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Last call for anti-bullying compliance

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HC Online | 17 Dec 2013, 09:54 AM Agree 0
New anti-bullying laws are less than three weeks away, and one expert fears employees will rort the system. How can you stay on top?
  • Christina Gerakiteys | 17 Dec 2013, 03:43 PM Agree 0
    And some employers are already rotting the system. If only we could operate with values, integrity, trust and honesty - then there would be no need for "laws"...
  • Howard Whitton | 17 Dec 2013, 04:13 PM Agree 0
    We (The Ethicos Group) saw this coming, and are about to launch a diagnostic smartphone /pad app focused on Workplace Bullying and Harassment using video - in particular to help people sort out what is, and (just as important) what is not, WB&H, and what to do about it.
  • natz | 17 Dec 2013, 09:08 PM Agree 0
    Parents need to be protectors, they also need to teach their children social survival skills. Whether your child is a target or a bully, as a parent you must keep your own emotions in check. As a parent, you should not depend on school programs for such training. To prevent your child from becoming a bully, teach and demonstrate compassion by treating others with respect and dignity. I would like to share this link, about a service on how to protect children from bullying. Here's the
  • Bernie Althofer | 18 Dec 2013, 09:42 AM Agree 0
    The past three years has seen considerable discussion and viewpoints being offered in relation to proposed and/or pending changes in relation to workplace bullying laws.

    In some cases, there have been detailed articles written by a number of providers outlining steps that organisations and individuals could or should be taking in preparation the the 1st January 2014.

    Some discussions may have unintentionally created some 'red herrings' and diverted discussion away from the sense of urgency required where organisations should have at least conducted an audit or assessment to identify potential gaps between current practices and proposed legislative requirements.

    As organisations and individuals bridge the gap in understanding the changes that have been and are being made, one could expect a surge in complaints. However, it might also be the case that a target will not formalise their complaint if they continue to believe or perceive that in the current economic situation, it is financially and personally risky to pursue a matter. There may well be a spike in inquiries, but that will not necessarily translate into an increase in actual claims.

    It is also somewhat disappointing to learn that in some cases, risk assessments are not being conducted in relation to bullying. It also seems that whilst early drafts of the new 'Guide' contained examples of hazard/risk factors, these no longer seem to exist (even though they exist across many workplaces).

    It is also interesting to note that there has been comment made that the new Guide will not really help organisations or individuals as it is basically 'not enforceable'. However, it might be a case of wait and see whether or not a Court, Commission or Tribunal gives the Guide any consideration in making a decision.

    It seems that there is one consistent recurring theme regarding workplace bullying and that is the need for organisations and individuals to maintain currency of knowledge. A second but not so well discussed theme is the need to address training or learning and developments of the one dimensional manager i.e. "not my job", particularly when it comes to HR and IR.

    It might be the case that a considerable proportion of negative workplace conflict issues e.g. bullying could be resolved or addressed if line managers and supervisors were actually trained in various aspects of conflict identification/management/resolution before the incident is dragged out for an indeterminate time.
  • Giulia Joliffe | 23 Dec 2013, 07:50 AM Agree 0
    Great article. I think it's important to keep educating employees about the definitions of (and pathways for dealing with) both bullying and performance management.
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