How does HRD respond to bullying complaints in Australia?
Complaints may be the subject of conciliation or mediation; Complainants will be not be subject to victimisation or reprisal action; and Vexatious complaints will not be tolerated and the vexatious complainant may be subject to disciplinary action.
Who is liable for bullying and harassment at work?
In the event your employer fails to take reasonable steps to prevent further acts of bullying and/or harassment, then your employer may be vicariously liable for the on-going harassment.
Can a company investigate a bullying or harassment complaint?
It can be a real challenge to investigate a harassment or bullying complaint if you don’t have a company policy in place that outlines the necessary steps to take. Even if you feel that a complaint of this kind may have a negative impact on your company, implementing the proper procedures is necessary to safeguard your organization.
When to consider separating employees due to bullying?
If for example, the complaint is made by one employee against another employee in the same team and there is the risk that the bullying will continue, or it involves a complaint by one employee against his/her supervisor, employers should consider whether the employees should be separated until the complaint has been resolved.
Complaints may be the subject of conciliation or mediation; Complainants will be not be subject to victimisation or reprisal action; and Vexatious complaints will not be tolerated and the vexatious complainant may be subject to disciplinary action.
In the event your employer fails to take reasonable steps to prevent further acts of bullying and/or harassment, then your employer may be vicariously liable for the on-going harassment.
It can be a real challenge to investigate a harassment or bullying complaint if you don’t have a company policy in place that outlines the necessary steps to take. Even if you feel that a complaint of this kind may have a negative impact on your company, implementing the proper procedures is necessary to safeguard your organization.
If for example, the complaint is made by one employee against another employee in the same team and there is the risk that the bullying will continue, or it involves a complaint by one employee against his/her supervisor, employers should consider whether the employees should be separated until the complaint has been resolved.