How to Prepare an Anti-Bullying Policy
Prevention is the best way to avoid the risk of bullying at work. The purpose of an effective policy is not simply to prevent improper conduct and behaviour but also to encourage best practices and a safe and harmless workplace where such behaviour is unlikely to occur.
Employers should adopt, monitor, and implement an effective and accessible policy on bullying in the workplace.
Preparing the Policy
The policy and complaints procedure should be adopted, where appropriate. Simple direct language should be used in the policy. Information given to employees should be in a form, manner and in an appropriate language that is likely to be understood by the employees concerned.
The policy should be written, dated, and signed by a responsible person in senior management and updated when appropriate.
Scope of the Policy
The policy should:
- Describe what is meant by bullying at work
- Include a non-exhaustive list of examples of bullying behaviour relevant to the employment
- Given the name or job title of the person who may be approached by a person wishing to complain of bullying at work
- State that the protection extends to bullying at work by management, fellow employees, subordinates, clients, customers, and other business contacts as well as work-related social events
- State that all complaints of bullying will be taken seriously and will be followed through to resolution and that employees who make a complaint will not be victimised.
Allocation of Responsibilities in Prevention of Bullying at Work
The policy should state that management, others in the position of authority, and workplace representatives have a particular responsibility to ensure that bullying at work does not occur and that complaints are addressed promptly.
The policy should state that, management will:
- Provide a good example by treating all people in the workplace with respect
- Promote awareness of the policy and complaints procedures
- Be vigilant for signs of bullying at work through observation and through seeking employee feedback and take action before a problem escalates
- Deal sensitively with employees involved in a bullying complaint
- Explain the procedures to be followed if a complaint of bullying at work is made
- Ensure that an employee making a complaint is not victimised for doing so
- Monitor and follow up on the situation after a complaint is made so that the bullying at work does not reoccur.
Bright Contracts has a preformatted Anti-Bullying Policy under the ‘Bullying and Harassment Policy and Procedure' section of the Handbook in the software, which is fully compliant with current employment laws.
Related Articles:
Bullying in the Workplace: What you need to know
Bullying in the Workplace: What constitutes as bullying?
What You Need to Know About Staff Handbooks
