People Dynamics Newsletter - People Matters
Issue 66, August 2010 | Back to Newsletters Index
PD News
Welcome to the month of August. Laura has been away for the last two weeks in Fiji enjoying the sun and doing what she loves—diving! As many of you know, we also said Bon Voyage to Shannon at the end of last week as she sets off for the US and Canada on a 5 month trip. She will be back at the start of next year.
Hope the start of your financial year went well. This month in People Matters, we focus on bullies in the workplace and how to deal with them effectively.
Tackling Workplace Bullies
Workplace bullying is a serious issue that should not be overlooked or dealt with lightly. It not only affects the health (both physical and mental) and safety of employees, but especially for small businesses, it can paralyse the organisation’s ability to operate and perform.
Bullying is described as a repeated unreasonable behaviour directed toward an employee, or group of employees, that creates a risk to health and safety (WorkSafe Victoria). Most common bullying behaviours in the workplace include psychological harassment, intimidation, assigning trivial tasks unrelated to the person’s job, and verbal abuse. It can occur between staff members, including managers and their staff or between employees and clients. Under the OH&S law, every employer has the responsibility to take action and deal with the identified bully, and protect the complainant.
Dealing with a bully in the workplace can be messy and costly. It can lead to decreased efficiency and productivity, as well as increased staff turnover, absenteeism, counselling and mediation costs, and possible legal action. To maintain a bully free workplace, employers must make sure effective prevention strategies are put in place.
They include:
1. Ensuring all new employees are properly inducted and have not only read through but also signed off on the company’s conduct policy.
2. Ensuring every employee understands the company’s conduct and relevant policies. Annual refresher sessions may be required and should involve all levels of management.
3. Implementing a clear and effective position description design and ensuring every employee’s role and responsibilities are properly defined.
4. Holding regular performance appraisals to review the employees’ behaviour, performance and general interaction with other staff members.
For more information about how People Dynamics can assist with implementing any of these strategies in your workplace, contact us on 03 9077 4870.
Legal Update
1.Fair Work Australia has increased the modern award minimum weekly rates by $26 (now $569.90). The application of this new rate started from the 1st of July 2010.
2.The Australian Human Rights Commission has released a guide to assist businesses who employ workers with mental illness. The guide is available at: www.humanrights.gov.au