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Bullying fact sheets 1-3B

Fact Sheet 1;

How to Use the "Cut It Out" Package

The "Cut It Out" Package has been designed as a quick reference kit

to use when talking about and when dealing with workplace bullying.

 

What is in the "Cut it Out" package

The "Cut It Out" package has been designed as a series of short, straight forward Fact Sheets for you to
easily get the information needed.

 In the package you will find the following information:

 

 

 

Fact Sheet No. 2:                 Where to get further information about the issue
Fact Sheet No. 3A & 3B:      AMIEU endorsed "No Bullying" Policies
Fact Sheet No. 4:                 What is workplace bullying

Fact Sheet No. 5:                 Identifying, assessing and controlling bullying behaviour   

Fact Sheet No. 6:                 Risk factors which encourage or support bullying

Fact Sheet No. 7:                 What a member should do if they are bullied.
Fact Sheet No. 8:                A fair investigation process

Fact Sheet No. 9:                Principles for resolving a bullying complaint
Fact Sheet No. 10:              Bullying is not just "Tough Management"

 

If you want to discuss any information contained in the package please contact your AMIEU organiser.

 

Fact Sheet No 2

What You Can Reasonably Insist On

Bullying can occur in any workplace at any time and under certain conditions most
people are capable of bullying and anyone can become a target for bullies.
Workplace bullying can be covert and therefore not easily recognised. The risk assessment
approach may result in the overall impression that bullying does not exist and therefore no action
is necessary.
To deal with the potential hidden nature of bullying all workplaces should implement a "no bullying" prevention
program.

Insist on a "No Bullying" Program in Your Workplace:

You should insist on having a "No Bullying" program in place even if your employer believes
that bullying does not occur. By advocating for the introduction of a "No Bullying" policy,
employees will at least know that an anti-bullying culture is expected at your workplace.

A "no bullying"prevention program should consist of the development of a "no bullying"policy and a campaign
to raise awareness of the potential for bullying to occur and should inform all persons in the workplace that bullying
will not be tolerated.

Insist on Being Consulted

A "No Bullying" policy and the procedures for reporting incidents and for resolving bullying complaints should
be developed by your employer in consultation with employees and with the union. Using the materials in this
package will help you get started and provides an outline of what the AMIEU expects.

Insist on an Awareness Raising Campaign

By starting with a strategy aimed at promoting awareness of the issue among employees, managers and supervisors,
employers reinforce their commitment to a bullying free workplace.
Raising awareness better positions your employer to idnetify circumstances in which workplace bullying could occur
and the awareness campaign makes it clear to everyone that bullying is unacceptable and that incidenst when reported
will be dealt with swiftly.

Insist that the "No Bullying"awareness campaign material covers:
* what is bullying behaviour
* how to recognise bullying
* the possible effects of bullying
* where to get further information about the issue


Insist on "No Bullying" information being part of
* the recruitment process (including promoting or recruiting managers and supervisors)
* induction training
* information displayed in the workplace
* engaging contractors, sub - contractors and their employees

Fact Sheet No 3A

WORKPLACE NO BULLYING POLICY

The management and employees of _____________________ (insert business name) demand a bullying free workplace.
Examples of bullying behaviour which will not be tolerated in our workplace include:
_____________________ (insert business name) is committed to providing a safe and healthy workplace free from bullying,
harassment and violence.

Bullying is "behaviour that is repeated systematic and directed towards an employee or group
of employees that a reasonable person, having regard to the circumstances, would expect to
victimise, humiliate, undermine or threaten and which creates a risk to health and safety".

Examples of bullying behaviour which will not be tolerated in our workplace include:

 *  Verbally abusing someone - including using insulting or offensive     language 
 *  Intimidating someone physically or with inappropriate comments or criticism 
 *  Teasing or regularly sending someone up
 *  Excluding someone from workplace activities 
 *  Humiliating someone using sarcasm or insults 
 *  Giving someone the majority of unpleasant tasks 
 *  Unreasonably and knowingly overloading someone with work 
 *  Displaying material that is degrading or offensive 
 *  Maliciously spreading gossip, rumours or innuendos 
 *  Performing harmful or offensive initiation practices 
 *  Encouraging others to participate in intimidating behaviour 
 *  Interfering with personal property or work equipment

Anyone who experiences or witness such behaviour must report it immediately to the appropriate
manager, Occupational Health and Safety Representative and / or AMIEU Union Representative.

When an incident of bullying is reported it will be treated seriously and immediate action will be
taken to conciliate the matter and resolve the problem as quickly as possible.

Where necessary, a formal investigation will be undertaken in accordance with
_____________________ (insert business name) investigation procedures. The investigation
will be fair and equitable, will be conducted in a confi dential manner and will
ensure that the principles
of natural justice are upheld. Both parties and the Union
will be informed of the investigation process
and of the outcome of the investigation.

Where a finding of bullying is upheld the matter will be dealt with in accordance with
_____________________ (insert business name) disciplinary procedures.

Malicious, vexatious or frivolous allegations of bullying that are unfounded will constitute
a disciplinary offence and will be dealt with in accordance with _____________________
(insert business name) disciplinary procedures.

Every manager, supervisor and employee has a responsibility to comply with this policy and to treat
everyone who works at our workplace with dignity and respect.

 

Signed:        Manager:                      Employee Rep:                          AMIEU Organiser

                _________________        ___________________               ____________________

FACT SHEET NO. 3B

 

Workplace No Bullying Policy

 

The management and employees of _____________________ (insert business name)

demand a bullying free workplace.

_____________________ (insert business name) is committed to providing a safe and

healthy workplace free from bullying, harassment and violence.

 

What is Bullying?

 

Bullying is "behaviour that is repeated systematic and directed towards an

employee or group of employees that a reasonable person, having regard to the

circumstances, would expect to victimise, humiliate, undermine or threaten and

which creates a risk to health and safety".

 

Examples of bullying behaviour which will not be tolerated in our workplace include:

 

 

*  Verbally abusing someone - including insulting or offensive bahaviour
*  Intimidating someone physically or with inappropriate comments or criticism
Teasing or regularly sending someone up
Excluding someone from workplace activities
Humiliating someone using sarcasm or insults
Giving someone the majority of unpleasant tasks
Unreasonably and knowingly overloading someone with work
Displaying material that is degrading or offensive
Maliciously spreading gossip, rumours or innuendos
Performing harmful or offensive initiation practices
Encouraging others to participate in intimidating behaviour
Interfering with personal property or work equipment

 

Reasonable action taken in a reasonable way by managers of _____________________

(insert business name) to performance manage employees or to discipline, transfer,

demote, counsel, retrench or dismiss an employee is not considered as bullying.

 

Reporting Incidents of Bullying

 

How we will Manage a Report of Bullying

 

Informal Resolution:

 

When an incident of bullying is reported it will be treated seriously and immediate action

will be taken to conciliate the matter and resolve the problem as quickly as possible.

If an employee makes and informal complaint about being bullied a "no blame"

conciliatory approach will be used to assist both parties to reach an outcome that

ensures appropriate conduct in the future.

If an outcome cannot be reached an informal mediation, involving an independent third

party acting as a mediator, may be required.

Formal Resolution:

Where necessary, a formal investigation will be undertaken in accordance with

_____________________ (insert business name) investigation procedures.

The investigation will be fair and equitable, will be conducted by an impartial person

(either internal or external) in a confidential manner and will ensure that the principles

of natural justice are upheld.

Both parties and the Union will be informed of the investigation process and of the
outcome of the investigation.

 

 

Findings:

 

Where a finding of bullying is up held the matter will be dealt with in accordance with

_____________________ (insert business name) disciplinary procedures.

Malicious, vexatious or frivolous allegations of bullying that are unfounded will

constitute a disciplinary offence and will be dealt with in accordance with

_____________________ (insert business name) disciplinary procedures.

 

 

Appeals:

 

Either party may appeal against the decision if they consider this is warranted. The

appeal must be lodged in writing within 14 days to ______________________

(position title), and will be heard by an independent third party or external mediator.

 

Responsibility:

 

 

 

Every manager, supervisor and employee has a responsibility to comply with this policy

and to treat everyone who works at our workplace with dignity and respect.

Signed:   Manager:                                          Employee Rep:                                AMIEU Organiser:

               ___________________                 ___________________               ___________________

 

Date:     ___________________                 ___________________               ___________________

 

 


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