The Employer's Responsibility for Bullying in the Workplace
Workplace bullying is the use of persistent and aggressive language or unwelcome behavior against a co-worker or employer by an individual or group of employees. Under British law, it is the responsibility of an employer to establish a no-tolerance policy for bullying and enforce proper consequences against guilty parties.
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Harassment and Discrimination
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Every employer in the United Kingdom should have a workplace harassment and discrimination policy already in force. Because every company or organization can have issues of harassment or discrimination on the job, it is important for every employer to equip employees with the knowledge and information they need to deal with workplace bullying.
An anti-harassment and -discrimination policy generally states that such behavior will not be tolerated by any person on-site, and that if any such circumstances arise, an agreed-on course of action -- e.g., written reports, warnings, probation, suspension or, for continued offenses, dismissal -- will be pursued to resolve the matter properly.
Anti-Bullying Protocol
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Implementing an anti-bullying protocol in the workplace helps provide employees with a safer and more productive environment in which to work by serving as a deterrent to would-be bullies. This protocol requires employers to enlist workers in recognizing and reporting, with a promise of confidentiality, any bullying they may witness. Make sure everyone is aware that bullying is a form of psychological violence that may warrant appropriate punishment.
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Formal Consequences
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If bullying persists, it is the employer's responsibility to initiate a formal report on the alleged offense. The purpose of the document is to explain both parties' sides of the story and to make sure everyone's rights are respected in order to launch a formal investigation. The employer must be impartial and must guarantee confidentiality unless a crime has been committed. If, after investigation, a decision cannot be made, the situation must be brought to a grievance committee for further investigation. Based on the committee's decision, the guilty party may be placed on work probation, suspended or terminated. If the person is suspended, paperwork regarding the incident is placed in his personnel file and may be revisited if future offenses occur.
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