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Introduction
Bullying is not acceptable workplace behaviour and it should not be tolerated in any form. This presentation has been developed to help site leaders and employees identify and deal with bullying in the workplace. It aims to provide practical advice and information on making workplaces safer for everyone concerned.
Ensure all employees are aware that the workplace has established anti-bullying procedures, know the process for the reporting and have an understanding that their reports will be dealt with in a proper manner.
Obligations of employees
As public sector employees we are required to act (and are entitled to be treated by colleagues) in line with the Code of Ethics.
Report incidents of workplace bullying to a site leader or an appropriate line manager not implicated in the workplace bullying
Use the DECS Complaint Resolution for Employees Procedure for guidance if subjected to bullying.
The prevention of work related injuries and illness are both matters related to occupational health, safety and welfare s 4 (4)(a)&(b) Incidences of workplace bullying can have an adverse impact on the psychological wellbeing of an employee and prolonged bullying often manifests as a physical health issue for the aggrieved party. As such, matters of workplace bullying fall within the jurisdiction of the Act.
Offences under this section are considered very serious. They are minor indictable criminal offences, and carry a maximum 5 year term of imprisonment, and/or double the prescribed penalty
Whilst s 59 is likely to be only used in extreme circumstances, it could be actioned if an employer (or employee) was involved or complicit in serious bullying behaviour in the workplace.
Some points to consider are: Repeated and unjustified criticism that is targeted at an individual or individuals, rather than at work performance Threats of punishment for no justifiable reason Overloading a particular person with too much work or an unreasonable share of unpleasant jobs
Unwarranted or unjustified constant checking of an employees work quality, output or whereabouts Humiliating a person through criticism, sarcasm and/or insults, especially in front of other staff, customers or clients
Familiarisation with the DECS Complaint Resolution for Employees Procedure Ensuring that site leader (and persons of responsibility) are aware of the obligations they have, to assist DECS as the employer, to comply with its statutory obligations
Providing clear job descriptions that include an outline of the specific roles and responsibilities for each position within the workplace Keeping statistical records and information relating to productivity, absenteeism, grievances, work related injuries, customer complaints, disciplinary actions and so on.
Other resources
Dealing with Workplace Bullying - A Practical Guide for Employees
This practical guide has been developed to help employees identify and deal with bullying in the workplace.
Stop Bullying in SA
Interagency Roundtable website on Workplace Bullying.