Steps to take to report bullying
Important:
You must document everything!. You must have documents because if you work at a toxic workplace be assured that there will be many untruths spoken about you and you will need the evidence to document your journey through bullying, unfair work practices and unfair dismissals.
Be prepared to request help. You should also follow up the request in writing.
Where you are not supported, talk to others about your situation. Even when others may be unwilling to help because they are concerned about reprisals, it may surprise you that they will speak to you in confidence.
You can seek help from your medical practitioner. Bullying and harassment is painful. You need to look after your health and well being at work when your toxic employer doesn't.
Supervisors
When bullied workers are distressed they usually report matters to their supervisors. That is, unless the supervisor is the bully in which case the request has to go up the chain of command. More often than not, supervisors are tasked in the first instance to support `duty of care' responsibilities within workplaces when matters are reported to them. Or, the supervisor would generally refer the worker to the HR department.
When a supervisor is weak and/or ambitious and the person bullying you holds a more powerful position, it is unlikely that the supervisor (who may lack integrity and a moral compass) will support you. The supervisor may instead choose to align with the bully. Herein begins the process of `mob' bullying. (There is much information about mob bullying on the internet).
HR Grievance Officer
When bullied workers don't receive support from supervisors they would usually bring matters to the attention of HR staff grievance officer. It is very rare that a bullied worker will not try to seek help if they are being bullied in the workplace although at times it is difficult to raise issues within an organization where there is a toxic culture. Bullied workers fear losing their jobs.
When a bullied worker raises concerns with the grievance officer, informal but written information about the bullying should be progressed to the appropriate area to ensure the welfare of the bullied worker. This is what the Health and Safety Act, 2011 requires of employers - that bullied workers are supported (duty of care) and if necessary, removed from an environment where they are being subjected to bullying. Bullying is also featured in the Fair Work Act 2009 (FWA) and offers protection to workers.
Union
The role of a union in supporting you is dependent on the resources and membership the union has in your workplace.
Some unions do not have the resourcing (even though they might suggest this) to provide you with the individualized support you require.
HR Director & Chief Executive
Ultimate responsibility for the FWA and the HSA rests with the HR Director and failing that, with the Chief Executive.
It is the HR Department's responsibility to support the bullied worker and if necessary, transfer the worker to another area of the organization on the basis of their `health and safety' so that there is distance placed between the bullied worker and the bully(ies). Where there is clear evidence that you are being bullied, appropriate steps should also be taken by the HR Department to hold the bully accountable. But this, does not happen in toxic organizations.
If all the above steps fail or if you are certain that your HR Department is complicit in the wrong doing while you have been taking every step possible to raise concerns: you need to escalate matters and if necessary go to the Fair Work Commission yourself!. If you aren't coping and need support, consider the services on offer through Work Rights Matter.
Reporting and documenting within timelines is important to ensure your work rights are protected or at the very least you are able to get the best possible outcome in your matter.
Click here for information on Services offered by Work Rights Matter.