More than a routine procedure, a Job Description is one of your most important corporate documents. Here's why you shouldn't cut corners on...
Bullying & HarassmentJuly 17, 2014
As of 1 January 2014 anti-bullying laws in Australia changed. Since then businesses having to investigate bullying accusations in the workplace seem rather hesitant and unsure.
It is important to address bullying straight away. An unbiased solution should be found early on. There is no need to muck about and draw anything out. If there is bullying in your workplace, it is unproductive and the problem needs to be eradicated immediately. With the new laws some employers maybe unaware of changes and not up to date with the correct procedures. The investigators must go out of their comfort zones and often ask gnarly questions to friends or close colleagues. Grey area in this case is dangerous. The investigation needs to be clean. Defined outcomes and decisions need to be decided by both parties in a consistent manor. Employers will need to be trained on the best new practices to conform to new anti-bulling laws. Otherwise, contact Employsure and they can lead you step by step of the way and help achieve the best investigation outcome.
In some bullying cases the evidence is not often black and white. Circumstances are always different and evidence is not always clean cut. If you are struggling with a bullying issues in your workplace and need some advice and assistance, contact Employsure by filling out the form below. We can instruct you on the new anti-bullying laws and get you and your business back on track.
*Information sourced via HC online website.