Workplace Bullying And Harassment Management And Training
Do you know that employers, managers and employees could be held liable for acts of unlawful discrimination, harassment or bullying even if they were not directly involved in the actual incident or the incident occurred at drinks after work?
Do you know that in Victoria, a person convicted of bullying under the amended Victorian Crimes Act, could face up to 10 years in jail?
To reduce the level of liability (which if convicted could involve fines, legal costs or a possible jail term) and to minimise other costs associated with decreased productivity and increased absenteeism, workers compensation claims and staff turnover, Workplace Conflict Resolution recommends that organisations take a multi-targeted approach such as:
- Development of comprehensive workplace policies
- Information sessions (initial followed by annual updates) for all employees
- Regular and continued communications to all employees
- Manager training sessions (covering obligations, responsibilities and skills training)
- A serious, structured and consistent approach to receiving and handling complaints
Whether you believe that bullying or harassment is happening at your workplace or not, the above recommendations are still appropriate and strongly encouraged.
Workplace Conflict Resolution can support your organisation towards developing a culture with a zero tolerance approach to bullying and harassment.
If, at your workplace, there is currently an existing complaint or allegation of bullying and/or harassment, Workplace Conflict Resolution can advise you on whether an informal or formal resolution process is appropriate and then conduct that process for you.
Related item – See our blog item on harassment and bullying.