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We all know that bullying and harassment, in any part of life, is unsatisfactory yet we have all heard situations of it happening, whether in the educational school playground, in the home or in the workplace. A person who will be bullied or harassed will feel stressed and anxious, their confidence levels will likely be affected, they may begin to isolate themselves from other people and their work and house life may turn to suffer. The person being bullied may start taking a lot of time off work, may no longer be able to keep to deadlines and may no longer be able to maintain good relations with their colleagues in the workplace.

How to handle it if you are an worker being bullied

It is a good idea to try and solve the problem informally in the first instance by talking to your colleagues and employer if you are experiencing bullying or harassment in the workplace. However, then the next step would be to make a formal complaint and follow your employer's grievance procedure if this does not resolve the problem. If a worker is forced to resign as a result of bullying they may have the ability to make a claim for constructive dismissal.

What direction to go if you are a boss.

Employers have duty of care to workers to make certain their safety and health into the workplace and also this includes dealing with bullying and harassment. Bullying and harassment might have an effect that is extremely detrimental the victim's health. The employer must take reasonable steps to stop the bullying and harassment from continuing. It is really in the boss's interest in order to avoid any bullying and/or harassment in the workplace because, in addition to being illegal and immoral, it may have a effect that is detrimental staff morale and production, which often may impact the overall running associated with company. Companies must be sure it clear that bullying and harassment will not be tolerated in the workplace and will be taken extremely seriously that they have a bullying and harassment policy in place and make.

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Suggestion no. 2: Evenhandedly enforce your policy, without exclusion.

In the event that you determine that the policy happens to be violated, enforce that policy -- regardless of the offender's place within the organization! [Easier said than done? Maybe. But think about the appropriate and employee relations consequences of doing otherwise.]

Suggestion number 3: implement harassment/discrimination that is user-friendly complaint and investigation procedures.

Provide multiple options for registering complaints -- written, hot-line, in-person (e.g., supervisor, senior supervisor, HR) -- including one or more female and with just as much diversity as possible
Designate (and train) male/female teams for complaint investigation

Tip number 4: Communicate the policy and procedures.

On paper -- worker handbook, bulletin panels, e-mail, memos, company's website
Verbally -- new hire orientation, division meetings, one-on-one
Reinforce periodically with in-person statements by senior management and instant supervisors

Suggestion number 6: Train all workers:

The essence and range of relevant rules along with your policy
How exactly to avoid all forms of discrimination and harassment
How exactly to respond (including procedure that is complaint to harassment/discrimination

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