BULLYING CHARTER

Step 1

WORKPLACE CONSULTATION
Set up appropriate consultative mechanisms involving employees and their representatives. Employees must be involved in the development of this code. A risk assessment will be conducted to ensure that the workplace is not 'at risk' by fostering a culture that encourages or tacitly condones harassment and bullying.

Step 2

WORKPLACE AWARENESS CAMPAIGN
All employees from senior management down will be made aware of the meaning and application of the Dignity and Respect in the Workplace Charter, the meaning of zero tolerance, and be given the ability to identify workplace bullying or circumstances including:

• how to recognise bullying
• the possible effects of bullying
• where to get further information

The employer will do this through OH&S induction and other training, posters, stickers and flyers explaining the Dignity and Respect in the Workplace Charter.

Step 3

TRAINING AND DEVELOPMENT
The employer will establish an effective training program for management and supervisors specifically tailored to the needs of the organisation and to meet the zero tolerance objectives. Management and supervisors will be trained in how to develop a workplace culture that encourages dignity and respect and is consistent with the Dignity and Respect in the Workplace Charter, and the zero tolerance objectives. The training will include the skills necessary to manage the issue including skills in mediation and negotiation. In addition to the training supervisors, managers, OH&S representatives and staff will be provided with a Dignity and Respect toolkit to assist them in the ongoing risk management process.

Step 4

PROCEDURES TO DEAL WITH COMPLAINTS
The organisation will establish a complaints mechanism that includes:

• a time frame for complaints - complaints investigated immediately.
• a process that includes a record of the problem (e.g. an incident report form) and any other relevant information about the allegation, which should be forwarded to a designated responsible person and acted upon immediately.
• a trained, designated and impartial mediator who has authority to act to resolve the problem to ensure a fair and equitable outcome. In some instances it may be appropriate for the mediator to be sourced from outside of the organisation.
• support for parties involved, including counselling, formal apologies and any other appropriate action.

Ultimately prevention through an effective Dignity and Respect in the Workplace Charter, and zero tolerance for bullying is the best way to ensure a productive and harmonious workplace.

Step 5

CONSULTATION AND FEEDBACK
A six monthly review of the Dignity and Respect in the Workplace Charter and grievance procedures and mechanisms ensure that the policy remains effective and relevant. The review will involve consultation between senior management, relevant unions, OH&S representatives and employees on the performance of the organisation and on how it has met the objectives of the Dignity and Respect in the Workplace Charter in the previous 6-month period. The review will identify, any relevant matter, strategy or performance targets for inclusion in the Dignity and Respect in the Workplace Charter for the next 6 months.