BULLYING Preventing the Bullying and Harassment of Gay Employees
Bullying And Harassment - Training :: Recruitment · 11/14/2013 · WORKPLACE BULLYING A...
Transcript of Bullying And Harassment - Training :: Recruitment · 11/14/2013 · WORKPLACE BULLYING A...
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Bullying And
Harassment
14 November 2013
Presented by Keta Roseby BCom LLB (Hons) MBA, Accredited Mediator ROBERTS NEHMER McKEE Lawyers
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WHAT IS WORKPLACE BULLYING?
Per Fair Work Act, a worker is bullied at work if: While the worker is at work in a constitutionally-covered business, an individual or a group of individuals repeatedly behaves unreasonably towards the worker, or a group of workers of which the worker is a member, and that behaviour creates a risk to health and safety.
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WHAT IS HARASSMENT?
Unwanted behaviour based on a character such as sex, race or ethnicity that the worker finds offensive, humiliating or intimidating.
Eg Sexual harassment prohibited by Anti-Discrimination Act
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WORKPLACE BULLYING
A ‘bullied’ worker has many options:
1. Fair Work Commission: seek order to stop bullying
2. Workplace health & safety: unsafe work environment
3. Claim to FWC: if amounts to an adverse action claim
4. Claim to FWC: if results in a constructive dismissal
5. Workers compensation: if physical/psychological harm
6. Discrimination claim: if bullying on prohibited ground
7. Common law claim for damages: employer failed in duty to take proper care of employee’s health & safety
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SEXUAL HARASSMENT
Sexual harassment happens if a person –
a) subjects another person to an unsolicited act of physical intimacy; or
b) makes an unsolicited demand or request (directly or by implication) for sexual favours from the other person; or
c) makes a remark with sexual connotations relating to the other person; or
d) engages in any other unwelcome conduct of a sexual nature in relation to the other person;
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SEXUAL HARASSMENT
and the person engaging in the conduct described does so –
e) with the intention of offending, humiliating or intimidating the other person; or
f) in circumstances where a reasonable person would have anticipated the possibility that the other person would be offended, humiliated or intimidated by the conduct.
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Contributing Factors
Job insecurity
Inadequate supervision
Inadequate support or training
Poor skills and practices in people management
Work in isolated environments
Work shift work or hours that isolate them from other staff
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Senior Management
Commitment
Actively endorse a bullying policy
Make it clear that bullying in the workplace will not be tolerated
Ensure that complaints of bullying are taken seriously and properly investigated
Model positive behaviours of respect and courtesy
Consult with staff at all levels
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Provide quality learning and development programs on leadership and people management
Establish clear guidelines on appropriate workplace conduct
Involve employees in the processes that promote a positive work culture
Give employees the opportunity to participate in workplace surveys, consultations, team meetings and focus groups.
Support Managers & Staff by…
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What to do Now?
Create / update bullying and harassment policies
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Who to Contact
Keta Roseby
07 4726 5021
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A Roberts Nehmer McKee Presentation