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Bullying at the workplace|Preventive & Corrective Measures |Human Resources Policy Template


Bullying at the workplace|Preventive & Corrective Measures |Human Resources Policy Template

Bullying at the workplace|Preventive & Corrective Measures |Human Resources Policy Template
Policy Statement - Bullying at the workplace  
COMPANY is committed to providing a workplace that is free from bullying. Working relationships and standards of behaviour between staff are important workplace issues.   We believe
  • all people should be treated with respect; and
  • all staff should develop an awareness about the impact of their behaviour on others.

We also believe it to be the fundamental obligation of all employees to behave appropriately in the workplace.
COMPANY considers that bullying in the workplace is inappropriate and unacceptable behaviour and that staff found to have either committed or condoned such behaviour in the workplace may be subject to disciplinary action.
  
Policy Procedures - Bullying at the workplace
1. What is Bullying?
Bullying is defined as the repeated less favourable treatment of a person by another or others in the workplace which may be considered unreasonable and inappropriate in practice. It includes behaviour that could be expected to intimidate, offend, degrade, insult, humiliate, undermine or threaten.  The actions may occur in front of co-workers, clients or customers and include physical or psychological behaviour.
Bullying is physical or psychological behaviour or conduct where strength (including strength of personality) and/or a position of power is misused by a person in a position of authority or by a person who perceives that they are in a position of power or authority.
Bullying is normally associated with an ongoing systematic pattern of behaviour. An isolated incident of behaviour is not considered bullying, but may, of course, lead to action being taken against the perpetrator based on that single incident.
Bullying may be perpetrated by an individual who may be a work colleague, a supervisor, a more senior manager or a person who reports to the individual subject to the alleged bullying. A bully is equally likely to be male or female.

Bullying may be overt or covert.

Overt Bullying
Examples of overt bullying may include:
  • abusive behaviour towards another  employee such as threatening gestures or actual violence
  • aggressive or abusive or offensive language, including threats or shouting
  • demeaning remarks
  • constant unreasonable and unconstructive criticism 
Covert Bullying
Examples of covert bullying may include:
  • deliberate exclusion, isolation or alienation of the employee from normal work interaction, such as intentionally excluding the employee from meetings
  • placing unreasonably high work demands on one employee but not on others
  • allocation of demeaning jobs or meaningless tasks only
  • unreasonably ignoring the employee
  • undermining another employee, including encouraging others to "gang up" on the employee
  • deliberately withholding information that a person needs to exercise her or his role
  • Repeated refusal of requests for leave or training without adequate explanation and suggestion of alternatives.
Fair and appropriate supervisory practices such as providing guidance, conducting performance counselling, invoking unsatisfactory performance procedures or misconduct procedures does not constitute bullying. Supervisors and managers are expected to offer constructive advice and comment as part of their role in a way that does not demean or humiliate.

2. Responsibilities of Staff against Bullying at the workplace
Staff has a responsibility to ensure that their actions do not negatively affect another staff member's career, health or well-being. This includes not condoning bullying by failing to do anything about it, such as raising the matter with the bully or with a supervisor.
A staff member found to have bullied another staff member or to have condoned workplace bullying maybe subject to disciplinary action.
Ideally, staff should attempt to resolve issues of workplace bullying by:
  • Raising the issue directly with the person they believe is responsible for bullying.      Often, an informal approach can quickly resolve an instance of workplace bullying; or
  • Involving his or her supervisor.

If the issue is not resolved in this way, an employee may:
  • Raise the matter with another relevant manager;
  • Seek advice from Human Resources

3.Responsibilities of Supervisors against Bullying at the workplace
Supervisors have a responsibility to provide a safe work environment that enables staff to carry out their work responsibilities free from bullying. This includes investigating complaints of bullying expeditiously, thoroughly and in accordance with due process. Supervisors should be alert to the possibility of workplace bullying.

All reported incidents of bullying will be treated seriously and investigated promptly, thoroughly, confidentially and impartially.  Bullying will not be tolerated and appropriate disciplinary action will be taken whenever it is found to occur.  Discipline may involve a warning, transfer, counselling, demotion or dismissal depending on the circumstances.
Bullying at the workplace|Preventive & Corrective Measures |Human Resources Policy Template

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