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Dispute Resolution

Bullying Series Part 6: SPEAK UP About Suicide, Bullying, Toxic Culture and REAL HOPE

This video reveals a very candid discussion about suicide. It is an authentic discussion revealing issues we typically will not talk about. The information will expand on what you have thought about and extend beyond the typically narrow perspectives in the media.

It is the second video expanding more complex issues about suicide providing more information around the social issues around suicide. This video opens up real questions about what is democracy? The importance of values to unify people, the truth of equality, enlightenment, the adversarial legal system, lack of social support, stress, sorrow and pressure etc.

A Children’s Parliament is discussed to share a model highlighting humour and play, inclusivity, conflict resolution, values and creativity. She uses the example of climate change as a problem to be solved and providing a different way of seeing through REAL HOPE. This design could be modeled in enlightened companies or organisations that are focusing on working together for higher outcomes. But first we have to become authentic and be who we are.

Susan speaks about her experience in Russia with Dr. Patch Adams and the importance of starting a narrative on love. This word is never used in professional discourse yet it is the pink elephant in the room. It is the most important subject and it is what brings people together, produces happiness, healthy workplaces and will ensure stability to inspire people to stay happily in their workplace. Patch Adams travelled to Russia as a Peace strategy and to make a real difference. Clowns remind humanity of our true happiness.

This is for organisations that are seeking to genuinely engage in community development and honest dialogue. There has to be a genuine rethink about business and its impact on people and the planet.

Excellence will emerge from developing inclusive enlightened communities in workplaces and society.

Fair Work Commission: Anti-Bullying

https://www.fwc.gov.au/resolving-issues-disputes-and-dismissals/workplace-issues-disputes/anti-bullying

 

Introduction

From 1 January 2014, a worker in a constitutionally covered business who reasonably believes that he or she has been bullied at work can apply to the Fair Work Commission for an order to stop the bullying.

This section of our website contains information about:

  • what bullying at work is
  • who can apply for an order to stop bullying at work, and
  • the process to follow.

What is bullying at work?

Bullying at work occurs when:

  • a person or a group of people repeatedly behaves unreasonably towards a worker or a group of workers at work

AND

  • the behaviour creates a risk to health and safety.

Bullying does not include reasonable management action carried out in a reasonable manner.

Find out more

NOTE: The Commission can only deal with applications for an order to stop bullying if a worker is bullied while they are at work in a constitutionally covered business.

Bullying behaviour may involve, for example, any of the following types of behaviour:

  • aggressive or intimidating conduct
  • belittling or humiliating comments
  • spreading malicious rumours
  • teasing, practical jokes or ‘initiation ceremonies’
  • exclusion from work-related events
  • unreasonable work expectations, including too much or too little work, or work below or beyond a worker’s skill level
  • displaying offensive material
  • pressure to behave in an inappropriate manner.

However, in order for it to be bullying the behaviour must be repeated and unreasonable and must create a risk to health and safety.

Find out more

What is reasonable management action?

Reasonable management action carried out in a reasonable manner does not constitute bullying.

Reasonable management action may include:

  • performance management processes
  • disciplinary action for misconduct
  • informing a worker about unsatisfactory work performance or inappropriate work behaviour
  • asking a worker to perform reasonable duties in keeping with their job
  • maintaining reasonable workplace goals and standards.

However, these actions must be conducted in a reasonable manner. If they are not, they could still be bullying.

 

In this section you can find

Find out who is covered by the national anti-bullying laws, and answer the ‘Am I eligible?’ questions to check if you are eligible to make an…
Find out the eligibility requirements for making an application for an order to stop bullying at work.
Find information on the kinds of action you can take to help you manage and possibly resolve workplace bullying matters before making a formal…
Read an overview of the Commission process once an application to stop workplace bullying is lodged.
Find out how to make an application for an order to stop bullying, including which form to use, and how to lodge your completed form with the…
Find descriptions of some common terms used throughout the workplace bullying process.
Find information on how Commission staff can help, who else can help with bullying at work, where to get advice from, and links to accessibility…