Every organization has employees. Small-scale businesses have a limited number of workers while larger ventures have a significantly larger work force.
Recruitment represents a vital aspect of any business. Once employees are on board, they must adhere to company rules and regulations.
Failure to follow decorum leads to conflict and confrontation. In some cases, it may lead to inquiries and if the scenario is contentious, a law suit is a possibility as well.
When litigation takes place, both parties i.e. the employers and employees must have adequate representation to protect and argue their cases.
In controversial cases, it is recommended that employees use information like that available on lawadvice.com.au to stay ahead of the situation.
If there is a physical injury suffered on the job, then that is easier to constitute since there is tangible evidence. Psychological loss endured on the job can be harder to prove.
To keep pace with potentially troublesome human resources situations, businesses such as employmentinnovations.com provide sufficient solutions.
From an employer’s perspective, they would want to avoid any court room trial. Rather, they would aim to protect their business from concerns such as bullying and harassment to begin with.
What does it mean?
Bullying and harassment can be classed as any type of discriminatory demeanor which affects a worker adversely.
Bullying is the use of power to unfairly abuse others. Examples of bullying include, but are not limited to:
- Persistent unreasonable behavior
- Any action which creates unwarranted risks especially health or safety related
- Excessive supervision and continual criticism
- Setting unrealistic expectations resulting in employees becoming overworked
- Making threats regarding job security such as blocking a promotion or sacking the employee
On the other hand, harassment in the workplace happens when there is disturbing or threatening behavior. Instances of harassment are:
- Unwelcome sexual actions which include lewd comments and suggestive physical actions
- Statements will target an employee’s race, religion or orientation
What can Employers do?
The onus to ensure that any of the aforementioned activity does not happen lies on the employer.
Malevolent claims and smear campaigns can tarnish an organization beyond repair.
Vilification and victimization would only affect the organization’s image and have ill effects for all parties concerned.
To avoid such scenarios and ensure compliance, employers can follow a set of rules.
Employers must show fair comprehension when faced with such claims.
For instance, there is likely to be a fine line which divides bullying from strong personalities. Organizations can run a smoother operation by knowing this distinction.
Knowing the difference between authentic cases and illegitimate ones can be decisive for a business.
Implement Stronger Rules
Employers must establish a code of conduct which is documented. Employees must be made aware that they must fall in line with these procedures.
A business must instill robust anti-bullying policies and monitor workers closely to prevent any unwanted behavior.
Most employees are likely to have a social media presence. To stamp down on potential cyber bullying in the workplace, companies can introduce a social media policy with a clear message that untoward behavior will not be tolerated.
Have dedicated personnel to handle complaints
Human Resources department is likely to play a significant role to combat bullying and harassment.
First and foremost, managers and staff must be educated through trainings. Preparing both parties would enable them to manage situations more effectively.
The second step is to have arrangements in place to monitor and investigate claims. A proper procedure must be enforced.
Having nominated workers in place will serve the employers and employees well.