Workplace Harrassment, Bullying and Violence - Campbelltown City ...

Campbelltown City CouncilPrinciples1. All members of Council, including Councillors, will ensure their behaviour is appropriate and inaccordance with this and other relevant Council policies and procedures.2. Directors, Managers, Coordinators, Supervisors and Team Leaders will monitor and preventharassment, bullying and violence in workplaces under their control.3. Council will make every reasonable effort to distribute and publicise this Policy Statementthroughout the organisation and elsewhere as appropriate.4. All employees will be provided with awareness and prevention training in workplaceharassment, bullying and violence.5. Council will take all allegations of workplace harassment, bullying and violence seriously andtake action to promptly address the matter, including eliminating the potential for suchbehaviour to reoccur.6. Council will deal with complaints of workplace harassment and bullying in accordance with theGrievance and Dispute Handling Procedure. With regard to workplace violence, Council willendeavour to settle all complaints within the workplace wherever possible.7. Nothing in this policy will be construed as excluding the involvement of any external bodycompetent to deal with alleged workplace harassment, bullying and violence.8. Council recognises that employees may work in locations which place them at a higher risk ofbeing involved in a workplace violence incident. Management will identify hazardous workareas and implement control measures to prevent or minimise the risk of employees beingexposed to workplace violence incidents.9. Senior management will maintain close relationships with the police to ensure their full supportin dealing with workplace violence incidents.10. Employees should report all work areas which they consider may be a high risk area forworkplace violence.11. All victims of workplace harassment, bullying and violence will be provided with access toappropriate counselling, mediation and other forms of employee assistance.12. Complainants will be given as much protection as possible to avoid victimisation or retaliation.If an investigation results in the transfer or relocation of an employee or employees, thecomplainant will not be transferred or relocated without his or her agreement.13. If it has been found that an employee has been subjected to workplace harassment, bullying orviolence their employment status with Council will not be disadvantaged in any way.14. Any employee found to be responsible for harassment or bullying will be disciplinedappropriately. Those in authority who knowingly tolerate such behaviour are also guilty ofmisconduct and could be held legally liable under the principles of vicarious liability.15. Penalties for breaches of the policy may range up to and including termination of employment.16. Council will keep all information confidential to protect both complainants and the allegedoffenders.ResponsibilityGeneral Manager Ensure that Council meets its commitment to this policy. Foster the development of a culture within Council that is respectful of individual employees,and discourages bullying and harassment of any sort. Act in a manner which provides an example of good workplace behaviour. Ensure that there are adequate resources and staffing for the effective implementation of thispolicy. Ensure that al Directors, Managers, Coordinators, Supervisors and Team Leaders arecommitted to ensuring the workplace is safe and free from workplace harassment, bullying andviolence.Directors, Managers, Coordinators, Supervisors and Team Leaders Take all reasonable steps to ensure that their workplaces are free from all forms of workplaceharassment, bullying and violence. Provide an appropriate professional level of leadership that ensures that all employees aretreated with dignity, respect and compassion.DATA AND DOCUMENT CONTROLDW:2677824 Page: 4 of 5 Print Date: