Delegates Handbook

Workplace bullying
Everyone in the workplace deserves to be treated with dignity and respect. No one should suffer bullying or harassment
while going about their work. (See 5.4 for harassment and discrimination).
Bullying is commonly defined as repeated, unreasonable behaviour directed towards a worker or group of workers that
creates a risk to health and safety.
Repeated behaviour refers to the persistent nature of the actions and can involve a range of behaviours over time.
Bullying commonly involves a series of diverse incidents such as abuse (verbal, physical or emotional), misuse of
workplace systems (unreasonable denial of leave or training opportunities and practical jokes).
Unreasonable behaviour is that which a reasonable person, having regard to all the circumstances, would find
unreasonable, including behaviour that is offensive, humiliating, intimidating, degrading or threatening.
Behaviour that did not intend to humiliate, offend, intimidate or distress, but which did have this effect and should
reasonably have been expected to do so, is still classed as bullying.
Where unintended bullying occurs, and the person is made aware of the effect of their behaviour early on, there is a
good chance the person will change their behaviour and stop.
Bullying is NOT:
• a single incident of unreasonable behaviour – however, it may be harassment or may have the potential to escalate
to bullying and should be dealt with quickly. it should not be ignored
• reasonable managerial actions that are fair, equitable and comply with policies and procedures
• differences of opinion – however, it may have the potential to escalate if not acted on.
Psychological injury or “stress” as a workers compensation issue
When a member has sustained a psychological or stress related injury, they must follow strict guidelines in order for their
workers’ compensation claim to be accepted.
See section 5.3 Workers compensation and injury management: the steps to follow and the workers compensation/
workplace injury guidelines.
Organising around work health & safety issues
Psychological hazards can be approached in the same way as other WH&S concerns.
Where the hazards are seen as systematic within the workplace and affecting a number of members, delegates are
encouraged to use the strategies outlined above.
Delegates can also use the process outlined in 5.5 to assist members to pursue a grievance.
48 | Delegates Handbook