Fillable BULLYING POLICY CHECKLIST FOR EMPLOYERS NT DO (General Public Services)

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BULLYING POLICY CHECKLIST FOR EMPLOYERS NT DO (General Public Services)

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May 2017
1
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.
A bullying policy should . . .
define bullying and give examples of bullying behaviours
clarify expected standards of workplace behaviour
clarify what behaviours are not bullying
clearly indicate that bullying and harassment will not be tolerated and may constitute a breach of anti-
discrimination legislation, WHS legislation and the APS, your organisation’s or industry’s codes of conduct
reflect your organisation’s commitment to positive working relationships
emphasise your commitment to the values and code of conduct for the APS, your organisation or industry
outline strategies for promoting a workplace culture free from bullying and harassment
state the possible consequences if workers engage in bullying behaviour
allocate accountability to the head of your organisation, workers, supervisors and managers to create a
workplace culture in which harassment and bullying are unacceptable
include a senior management commitment, such as a statement by the agency head that harassment and
bullying is a breach of the values and code of conduct and will not be tolerated
encourage workers to take action if they believe they have been bullied or harassed
have a process for workers to report issues or complaints
include a commitment and a timeframe for responding promptly to complaints
provide information about the support and protection available to your workers
include assurance processes for identifying cultural or underlining issues
be written in plain language
be communicated and accessible to all workers
be applied consistently and reviewed regularly
be developed in consultation with your workers and worker representatives.
BULLYING POLICY CHECKLIST FOR EMPLOYERS
DO
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GPO BOX 9905 CANBERRA 2601 | 1300 366 979 | COMCARE.GOV.AU
May 2017
2
COMPLAINT HANDLING
You should have clear procedures in place for reporting and handling bullying related complaints or grievances.
Complaint handling processes should ensure . . .
workers know when and how to report bullying
people you have appointed to handle complaints are aware of their duties and are fully trained in complaint
handling procedures
both informal and formal complaints procedures are available to your workers
informal complaint procedures using mediation between parties that do not require records to be kept or
disciplinary action to be taken are developed and used where appropriate
formal complaint procedures that require record keeping and may result in disciplinary action are used
where necessary
new complaint handling procedures for bullying align as much as possible with your existing procedures
procedures effectively integrate WHS and HR policies and practices and the role of health and safety
representatives
complaints are treated seriously and responded to promptly
complaints are investigated impartially
the confidentiality of your workers is maintained
support and advice are available and provided to all persons involved, as required
a range of resolution options are available and used appropriately including mediation, counselling,
apologies, removal of the perpetrator, written warnings or other disciplinary action
external professional services are used when needed to aid in the investigation and resolution of
bullying allegations.
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Completed 3 December 2020

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