Workplace bullying policy could become part of the federal workplace system

Workplace bullying policy could become part of the federal workplace system for the first time, if Workplace Relations Minister Bill Shorten's plan is successful.

Under the plan, bullied workers are allowed to take cases directly to the Fair Work Commission and have them listed within 2 weeks. Fines for bullies could be up to $33,000. Bill Shorten said the move could provide workers and their employers with a more timely and affordable method of resolving workplace bullying matters.

Key changes under the proposal include:

- A national definition of bullying and a national training system would be established.
- An investigation by police or state health and safety regulators would no longer be required before a worker could tackle a conflict.
- Safeguards would be implemented to prevent vexatious claims.

The legal position of an employer

Employers are responsible for helping to prevent bullying and harassing behaviour in the workplace. It is in their interests to make it clear to everyone that such behaviour will not be tolerated. The costs to the business may include poor employee relations, low morale, inefficiency and potentially the loss of staff. Training all staff about the standards of behaviour expected can make it easier for all individuals to be fully aware of their responsibilities to others.

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Source: The Herald Sun

Fair Work Australia dismissed a company's appeal over a worker's Facebook comments

Fair Work Australia (FWA) dismissed an appeal by a transport company, which tried to sack an employee for making derogatory comments about 2 of his managers on Facebook.

FWA found:
• Comments about the death of a Muslim terrorist were "distasteful", but within his right to free speech and could not be considered a personal attack on one of his managers, who is a practising Muslim.
• A comment referring to a manager as a "bacon hater" was in "poor taste".
• Sexual comments about a female manager were "outrageous", but most were made by his Facebook friends in response to his comment.
• The company did not have a social media policy and its induction training materials were inadequate grounds to sack the employee.
• The employee’s limited understanding of Facebook was relevant, but such claims of ignorance are likely to be viewed less favourably in the future as more people join social media websites.

The company launched an appeal but FWA upheld the original ruling.

The industrial umpire warned "Facebook conversations leave a permanent written record of statements and comments made by participants, which can be read at any time into the future until they are taken down by the page owner," the appeal panel said.

"Employees should therefore exercise considerable care in using social networking sites in making comments or conducting conversations about their managers and fellow employees."

Vocam Training Video
Social Media, Email and Online Etiquette
Workplace Bullying and Harassment
Maintaining a Harassment Free Office: Employees
Maintaining a Harassment Free Office: Managers

E-learning Courses
Social Media, Email and Online Etiquette – E-learning
Workplace Bullying and Harassment – E-learning
Maintaining a Harassment Free Office: Employees – E-learning
Maintaining a Harassment Free Office: Managers – E-learning
Available as part of TrainNOW. For more information, contact us or visit our website.

Source: http://au.finance.yahoo.com/news/linfox-loses-appeal-over-truckies-061015018.html