This means that as an employer, you are responsible for the actions not only of your employees but also of your suppliers, customers or business contacts, even if you are not aware that one (or more) of this group is bullying, harassing or sexually harassing one (or more) of your employees in their place of work.
‘Place of work’ also extends to other venues such as work-related conferences and functions and so on.
Research by Kitt and Corbett (2007) identified the differences between management and bullying in the following terms: is expert in identifying the difference between ‘performance management’ and ‘bullying’.
The level of misunderstanding in this area is high and the consequences are significant.
This Act builds on the principles of equal opportunity for men and women and their right to earn a livelihood without fear of discrimination as stipulated in the Constitution.
This Act also complies with the Government’s commitment to high international labour standards and empowerment of women.
Destructive leadership behaviour is defined as the systematic and repeated behaviour by a leader, supervisor or manager that violates the legitimate interest of the organisation by undermining and/or sabotaging the organisation's goals, tasks, resources, and effectiveness and/or the motivation, well-being or job satisfaction of his/her subordinates.
Anyone with whom the employer contractually obliges the employee to come into contact (and possibly persons with whom the employee could reasonably be expected to come into contact) in the employee’s workplace or otherwise in the course of his or her employment may be the subject of a valid complaint of workplace bullying.
In the event of a claim being taken against you, you must show that you did everything reasonably practicable to prevent bullying, harassment or sexual harassment from occurring in the workplace, and, if it did occur, that you took immediate and decisive action to deal with it and prevent a recurrence.which sets out the general duty on the employer to do everything it can, as far as reasonably practicable, to ensure the safety, health and welfare of its employees including the reasonable prevention of bullying and stress-related injuries in the workplace.which details the procedures to be followed by both employers and employees to address bullying in the workplace.
The Code also provides guidance on the development of an anti-bullying/Dignity at Work policy.
The Labour Relations Commission has also published a code of practice on the subject.render the harassment and sexual harassment of employees unlawful. 78/2002 — Employment Equality Act 1998 [Code of Practice] (Harassment) Order 2002.
As an employer, you are legally obliged to take reasonable, practical steps to prevent harassment and sexual harassment occurring in the workplace in addition to reversing the effects of it when it occurs and preventing a recurrence.which was given legal effect in S. This code provides that employers should act in a preventative and remedial way in relation to harassment and sexual harassment at work.
Provisions made in the Protection against harassment of women at the workplace Act requires all public and private organizations to adopt an internal Code of Conduct and a complain and appeals mechanism aimed at establishing a safe working environment for working women.