from bullying, harassment

More information

Workplace bullying prevention and response

Workplace bullying prevention and response Your guide to Workplace bullying prevention and response October 2012 Contents 1. Introduction 1 2. Workplace bullying and OHS law 2 3. Prevention 3 3.1 Policies and procedures 3 3.2 Information, instruction,

More information

Privacy Commissioner Te Mana Matapono Matatapu. Work Place Bullying Harassment Policy OPC/1803 /A335768

Privacy Commissioner Te Mana Matapono Matatapu. Work Place Bullying Harassment Policy OPC/1803 /A335768 Privacy Commissioner Te Mana Matapono Matatapu Work Place Bullying Harassment Policy OPC/1803 /A335768 2 PURPOSE The Office of the Privacy Commissioner is committed to ensuring people are treated with

More information

GOVERNMENT OF WESTERN AUSTRALIA

GOVERNMENT OF WESTERN AUSTRALIA GUIDANCE NOTE Dealing with bullying at work A guide for workers C O M M I S S I O N GOVERNMENT OF WESTERN AUSTRALIA commission for occupational safety and health What this guidance note is about This guidance

More information

Anti Bullying Policy. What is Bullying?

Anti Bullying Policy. What is Bullying? Anti Bullying Policy is committed to providing a supportive, friendly and safe environment for staff and students. Any form of bullying or harassment will not be tolerated and all students are encouraged

More information

Respect Summary Guide: Promoting a culture free from harassment and bullying in the APS

Respect Summary Guide: Promoting a culture free from harassment and bullying in the APS Respect Summary Guide: Promoting a culture free from harassment and bullying in the APS What are harassment and bullying? What are harassment and bullying? Workplace harassment entails offensive, belittling

More information

Dignity and Respect at Work

Dignity and Respect at Work Dignity and Respect at Work Introduction The University of Suffolk is committed to creating a work environment free of harassment and bullying, where everyone is treated with dignity and respect. The University

More information

LONDON UNDERGROUND LIMITED HARASSMENT & BULLYING POLICY AND PROCEDURE

LONDON UNDERGROUND LIMITED HARASSMENT & BULLYING POLICY AND PROCEDURE LONDON UNDERGROUND LIMITED HARASSMENT & BULLYING POLICY AND PROCEDURE LU Employee Relations 1 st October 2010 London Underground - Harassment and Bullying at Work Policy and Procedure Issue date: 1 st

More information

SCHOOL DISTRICT No. 36 (SURREY) No REGULATION: DISCRIMINATION AND BULLYING AND HARASSMENT: REPORTING AND INVESTIGATION PROCEDURES

SCHOOL DISTRICT No. 36 (SURREY) No REGULATION: DISCRIMINATION AND BULLYING AND HARASSMENT: REPORTING AND INVESTIGATION PROCEDURES SCHOOL DISTRICT No. 36 (SURREY) 1. Definitions 1.1 Bullying and Harassment: inappropriate conduct or comment by a person towards an employee that the person knew or reasonably ought to have known would

More information

Workplace Bullying and Harassment

Workplace Bullying and Harassment Workplace Bullying and Harassment Training and Legal Duties Skeetchestn Administration/Human Resources Skeetchestn Indian Band Training with SIB Staff November 24 th 2015 Training overview Workers Compensation

More information

Chapter 11. The NTF and NASS have agreed a dignity at work policy a copy of which is set out in the appendix to this chapter.

Chapter 11. The NTF and NASS have agreed a dignity at work policy a copy of which is set out in the appendix to this chapter. Chapter 11 HARASSMENT AND BULLYING/DIGNITY AT WORK 11.1 Harassment and bullying overview Harassment at work may give rise to a claim by an employee that they have been discriminated against on the grounds

More information

Policy and Procedures

Policy and Procedures RESPECTFUL WORKPLACE: Respectful Workplace Procedures: Early Problem Resolution Most workplace conflict and issues can be resolved through early problem resolution intervention and initiatives. The objective

More information

Policy against Bullying, Harassment and Victimisation (Incorporating Dignity at Work)

Policy against Bullying, Harassment and Victimisation (Incorporating Dignity at Work) Policy against Bullying, Harassment and Victimisation (Incorporating Dignity at Work) Version: Version 1 Aim / Scope: The College believes that every member of staff has the right to work in a supportive

More information

Dignity at Work. Policy and Procedure (previously known as Bullying and Harassment at Work Policy)

Dignity at Work. Policy and Procedure (previously known as Bullying and Harassment at Work Policy) Dignity at Work Policy and Procedure (previously known as Bullying and Harassment at Work Policy) 1 Briefing Note to Schools & Academies Status of Policy: This policy was reviewed and updated in September

More information

working well initiative

working well initiative A guide for RCN members working well initiative Dealing with bullying and harassment at work A guide for RCN members 2 ROYAL COLLEGE OF NURSING Introduction Nurses should be treated fairly and consistently,

More information

BANANA SHIRE COUNCIL ANTI-DISCRIMINATION and EQUAL EMPLOYMENT OPPORTUNITY POLICY

BANANA SHIRE COUNCIL ANTI-DISCRIMINATION and EQUAL EMPLOYMENT OPPORTUNITY POLICY BANANA SHIRE COUNCIL ANTI-DISCRIMINATION and EQUAL EMPLOYMENT OPPORTUNITY POLICY NUMBER: 1.2.7 TITLE: Anti-Discrimination and Equal Employment Opportunity Policy DEPARTMENT: Executive Services SCOPE: The

More information

WO R K P L AC E BU L LY I N G

WO R K P L AC E BU L LY I N G WORKPLACE BULLYING A W O R K E R S G U I D E WHAT IS WORKPLACE BULLYING Workplace bullying is the repeated less favourable treatment of a person by another or others in the workplace, which may be considered

More information

Bullying, Harassment and Discrimination

Bullying, Harassment and Discrimination ATPM Bullying, Harassment and Discrimination Induction 2014 ATPM Bullying, Harassment and Discrimination Induction Includes: 1. ATPM Mission, Values & Culture 2. Code of Conduct 3. Definitions 4. Expectations

More information

Employment Policies, Procedures & Guidance

Employment Policies, Procedures & Guidance HARASSMENT AT WORK POLICY Introduction The Council, as part of its responsibility as an employer for providing a safe and healthy workplace and working environment for all its employees, is committed to:

More information

PS 151 Harassment and Bullying Policy

PS 151 Harassment and Bullying Policy PS 151 Harassment and Bullying Policy January 2013 Version 1.0 Statement of legislative compliance This document has been drafted to comply with the general and specific duties in the Equality Act 2010;

More information

Harassment Response Policy Reviewed Date Number HS0112 Revised Date Approved Date May 20, 2009

Harassment Response Policy Reviewed Date Number HS0112 Revised Date Approved Date May 20, 2009 Policy and Procedure Manual Agency Title Harassment Response Policy Reviewed Date Number HS0112 Revised Date Approved Date May 20, 2009 Introduction Simcoe Muskoka District Health Unit is committed to

More information

3. Policy on Harassment including Sexual Harassment and Bullying

3. Policy on Harassment including Sexual Harassment and Bullying 3. Policy on Harassment including Sexual Harassment and Bullying Schedule C Introduction Lincoln College is committed to equal opportunities and to providing an environment in which all staff (both employees

More information

EEO and Diversity Policy

EEO and Diversity Policy . EEO and Diversity Policy Owner Policy Approved by Managing Director Group Executive Human Resources Date: 08/04/14 Direct questions on Policy to Policy to be reviewed no later than Group Executive Human

More information

ANTI-BULLYING AND HARASSMENT POLICY, 2011

ANTI-BULLYING AND HARASSMENT POLICY, 2011 Adopted by Council: May 9, 2011 Amended by Council: September 15, 2014 ANTI-BULLYING AND HARASSMENT POLICY, 2011 The Corporation of the District of Sooke ( District ) respects the rights and interests

More information

STAFF HARASSMENT AND BULLYING

STAFF HARASSMENT AND BULLYING STAFF HARASSMENT AND BULLYING 1. Introduction This governing body shares the Local Authority's opposition to harassment and workplace bullying and its commitment to their elimination from the workplace.

More information

Anti Harassment and Bullying Policy

Anti Harassment and Bullying Policy Anti Harassment and Bullying Policy Document Control Title : Anti Harassment and Bullying Policy Applicable to : All Staff and Executive Officers Date last reviewed : February 2014 Procedure Owner : People

More information

Meet your moderator. Michelle Ware Customer Services Manager WorkCover Queensland

Meet your moderator. Michelle Ware Customer Services Manager WorkCover Queensland Meet your moderator Michelle Ware Customer Services Manager WorkCover Queensland Meet Shane Shane Stockill Principal Advisor (Psychosocial) Registered Psychologist Workplace Health and Safety Queensland

More information

TOWN OF AMHERST POLICY AGAINST UNLAWFUL DISCRIMINATION, HARASSMENT AND SEXUAL HARASSMENT

TOWN OF AMHERST POLICY AGAINST UNLAWFUL DISCRIMINATION, HARASSMENT AND SEXUAL HARASSMENT TOWN OF AMHERST POLICY AGAINST UNLAWFUL DISCRIMINATION, HARASSMENT AND SEXUAL HARASSMENT I. POLICY STATEMENT The Town of Amherst is committed to maintaining a workplace free of discrimination, harassment,

More information

Discrimination, Bullying, and Harassment Policy

Discrimination, Bullying, and Harassment Policy Discrimination, Bullying, and Harassment Policy Policy name Discrimination, Bullying, and Harassment Policy Policy number FSP002 Date approved 18 February 2015 Approving body The Cairnmillar Institute

More information

Dispute Resolution Policy and Procedures

Dispute Resolution Policy and Procedures Dispute Resolution Policy and Procedures Policy Scope This policy applies to all full- and part-time employees of the governing body, including those with fixed-term contracts. Purpose The governing body

More information

Policy 8.6 Epilepsy Action Online Academy Equity and Diversity Policy

Policy 8.6 Epilepsy Action Online Academy Equity and Diversity Policy Policy 8.6 Epilepsy Action Online Academy Equity and Diversity Policy This policy includes: Equal Opportunity Anti-racism and religious tolerance Sexual harassment Introduction Epilepsy Action Online Academy

More information

Bullying, Harassment and Discrimination in the Workplace Policy

Bullying, Harassment and Discrimination in the Workplace Policy Bullying, Harassment and Discrimination in the Workplace Policy Purpose and Scope The purpose of this policy is to outline the College s position on bullying, harassment and discrimination as informed

More information

Handling Complaints of Unfair Discrimination, Harassment, Bullying and Victimisation

Handling Complaints of Unfair Discrimination, Harassment, Bullying and Victimisation Handling Complaints of Unfair Discrimination, Harassment, Bullying and Victimisation Chapter 3 - Section 12 Complaints of Discrimination, Harassment, Bullying and Victimisation 1 Introduction 1.1 The Governing

More information

Harassment Prevention

Harassment Prevention Harassment Prevention An employer s guide for developing a harassment policy 2016 saskatchewan.ca PLEASE NOTE The original legislation should be consulted for all purposes of interpretation and application

More information

Anti-Discrimination, Harassment, and Bullying

Anti-Discrimination, Harassment, and Bullying Neighbourhood Houses Tasmania Inc Anti-Discrimination, Harassment, and Bullying Information Handbook For Use or Adaptation By Neighbourhood Houses in Tasmania 2014 Acknowledgements Prepared by Ron Sutton,

More information

Bullying at Work. Guidance for Safety Representatives. What is workplace bullying?

Bullying at Work. Guidance for Safety Representatives. What is workplace bullying? Bullying at Work Guidance for Safety Representatives October 2007 Bullying and harassment is a major problem within many workplaces, however often it remains a hidden problem and can be accepted or even

More information

Respect at Work SN 2/03

Respect at Work SN 2/03 Respect at Work SN 2/03 NERC Policy Covering Bullying and Harassment This Staff Notice replaces the following Notices: SN 17/89 - Sexual Harassment SN 7/99 - Harassment - an informal procedure SMPN 82

More information

RESPECT FOR OTHERS HARASSMENT, BULLYING AND VICTIMISATION POLICY

RESPECT FOR OTHERS HARASSMENT, BULLYING AND VICTIMISATION POLICY RESPECT FOR OTHERS HARASSMENT, BULLYING AND VICTIMISATION POLICY CONTENTS Page 1.0 Policy Statement 2 2.0 Definitions 3 2.1 Harassment 3 2.3 Bullying 3 2.4 Victimisation 3 3.0 Responsibilities 4 4.0 Support

More information

Equality, Diversity and Inclusion Policy

Equality, Diversity and Inclusion Policy 1. Underlying Principle Equality, Diversity and Inclusion Policy A F Blakemore appreciates that everyone is different and has something unique to offer and wants to respect and understand these differences

More information

Student Anti-Harassment and Anti-Bullying Policy 1

Student Anti-Harassment and Anti-Bullying Policy 1 Student Anti-Harassment and Anti-Bullying Policy 1 1. Definition of Harassment and Bullying 1.1 Harassment 1.1.1 Harassment occurs when an individual is subjected to unwanted conduct which has the purpose

More information

EVERYONE'S RESPONSIBILITY

EVERYONE'S RESPONSIBILITY EVERYONE'S RESPONSIBILITY Guideline for Preventing Harassment and Violence in the Workplace November 2010 Guideline for Preventing Harassment and Violence in the Workplace Workplace Safety & Health Division

More information

1.3 This policy supports the NHSBSA s values and behaviours, particularly respect for our staff and customers.

1.3 This policy supports the NHSBSA s values and behaviours, particularly respect for our staff and customers. HR policy Equality and Diversity 1. Policy statement 1.1 The NHS Business Services Authority (NHSBSA) values the diverse nature of its customers and workforce, and is committed to equality of opportunity

More information

DIGNITY AT WORK POLICY

DIGNITY AT WORK POLICY POLICY DATE APPROVED: 11 April 2016 APPROVED BY: Workforce Development Group IMPLEMENTATION DATE: April 2016 REVIEW DATE: March 2018 LEAD DIRECTOR: Director of Workforce and Organisational Development

More information

Bullying and/or Harassment Policy

Bullying and/or Harassment Policy Bullying and/or Harassment Policy Approved by Strategic Planning and Resources Group and Equality & Diversity Advisory Group Date approved January 2012 Policy owner Head of HR/Dean of Students Date of

More information

Staff Inclusion Policy

Staff Inclusion Policy Staff Inclusion Policy June 2011 Section: Topic: Page: 1.1 Policy Statement 3 1.2 Purpose of this Policy 3 1.3 Supporting Policies and Procedures 3 1.4 Scope of this Policy 4 2.1 Inclusivity: Definition.

More information

Toward a Respectful Workplace. Preventing and Addressing Workplace Bullying & Harassment

Toward a Respectful Workplace. Preventing and Addressing Workplace Bullying & Harassment Toward a Respectful Workplace Preventing and Addressing Workplace Bullying & Harassment Overview & Objectives Overview Effective November 2013, BC s Workers Compensation Act passed policies on preventing

More information

Bullying, Harassment and Sexual Harassment Policy and Procedures. Contents

Bullying, Harassment and Sexual Harassment Policy and Procedures. Contents Bullying, Harassment and Sexual Harassment Policy and Procedures Contents SECTION 1: Bullying and Harassment / Sexual Harassment Zero Tolerance Policy... 4 1 Policy Statement... 4 2 Objective... 4 3 Scope...

More information

Bullying and harassment at work:

Bullying and harassment at work: Bullying and harassment at work: a guide for RCN members Healthy workplace, healthy you Dignity at work Healthy workplace, healthy you 3 Introduction The nursing workforce should be treated fairly and

More information

The World Bank Group Policy on Eradicating Harassment Guidelines for Implementation

The World Bank Group Policy on Eradicating Harassment Guidelines for Implementation 1.0 Introduction The World Bank Group Policy on Eradicating Harassment Guidelines for Implementation The World Bank Group is committed to fostering a workplace free of harassment and intimidation, where

More information

DIGNITY AT WORK POLICY COMBATING BULLYING AND HARASSMENT. Human Resources Manager

DIGNITY AT WORK POLICY COMBATING BULLYING AND HARASSMENT. Human Resources Manager Ref: IN-117 DIGNITY AT WORK POLICY COMBATING BULLYING AND HARASSMENT AREA: Trust Wide NAME OF RESPONSIBLE COMMITTEE / INDIVIDUAL NAME OF ORIGINATOR / AUTHOR Human Resources Manager DATE ISSUED December

More information

AP Respectful Workplace Administrative Procedure. Department: Human Resources Section: Employee and Labour Relations

AP Respectful Workplace Administrative Procedure. Department: Human Resources Section: Employee and Labour Relations Respectful Workplace Administrative Procedure AP 305.27 Department: Human Resources Section: Employee and Labour Relations The Annapolis Valley Regional School Board ( School Board ) is committed to fostering

More information

Town of Amherst. Policy Against Sexual Harassment and Unlawful Harassment

Town of Amherst. Policy Against Sexual Harassment and Unlawful Harassment Town of Amherst Policy Against Sexual Harassment and Unlawful Harassment Revised March 2013 Town of Amherst Policy Against Sexual Harassment and Unlawful Harassment I. Policy Statement It is the policy

More information

3.2 GTCC is committed to promoting EEO for women, members of racial minorities and people with disability.

3.2 GTCC is committed to promoting EEO for women, members of racial minorities and people with disability. Policy Anti-Discrimination and Equal Employment Opportunity 1 Background Greater Taree City Council s (GTCC) general obligations in regard to anti-discrimination and equal employment opportunity (EEO)

More information

PREVENTION OF SEXUAL HARASSMENT

PREVENTION OF SEXUAL HARASSMENT PREVENTION OF SEXUAL HARASSMENT A guide for staff Asian Development Bank [ PREVENTION OF SEXUAL HARASSMENT A guide for staff Asian Development Bank February 2003 [ CONTENTS Page No. Foreword v Commitment

More information

Bullying, Harassment & Victimisation Policy and Procedure

Bullying, Harassment & Victimisation Policy and Procedure THE NATIONAL INSTITUTE FOR HEALTH AND CLINICAL EXCELLENCE SPECIAL HEALTH AUTHORITY Bullying, Harassment & Victimisation Policy and Procedure Responsible Officer:- Associate Director - HR Author: Staff

More information

EQUALITY, DIVERSITY AND INCLUSION POLICY

EQUALITY, DIVERSITY AND INCLUSION POLICY 1. Policy EQUALITY, DIVERSITY AND INCLUSION POLICY Victim Support is committed to tackling all forms of discrimination and inequality in both the workplace and the services the organisation provides. This

More information

STOP harassment: a Guide FOr CuPe LOCaLS CUPE Equality November 2014

STOP harassment: a Guide FOr CuPe LOCaLS CUPE Equality November 2014 STOP harassment: A Guide FOR CUPE LOCALS CUPE Equality November 2014 This guide is for local union stewards, officers and other activists. It covers: The definition of harassment. The effects of harassment.

More information

VOLLEYBALL CANADA WORKPLACE VIOLENCE AND HARASSMENT POLICY

VOLLEYBALL CANADA WORKPLACE VIOLENCE AND HARASSMENT POLICY VOLLEYBALL CANADA WORKPLACE VIOLENCE AND HARASSMENT POLICY Policy Statement 1. Volleyball Canada is committed to the prevention of workplace violence and harassment, and is ultimately responsible for worker

More information

BULLYING, HARASSMENT AND DISCRIMINATION POLICY

BULLYING, HARASSMENT AND DISCRIMINATION POLICY BULLYING, HARASSMENT AND DISCRIMINATION POLICY Title Jurisdiction Relevant Legislation Bullying, Harassment & Discrimination Policy Australian Capital Territory Commonwealth: - Age Discrimination Act 2004

More information

Policy on Dignity and Respect (Students)

Policy on Dignity and Respect (Students) Policy on Dignity and Respect (Students) Scope and Purpose of the Policy This policy relates to all students of DMU. Every student is personally liable under the Equality Act and is expected to treat staff

More information

A Guideline to Dignity at Brunel

A Guideline to Dignity at Brunel A Guideline to Dignity at Brunel Dignity is the state of being worthy of honour and respect. What is Harassment? Harassment is any form of unwanted and unwelcome behaviour which may range from mildly unpleasant

More information

Harassment and Bullying Policy

Harassment and Bullying Policy Harassment and Bullying Policy Author Christine Davy Date Approved by Governing Body 10 th February 2016 Signed Staff Lead Governor Lead Hayley Van Heuveln Chair of Governors Christine Davy Hayley Can

More information

REVISION EFFECTIVE DATE MAY 05, 2017 NEXT REVIEW

REVISION EFFECTIVE DATE MAY 05, 2017 NEXT REVIEW TITLE WORKPLACE VIOLENCE: PREVENTION AND RESPONSE (FORMERLY WORKPLACE ABUSE AND HARASSMENT) DOCUMENT # 1115 APPROVAL LEVEL Alberta Health Services Executive Committee SPONSOR Human Resources, Workplace

More information

Grievance, Bullying and Harassment Policy and Procedure

Grievance, Bullying and Harassment Policy and Procedure Grievance, Bullying and Harassment Policy and Procedure One Education February 2015 1 This policy and procedure has been produced by One Education s HR and People service. The HR and People team provides

More information

Human Resources Office. Protection of Staff against Workplace Bullying, Harassment & Sexual Harassment

Human Resources Office. Protection of Staff against Workplace Bullying, Harassment & Sexual Harassment Human Resources Office Protection of Staff against Workplace Bullying, Harassment & Sexual Harassment Author: Human Resources Office Date: 9 th June 2008 Maynooth University Policy & Procedures for the

More information

Canadian Pacific Railway

Canadian Pacific Railway Canadian Pacific Railway Policy 1300 Discrimination and Harassment Policy All Employees and Applicants (Canada) Issuing Department: Human Resources Policy Statement CPR is committed to our corporate values

More information

HARASSMENT-FREE BASEBALL. ANTI-HARASSMENT and COMPLAINTS PROCEDURES POLICY AUSTRALIAN BASEBALL FEDERATION, INC

HARASSMENT-FREE BASEBALL. ANTI-HARASSMENT and COMPLAINTS PROCEDURES POLICY AUSTRALIAN BASEBALL FEDERATION, INC POLICY STATEMENT HARASSMENT-FREE BASEBALL ANTI-HARASSMENT and COMPLAINTS PROCEDURES POLICY AUSTRALIAN BASEBALL FEDERATION, INC The Australian Baseball Federation Incorporated (ABF), is the recognised,

More information

A Federation of Entertainment Unions guide for reps and union members in dealing with bullying, harassment and discrimination in the entertainment

A Federation of Entertainment Unions guide for reps and union members in dealing with bullying, harassment and discrimination in the entertainment A Federation of Entertainment Unions guide for reps and union members in dealing with bullying, harassment and discrimination in the entertainment and media industries Creating without conflict 1 Introduction

More information

DEMANDS: ARE YOU DOING ENOUGH? How much work is there?

DEMANDS: ARE YOU DOING ENOUGH? How much work is there? DEMANDS: ARE YOU DOING ENOUGH? How much work is there? Ensure there are sufficient resources to do the work allocated: o If there are insufficient resources seek guidance from management about priorities.

More information

STRESS MANAGEMENT AND WORKING TIME HR28

STRESS MANAGEMENT AND WORKING TIME HR28 STRESS MANAGEMENT AND WORKING TIME HR28 Applies to: ALL EMPLOYEES AND OTHER WORKERS Date of Board Approval: March 2011 Review Date: March 2014 Stress Management and Working Time Introduction 1 The Authority

More information

POLICY ON WORKPLACE HARASSMENT

POLICY ON WORKPLACE HARASSMENT POLICY ON WORKPLACE HARASSMENT VERSION 1.0 POLICY ON WORKPLACE HARASSMENT A. Introduction 1. Perbadanan Insurans Deposit Malaysia ( PIDM ) is fully committed to a safe, healthy and harassment-free work

More information

SEXUAL HARASSMENT, HARASSMENT & ANTI-BULLYING POLICY.

SEXUAL HARASSMENT, HARASSMENT & ANTI-BULLYING POLICY. FÁS Community Training SEXUAL HARASSMENT, HARASSMENT & ANTI-BULLYING POLICY. Harassment in the workplace has been recognised as an unfortunate aspect of working life. It can take many forms though the

More information

VIEU PREVENTING WORKPLACE BULLYING INCIDENT REPORT FORM.

VIEU PREVENTING WORKPLACE BULLYING INCIDENT REPORT FORM. VIEU PREVENTING WORKPLACE BULLYING INCIDENT REPORT FORM. To substantiate an allegation of workplace bullying the collection of evidence and data is vital. It is important that instances of bullying are

More information

Dignity at Work Policy (Policy for the Management of Bullying and Harassment)

Dignity at Work Policy (Policy for the Management of Bullying and Harassment) Dignity at Work Policy (Policy for the Management of Bullying and Harassment) Please be aware that this printed version of the Policy may NOT be the latest version. Staff are reminded that they should

More information

Social Networking and Cyber Bullying Policy

Social Networking and Cyber Bullying Policy Social Networking and Cyber Bullying Policy Date of Issue: April 2016 Review Date: April 2017 Approved by the Full Governing Body on 15th June 2016 Audience: Staff/Governors/Public Frequency of Review:

More information

Secretary-General s bulletin Prohibition of discrimination, harassment, including sexual harassment, and abuse of authority

Secretary-General s bulletin Prohibition of discrimination, harassment, including sexual harassment, and abuse of authority United Nations ST/SGB/2008/5 Secretariat 11 February 2008 Secretary-General s bulletin Prohibition of discrimination, harassment, including sexual harassment, and abuse of authority The Secretary-General,

More information

WORKPLACE BULLYING AND HARASSMENT POLICY

WORKPLACE BULLYING AND HARASSMENT POLICY WORKPLACE BULLYING AND HARASSMENT POLICY 1 S Introduction Promoting good practice Bullying and harassment definitions The Law Our responsibilities Dealing with complaints Informal approaches Formal approaches

More information

PART 1 EQUALITY OF OPPORTUNITY AND FAIRNESS AT WORK BRIGADE ORDER PERSONNEL NO 5 C O N T E N T S. Page No PURPOSE STRATEGIC AIMS AND OBJECTIVES

PART 1 EQUALITY OF OPPORTUNITY AND FAIRNESS AT WORK BRIGADE ORDER PERSONNEL NO 5 C O N T E N T S. Page No PURPOSE STRATEGIC AIMS AND OBJECTIVES PURPOSE C O N T E N T S STRATEGIC AIMS AND OBJECTIVES ROLES, RESPONSIBILITIES AND REVIEW STATEMENT BY THE CHIEF FIRE OFFICER Page No BRIGADE ORDER PERSONNEL NO 5 POLICY STATEMENT 4 OUR GROUND RULES FOR

More information

EQUALITY AND DIVERSITY

EQUALITY AND DIVERSITY 1 EQUALITY AND DIVERSITY ---------------------------------------------------------------------------------------------------------- Introduction The Equality Act 2010 replaces the previous anti-discrimination

More information

Equality, Diversity and Human Rights Policy

Equality, Diversity and Human Rights Policy Equality, Diversity and Human Rights Policy Approval Date approved: 04 April 2014 Date Effective from Related documents Owner (Executive Director) Author External references Date of approval Performance

More information

AKORBI Virtual Training: Harassment, Diversity and Discrimination

AKORBI Virtual Training: Harassment, Diversity and Discrimination AKORBI Virtual Training: Harassment, Diversity and Discrimination Introduction In the workplace, when we hear the word harassment many of us think only of sexual harassment, which is not correct. And when

More information

APPROVED: September 1, 2013

APPROVED: September 1, 2013 Page 1 of 6 Background Employees, students, volunteers, parents and all others who visit District facilities are required to conduct themselves in a manner which promotes and protects the best interests

More information

3.3.1 Harassment-Free Workplace Harassment

3.3.1 Harassment-Free Workplace Harassment 3.3.1 Harassment-Free Workplace KCTCS is committed to providing a work environment that is respectful, professional, and free from unlawful harassment and other forms of illegal discrimination. Individuals,

More information

ANTI BULLYING POLICY

ANTI BULLYING POLICY ANTI BULLYING POLICY 2015-2016 Rodmarton Primary School is committed to safeguarding and promoting the welfare of children and young people and expects all staff and volunteers to share the same commitment.

More information