This file contains the WorkCover Corporation's Safe Work brochure titled: Bullying is a safe work issue. Is someone in your workplace too big for their boots? Bullying is a safe work issue. WorkCover Corporation (Heading) Bullying is a safe work issue Workplace bullying and harassment is continuous bad treatment of someone at work by one or more people. It can be harmful to a person's health and wellbeing as well as affecting the productivity of the whole organisation. (Sub-heading) Workplace bullying and harassment and the law The Occupational Health, Safety and Welfare Act (1986) states that it is the employer's responsibility to provide a safe workplace. This includes a duty of care for workers' health and wellbeing, which may be affected by bullying. If the bullying involves physical harm or the threat of a physical attack, criminal laws may apply. If someone is bullied on the basis of their sex, race or ethnic background, disability, sexual preference, marital status, pregnancy or age, this is covered by the Equal Opportunity Act (1984). Ultimately, however, the law is the last resort. It's far better to tackle the issue before it hurts individuals and the productivity and reputation of your organisation. (Heading) What are the most common form of bullying? Workplace bullying is usually not about violent behaviour. Research has shown that only around 10 per cent of bullying involves some form of physical assault. According to the Employee Ombudsman's office, the most commonly reported forms of workplace bullying include constant verbal abuse, 'nit picking', threats, sarcasm, unjustified criticisms, threats of dismissal or other punishment for no reason, the sabotaging of a person's work, deliberately withholding important information and ostracising people from social networks etc. (Sub-heading) Is it really bullying? It is important to differentiate between a person's legitimate authority at work, and abuse or bullying. All employers have a fundamental legal right to direct and control how work is done, and managers have a responsibility to monitor workflow and give feedback on performance. Consider the following: * Is work performance feedback/counselling reasonable and appropriate? * Are critical comments objective? * Does the 'bullying victim' indicate observable performance deficiencies? (Heading) What is the effect of workplace bullying? When someone is being bullied in the workplace it can affect them, not only at work, but at home in their family relationships and in their social and community life. Bullying often results in a person suffering from stress-related illnesses, including: * headaches and nausea * more serious illnesses resulting from a weakened immune system that makes them more vulnerable to disease * depression or anxiety, which may lead to suicide or thoughts of suicide * insomnia * increased risk of work-related injury. Workplaces where bullying and harassment are happening are generally less productive and efficient. People feel afraid and insecure, there are high levels of stress and conflict among workers and, ultimately, employers have higher costs. Specifically: * more mistakes are made by workers who can't concentrate because of their negative work environment * workers compensation claims increase (eg injuries resulting from tiredness and poor concentration) * highly trained and experienced workers resign and leave their jobs * teamwork suffers because there is less cooperation and communication * alcohol or drug abuse at work may increase * if nothing is done to stop the bullying, respect for the employer and loyalty to the company decreases. (Heading) Tackling the issue (Sub-heading) If you, or other people, are being bullied at work...you should tell somebody. Often, people are afraid to report bullying, yet bullies can rely on the very silence of their victims to keep on harassing them. Tell your: * supervisor/team coordinator * health and safety representative * employer/manager. If this doesn't help, in South Australia you can contact: * the Equal Opportunity Commission * the Office of the Employee Ombudsman * the Working Women's Centre * your union * Workplace Services * WorkCover Corporation. (Sub-heading) What about the 'bully'? Because bullying centres around the misuse of power within human relationships, many cases of workplace bullying are not clear-cut. The person accused may not be aware of the effect that their behaviour is having, or they may deny the accusations made. In helping and supporting the person being bullied, it is essential that we do not deny natural justice to the person accused of bullying. Just as the person being bullied has rights, the person accused of bullying has rights, including the right to be considered innocent until proven guilty and the right to be fully informed of the complaint and to reply in full to that complaint. (Heading) Take steps to address workplace bullying (Sub-heading) Steps employers and managers can take include: * stating clearly that your organisation will not tolerate workplace bullying. This may take the form of a Code of Conduct to establish expectations of appropriate behaviour, and should be done in consultation with employees * establishing policies and procedures to address all aspects of workplace bullying, and effectively communicating these to all members of staff, including new staff through your induction program * raising awareness in your workplace about what constitutes unacceptable behaviour (which might be identified as bullying) * training all managers and supervisors in the implementation of policies and procedures * monitoring the workplace for indications of workplace bullying, and investigating any issues identified - records such as work-related injuries, absenteeism, productivity, customer complaints, grievances, disciplinary actions etc may indicate an underlying problem. * treating complaints seriously, acting immediately and firmly to address workplace bullying incidents. This may include writing an apology to the person being bullied. For the bully it may mean a formal written warning; compulsory counselling or retraining; transfer to another part of the organisation; suspension (with or without pay); withdrawal of privileges; a fine; demotion or dismissal. Staff should be advised of these remedies within the organisation's code of conduct. (Sub-heading) Steps employees can take include: * clearly identifying the bully or bullies * keeping records of bullying incidents, ie when and where the bullying occurred; who was involved; how it made you feel; potential witnesses etc. (This helps to illustrate a pattern of events which is extremely important if you make a claim for compensation) * discussing the problem with other workers, health and safety representatives, and union officials * making a formal, written complaint, detailing a pattern of bullying or harassment * keeping a copy of your formal complaint and if you are unsure of the correct procedure, getting help. (Heading) Workplace bullying is not acceptable. Every one of us has the capacity to be a bully. Whether or not we become a bully will largely depend on our work environment. People who become bullies may be responding to systemic problems within their organisation. Remember, no matter who is doing the bullying in the workplace, it is the employer's responsibility to address it. This means addressing not only the bullying behaviour but the underlying reasons for that behaviour, ie assessing your training, policies, procedures, lines of communication etc to ensure that others are not placed in a situation that may result in bullying behaviour. (Heading) Contact details For more information, assistance or advice about how to address workplace bullying, visit the WorkCover Corporation website at www.workcover.com, call 13 18 55 or visit our library at 100 Waymouth Street, Adelaide, South Australia during business hours. (Sub-heading) Acknowledgements: 'Bullies not wanted: Recognising and Eliminating Bullying in the Workplace', Office of the Employee Ombudsman, South Australia, March 2000. Workplace Services presentation at HSR network meeting at Trades Hall, Adelaide, South Australia on 24 October 2001. Designed and produced by WorkCover Corporation (South Australia) February 2002. CDS00192 WorkCover Corporation Supported by Government of South Australia. This transcription was made in June 2002, by Print Alternatives Services of the Royal Society for the Blind SA, under section 135ZP of the Copyright Act, 1968. End of file.