Monday, April 1, 2019

Preventing Bullying

What Employers Can Do

Employers should have a comprehensive policy that covers a range of incidents, from bullying and harassment to physical violence.

15 Harassment Policy Essentials

1. Define workplace bullying (or harassment or violence) in precise, concrete language.

2. Include management and employee representatives in development of the policy.

3. The policy must apply to management, employees, clients, contractors, and anyone who has a relationship with the employer.

4. Provide clear examples of unacceptable behaviour and working conditions.

5. Encourage reporting of all incidents of bullying or other forms of workplace violence.

6. State in clear terms your organization’s view toward workplace bullying and its commitment to the prevention of workplace bullying.

7. Precisely state the consequences of making threats or committing acts.

8. Outline the process by which preventive measures will be developed.

9. Outline the confidential process by which employees can report incidents and to whom.

10. Assure no reprisals will be made against reporting employees.

11. Outline the procedures for investigating and resolving complaints.

12. Make a commitment to provide support services to victims.

13. Offer a confidential employee and family assistance program to allow employees with personal problems to seek help.

14. Make a commitment to prevention training.

15. Monitor and regularly review the policy.

10 Tips for a Bully-free Workplace

1. Act toward others in a respectful and professional manner.

2. Have a workplace policy in place that includes a reporting system.

3. Educate everyone that bullying is a serious matter.

4. Try to work out solutions before the situation gets serious or out of control.

5. Educate everyone about what is considered bullying, and who they can go to for help.

6. Treat all complaints seriously, and deal with them promptly and confidentially.

7. Train supervisors and managers to deal with complaints and situations, and encourage them to address situations promptly—whether or not a formal complaint has been filed.

8. Have an impartial third party help with the resolution, if necessary.

9. Do not ignore any potential problems.

10. Do not delay resolution—act promptly.

Sources: Canadian Centre for Occupational Health and Safety, Canada Safety Council, Globe and Mail, Canadian HR Reporter

Preventing Bullying

What Employers Can Do

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