Workplace bullies tend to be smart and very conscious of their actions. It’s rare to have witnesses or a paper trail so it can be difficult to prove that bullying behaviour has occurred. But the consequences for the victim can be substantial and, as an employer, you have a duty of care to ensure the health and safety of all team members. That’s why you need to be swift in addressing any accusations of bullying behaviour.
Your Legal Responsibilities
Bullying can cause significant mental health issues. In the most devastating cases, people have found the effects of bullying so distressing, they have attempted or committed suicide.
As an employer, you are responsible for the health and safety of all workers – and that includes their mental health as well as their physical health. Therefore, you are required to eliminate (or at least reduce) the risk of a workplace injury or illness.
So if you are found to be deficient in protecting your team from workplace bullying, you can face:
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Prosecution under work, health and safety laws
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Liability for workers compensation claims
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Breach of contract and personal injury claims
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Bullying claims with the Fair Work Commission
What Is Bullying Behaviour?
Now that you know the consequences of failing to protect your workers from workplace bullying, how do you recognise bullying behaviour?
While common, bullying behaviour is not restricted to leaders bullying subordinates. Subordinates can also bully supervisors. Peer-to-peer bullying is also common.
Bullying Behaviour Includes:
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Name-calling, insults, practical jokes
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Ridiculing someone about their appearance, culture, hobbies, beliefs or lifestyle
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Assigning tasks that are well beyond or below a worker’s skillset
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Setting deadlines that are unreasonable or constantly changing
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Withholding key information or providing incorrect information that impacts on job performance
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Threatening to terminate the employee
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Physical contact or violence
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Isolating or excluding a worker from meetings and other work-related activities
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Constant inappropriate behaviour directed towards one or more team members
Importantly, Bullying Is NOT:
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One-off instances of grumpiness, insensitivity or rudeness
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Performance management – especially when due process is being followed
From both a personal and business perspective, any complaint or suspicion of bullying behaviour needs to be addressed promptly, thoroughly but also delicately. We’re here to help you through every process – from introducing policies and procedures on how bullying behaviour will be treated, to supporting you as you deal with the aftermath of a bullying claim.
For support on all aspects of managing your people, talk to the team at End2End Business Solutions on 02 8977 4002.