According to Work Safe's Preventing and Responding to Bullying at Work - Edition No:3 June 2009 Vic/NSW bullying is defined as:
"Repeated unreasonable behaviour directed towards a worker or group of workers that creates a risk to health and safety"
A single incident of unreasonable behaviour may still have the potential to escalate into bullying and therefore should not be ignored. Single incidents can still create a risk to heath and safety.
The guide makes reference to 2 types of bullying:
· Verbal abuse;
· Putting someone down;
· Spreading rumours or innuendo about someone;
· Interfering with someone's personal property or work equipment;
· Unjustified criticism or complaints;
· Deliberately excluding someone from workplace activities;
· Deliberately denying access to information or other resources;
· Withholding information that is vital for effective work performance;
· Setting tasks that are unreasonably above or below a worker's ability;
· Deliberately changing work arrangements, such as rosters and leave to inconvenience a particular worker or workers;
· Setting timelines that are very difficult to achieve;
· excessive scrutiny at work;
What isn't bullying:
Reasonable management actions carried out in a fair way are not bullying e.g.
· Setting performance goals, standards and deadlines;
· Allocating work to a worker;
· Rostering and allocating working hours;
· Transferring a worker;
· Deciding not to select a worker for promotion;
· Informing a worker about unsatisfactory work performance;
· Informing a worker about inappropriate behaviour;
· implementing organisational changes;
· Performance management process;
· Constructive feedback;
Proactive Complaints Management is able to provide advice and organisational policy review on bullying and harassment and appropriate staff grievance procedure.
If your organisation would like to discuss your requirements please contact Steve Aivaliotis via email email@example.com