The following link provides details for preventing and responding to workplace bullying with an example
of a workplace bullying policy on page 20:
Guide for preventing and responding to workplace bullying
The following link provides a Bullying Policy checklist for employers
Bullying Policy Checklist for employers page - Comcare
Training Provisions
Policy Name: BULLYING POLICY CHECKLIST FOR EMPLOYERS
Purpose or Objective of Policy: A good bullying policy should clearly outline the related issues
and provide the framework for how your organisation will manage bullying in the workplace. A
good policy should address the below criteria. Use the checklist to assist you in identifying areas
for improvement.
Responsibilities and accountabilities: Workplace bullying is repeated, unreasonable
behaviour directed towards a worker or group of workers, that creates a risk to health and
safety. Workplace bullying has been identified as an important risk and hazard across all the
federal jurisdictions. However, if bullying and other workplace conflict is identified and dealt with
early the situation can be addressed and resolved, preventing bullying from becoming acceptable
behaviour which can result in workplace injury.
Recruitment and induction practices: The risk of workplace bullying can be eliminated or
minimised by creating a work environment where everyone treats each other with dignity and
respect. It is best dealt with by taking a preventative approach that involves:
o early identification of bullying, unreasonable behaviour and situations likely to
increase the risk of bullying
o implementing control measures to prevent the risks and respond to workplace
bullying, and
o monitoring and reviewing the effectiveness of the control measures.
Training and development opportunities: Everyone in the workplace should actively work
to prevent workplace bullying before it becomes a risk to health and safety. Prevention may be
achieved by:
o Ensuring senior management commitment to a workplace that does not tolerate
unacceptable behaviours and deals with reports of bullying in a confidential, fair
and timely manner
o Consulting with workers to create and promote a mentally healthy workplace
culture
o Ensuring the organisation has appropriate workplace bullying policies and
procedures in place and workers are trained in these procedures
o Actively managing workplace psychosocial risk factors and stressors
o Providing regular and respectful performance feedback
o Having a Harassment Contact Officer (HCO) in place for workers to speak to
o Ensuring there is training for workers and managers on workplace bullying
o Including bullying and harassment information in workplace induction programs
Anti-bullying, anti-harassment and grievance procedures:
All complaints will be treated seriously and in a sensitive, fair, timely and confidential
manner, observing the principles of natural justice.
The complaint resolution procedures for dealing with incidents of discrimination, harassment
or bullying will be documented and provided to those involved at the outset of the process.
The wishes and concerns of the person making a complaint will be taken into account in
determining how the complaint will be treated in accordance with the informal or formal
complaint resolution procedures set out in this Policy.
All people involved in a complaint retain the right to seek the assistance of the relevant
tribunal or legislated body to assist them in resolution of the complaint.
The person making the complaint will have the right to support throughout the process and
the option to discontinue a complaint at any stage of the process.
The respondents to any complaint will have the right to support throughout the process and
the opportunity to respond fully to any allegations made. There will be no presumption of
guilt and no determination made until any necessary investigation has been completed.
Dealing with a discrimination complaint
Many detailed laws address and prohibit, in particular, discrimination and harassment in the workplace.
If you are an employee, and you feel you are being discriminated against or harassed by your employer
or coworkers, what can you do?
1. Make your employer aware that you feel you are being discriminated against or harassed. It is
likely that many illegal acts of discrimination and harassment go unrecognized or unpunished
because the victim does not make it clear that the conduct is unacceptable and unwelcome.
Rare is the case where employers will readily admit to discrimination or harassment and help
you to draft legal papers against them. Your employer is responsible for complying with the law,
but you alone are responsible for making sure your personal rights are protected.
2. Let your employer know that you are taking the matter seriously. Ask that a written report be
made every time you report an incident of discrimination or harassment. Ask that an
investigation be made into your allegations and that disciplinary or corrective action against the
offenders be taken. Employers are required by law to give prompt consideration to all reports of
discrimination and harassment.
3. If you receive no response from your employer, consider contacting the federal Equal
Employment Opportunity Commission (EEOC), which has responsibility for overseeing
compliance for many federal anti-discrimination and anti-harassment laws, or your state equal
employment agency. Getting the government involved in your case, and potentially having the
state contact your employer, will most likely get someone's attention fairly quickly.
