\n\tWorkplace Bullying has been a hot topic for several years now, but the definition in the workplace context has been continually refined by verdicts on new cases. The key terminology to be considered are ‘repeated’, ‘unreasonable’, and ‘risk to health and safety’ – the latter of which may be physical or psychological. Bullying can be downward, upward, or sideways in hierarchical organisations.<\/p>\n
<\/p>\n
\n\tPassive ‘unreasonable’ behaviour may also be considered bullying – for example:<\/p>\n
<\/p>\n
\n\t· A manager or organiser continually failing to invite a particular staff member to important meetings;<\/p>\n
<\/p>\n
\n\t· A manager or organiser repeatedly setting unreasonable deadlines or workloads that an employee in that position would not ordinarily be able to meet within their working hours; or<\/p>\n
<\/p>\n
\n\t· An employee repeatedly mocking or undermining a manager in meetings.<\/p>\n
<\/p>\n
\n\tWhile single incidents do not classify as bullying, reports of single incidents should still be treated seriously as, if ignored, they could easily escalate into a bullying scenario causing more problems down the track.<\/p>\n
<\/p>\n
\n\tFair Work Australia provides the following examples of behaviour that may be considered bullying:<\/p>\n
<\/p>\n
\n\t· Aggressive & intimidating conduct.<\/p>\n
<\/p>\n
\n\t· Belittling or humiliating comments.<\/p>\n
<\/p>\n
\n\t· Victimisation.<\/p>\n
<\/p>\n
\n\t· Spreading malicious rumours.<\/p>\n
<\/p>\n
\n\t· Practical jokes or initiation.<\/p>\n
<\/p>\n
\n\t· Exclusion from work-related events.<\/p>\n
<\/p>\n
\n\t· Unreasonable work expectations, such as setting tasks that are unreasonably above or below an employee's ability, setting timelines that are very difficult to achieve.<\/p>\n
<\/p>\n
\n\t· Pressure to behave in an inappropriate manner.<\/p>\n
<\/p>\n
\n\t· Verbal abuse.<\/p>\n
<\/p>\n
\n\t· Putting someone down.<\/p>\n
<\/p>\n
\n\t· Interfering with someone's personal property or work equipment.<\/p>\n
<\/p>\n
\n\t· Unjustified criticism or complaints.<\/p>\n
<\/p>\n
\n\t· Deliberately denying access to information or other resources.<\/p>\n
<\/p>\n
\n\t· Withholding information that is vital for effective work performance.<\/p>\n
<\/p>\n
\n\t· Deliberately changing work arrangements, such as rosters and leave, to inconvenience a particular employee or employees.<\/p>\n
<\/p>\n
\n\t· Excessive scrutiny of work.<\/p>\n
<\/p>\n
\n\tIt should be noted that similar behaviours which target a victim because of certain personal attributes – for example gender, race, or religion – may fall under harassment and discrimination rather than bullying. <\/p>\n
<\/p>\n","protected":false},"excerpt":{"rendered":"
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