What do you do if you know or suspect that the culture is bad & that bullying & sexual harassment is happening, but you don’t have any proof or actual complaints.
This can be tough as you have a duty of care to take all reasonable steps to provide a workplace that is free from bullying & sexual harassment, so I recommend a 3 step approach.
1. Conduct training to outline what bullying & sexual harassment are, the behavioural expectations of your organisation…Continue
Having investigated 100s of workplace bullying/harassment complaints and conducted many training sessions. I have found that the requests/engagements have always come from the HR department or another senior manager (if there is no dedicated HR) but never from a manager involved in safety or WHS.
Would a shift in responsibility for the handling of bullying and harassment complaints and training from HR to WHS/HSE affect the process and how bullying and harassment…Continue
How many of you have encountered the problem when a complaint is made but the complainant tells you that they don’t want the matter investigated
I often get asked by HR professional and managers, “What do I do if someone makes a complaint and then says that they don’t want me to do anything, they just wanted me to know.”
Despite what people think this is not a difficult situation, it becomes all about ownership of the complaint.
Once someone has made a complaint…Continue