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Workplace Bullying…How To Know If Your Boss Is Really The Devil?

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18 November 2022

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Workplace bullying is not a new phenomenon. In fact, it can be traced back to the 16th century, when Hieronymus- Johannes Callidorus-Meletus, a Greek ecclesiastical historian who also happened to be an Archbishop of Alexandria in Egypt, was bullied at work.

 

Workplace bullying is still as rife as it was almost 500 years ago – but only now do we understand why this behaviour has such a detrimental effect on those targeted. The problem with Meletus and his experience of being bullied at work is that the word ‘work’ in these circumstances does not refer to an activity, but rather to an identity. Meletus felt that he was being bullied because he was — above all else — a worker.

 

In the 21st-century workplace bullying comes in many forms and affects employees from all walks of life. This article explores what workplace bullying looks like and how you can recognise it if you are being targeted by your boss or co-worker.

 

What does workplace bullying look like?

When analysing the different types of bullying, it’s important to remember that bullying is a behaviour, not a person. This means that in order to identify and prevent bullying in the workplace, it’s essential to analyse the behaviour of the aggressor.

 

The following are some common forms of bullying:

 

Verbal assault: This can take the form of shouting, name-calling, or even threats or insults. This type of bullying can also include the use of sarcasm or humour.

 

Social isolation: When a person is socially isolated in the workplace, their co-workers will either ignore them or actively avoid them. Social isolation can also include having one’s colleagues refuse to engage in activities with the person who is being isolated.

 

Worsening work conditions: This can include things like increased workloads, smaller workspace, or fewer resources.

 

Physical aggression: This can comprise violent physical contact, such as hitting, shoving, or kicking.

 

Bullying in the workplace: Co-workers who are bullies

Co-workers who are bullies don’t necessarily have to be supervisors or managers. What’s important to remember is that individuals who are bullies come in all shapes, sizes, and job roles.

 

Bullying can take the form of a group of people ganging up on one person. It can also be a group of people who are constantly undermining the authority of an individual who is trying to do their job. This can include spreading malicious rumours about them or making it difficult for them to do their work.

 

Bullying in the workplace: Your boss is a bully

This is the most common scenario for workplace bullying. If you are bullied by your boss, you may notice that he or she does the following:

 

Treats you differently from other employees. You might be the only one who is given criticism, or the only one who receives harsh feedback.

 

Treats you unfairly. Your boss treats you differently from other employees in terms of either what you are responsible for doing or the time frame in which you have to complete it. Interferes with your ability to do your job. Your boss might constantly interfere with your ability to do your job, such as by conducting surprise inspections of your work.

 

Bullying in the workplace: A bully is also a co-worker and your boss.

It is not uncommon to have a bully who is both a co-worker and the person you report to. This person will have the power to make your life a living hell simply because they can, and you have no way of protecting yourself.

 

In this case, you may notice that your bully does the following:

 

Uses his/her power as a tool for abuse. Your bully might use his/her power to make your life difficult. This can include excessive criticism or refusing to listen to your input.

 

How to deal with workplace bullying.

 

If you suspect that you’re being bullied at work, there are a few things that you can do to protect yourself:

 

Document everything. Keep a record of everything that happens to you at work. This includes everything that your bullies say to you and do to you, as well as anything that your co-workers do that makes you feel uncomfortable. Keep track of the date and time when these things occur, as well as the names of the people who are responsible. This will help you to be able to provide a clear depiction of what is happening to you.

 

Seek help from your HR department. Many companies, especially large ones, have dedicated officers who are trained in dealing with workplace bullying. If you’re being bullied, you may want to consider speaking with your HR department about the situation.

 

Final Words: Takeaway

There are many different types of workplace bullying, and it can be difficult to navigate your way out of the situation if you’re being targeted by your boss or co-workers. Keep track of what is happening to you at work, and consider speaking with your HR department. Whether you’re being bullied by a supervisor or a group of employees, there are ways to get out of the situation.

Jolasers can help assist with your complex investigation.

Informative Video 

 

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The Objective of a Workplace Investigation

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16 November 2022

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When a problem is reported in the workplace, it’s the job of human resources (HR) professionals to look into it and figure out what happened. They need to conduct an investigation to uncover the facts and take action if necessary. Unless you work for yourself or are part of a very small company, chances are that your HR department handles all investigations.

 

HR may bring in external investigators as needed, but their main role is handling these issues from start to finish. An investigation is a methodical process with specific goals and questions in mind. It’s not simply an interview where one party asks questions and another answers them – there’s a strategy behind every step of the process. The primary objective of any workplace investigation should be identifying the cause of an issue and determining how to prevent its recurrence in the future.

 

What to look for during an investigation

The first step of any investigation is to carefully observe the situation. This means looking at the facts of the situation, the behavior of the people involved and the environment where the incident took place. When observing the facts, it’s important to gather as much data as possible about the incident that triggered the investigation. When observing people’s behavior, try to get a sense of why they acted the way they did. This includes their feelings and intentions as well as their words and actions.

 

Interviewing witnesses and gathering evidence

The next step is to interview all witnesses involved in the situation. Investigators should interview the complainant and the person accused of wrongdoing as well as any other people who have significant information to add.

 

If it’s a criminal offense or could result in termination, employers should be careful not to put people on the spot. Instead, they should provide written documentation that explains why they’re being interviewed and how they can exercise their right to remain silent if they don’t wish to answer a particular question.

 

All interviews should be recorded either audibly or via a typed statement and each person should sign a form acknowledging that they understand their rights and have been provided with a copy of the recording. As investigators collect witness statements and evidence, they should be looking for patterns and inconsistencies. Patterns may indicate that a general problem exists in the workplace. Inconsistencies may show that a specific person was not responsible for an incident.

 

Determining the cause

Investigators should consider all factors when trying to determine the cause of an incident. They should consider the facts as well as the human factors that contributed to the situation – including the personalities, emotions and motivations of all the people involved. Investigations often consider root causes like the type of work being done, the culture of the workplace, communication issues and the quantity and quality of training and supervision.

 

Taking corrective action

After investigating the incident, the HR department may conclude that the worker who made the comments was simply joking around with his co-workers. However, the comments made the other person feel uncomfortable and offended. This is a situation where corrective action should be taken. The worker responsible for the comments could apologize to the colleague who felt offended and seek to avoid making similar comments in the future.

 

Another option would be to recommend that the co-workers take the conversation to another venue where the colleague feels less threatened. If the situation warrants it, the company could also decide to discipline the worker responsible for the comments. If a manager is involved in such an incident, HR will often recommend a more severe corrective action than would be appropriate for an employee of a lower rank.

 

Conclusion

The workplace investigation process is an important one. It helps to eliminate or minimize the effects of sexual harassment, discrimination, and other types of misconduct. And while these incidents are unfortunate, they’re also very common. In one poll, more than half of people said they’ve experienced workplace misconduct in some form. Thankfully, most investigations result in findings that help companies take steps toward solving problems and making their workplace safer and more respectful.

Jolasers offer a comprehensive workplace investigation service in Melbourne and Regional Victoria

Check This Workplace Investigation Video Out

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The Goal of a Workplace Investigation is to Better Understand The Facts and Details Around a Workplace Complaint.

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14 November 2022

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When you receive a complaint, it’s natural to feel blindsided and confused. How could someone possibly think this organization is doing something wrong? Isn’t everything being handled appropriately? But then again… maybe we should investigate this complaint and see if there is any validity to what the person has told us.

It can be scary when anyone comes forward with a complaint about your workplace or your management team. It can make you feel exposed. You may fear that it will damage your reputation, and rightfully so. But as leaders, we need to trust that the best way to restore trust from our employees and colleagues is by handling these situations with grace, honesty, integrity, and transparency. A workplace investigation can help you do just that.

 

What is a workplace investigation?

A workplace investigation is a process that helps you understand a situation by collecting facts and data. The goal is to better understand the situation, identify the root cause(s), and make recommendations on how to solve the issues that were brought to the surface by the investigation.

The investigation process varies depending on the complexity of the complaint. Complaints often bring to the surface a range of emotions and feelings, which can greatly impact how employees communicate their concerns. This communication can range from a simple conversation with a manager to a formal grievance filed with human resources (HR). The investigation process also varies depending on the type of complaint, and whether or not it is legally actionable.

 

Why conduct an investigation?

Employees who feel safe raising concerns and bringing issues to light are the ones who have the most positive impact on your organization. New research on the science of complaining shows that complaining can be a powerful force for good.

It can be a catalyst for bringing about change – as long as the complaint is legitimate. It is crucial to establish a culture where people feel safe to speak up when they see something wrong or want to suggest an improvement. This is especially important when it comes to managing employee relationships, including complaints about the management team. To create a safe place for employees to voice concerns and complaints, you need to first recognize that it’s not about you. It is about the staff and their experiences.

 

Defining the scope of an investigation

When an employee contacts you with a complaint, you have to first decide if it is appropriate to investigate the issue. Complaints can range from a simple difference of opinion to potential legal violations. You need to know when it is appropriate to investigate a complaint and when it is not. For example, an employee complains that you are “too hard on employees.” This may fall into the “difference of opinion” category. What would be more appropriate to investigate would be an employee complaint that your manager is making racist comments and treating some employees differently based on their race. Some complaints are legally actionable, while others are not.

 

When to use outside help

If the complaint is serious, you need to be strategic in how you approach it and who you call on to be part of the investigation team. In these cases, you should consider bringing in an outside party to conduct an investigation, such as a private investigator, lawyer or HR consultant. Investigations involving complaints of sexual harassment, discrimination, and bullying are legally defined as “investigations” (not surveys or assessments). If the complaint is one that could result in a lawsuit, you must get help from a neutral third party, like a private investigator, lawyer or HR consultant.

When you call on an outside party for assistance, be sure to tell them about the complaint, what is needed from them, and the timeline for the investigation. You should consider bringing in outside help when the complaint is serious. It is best to have an outside party conduct the investigation so that the employees involved do not feel pressured, and feel they are being treated fairly.

 

When to bring in the big guns: Legal Counsel

There are some situations where you should definitely bring in the big guns and get legal counsel to help you with the investigation. This is when the complaint could lead to a lawsuit. Legal counsel will conduct the investigation, collect evidence, and give you recommendations on the next steps. In some cases, legal counsel may take over the entire investigation, including interviewing witnesses and collecting evidence.

 

Conclusion

The most important thing to remember when a complaint is brought to your attention is to stay calm and collected. You don’t want the person to feel like you are attacking them.

When you receive a complaint, make sure you have an action plan for how to respond. Develop an investigation plan that is appropriate for the complaint. Make sure the person bringing the complaint is aware of what actions you will be taking and when. Stay as transparent as possible and make sure you are gathering all the facts before you make any knee-jerk decisions about the complaint or its source. Investigate the complaint with care, compassion, and a desire to create positive change.

Jolasers have a long history of conducting complex workplace investigations in Melbourne and Regional Victoria. 

Informative Workplace investigation in Melbourne video.

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What To Do If An Employee Alleges Workplace Misconduct.

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31 October 2022

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In today’s business world, companies are under increasing scrutiny from regulators and third parties. Decreased trust in businesses is a factor in why consumers are becoming more conscious of company ethics.

 

Working ethically and effectively is challenging for businesses that are operating at capacity and trying to maintain high standards of integrity. In any workplace, issues may arise where an employee feels something unethical has taken place or that an employee has engaged in misconduct that threatens the reputation of the business or puts other employees at risk.

 

If an employee makes a claim you believe to be unfounded, there could be significant consequences if your response is not appropriate under the circumstances. It’s important to know what to do if an employee alleges workplace misconduct so as not to create legal liability for your company.

 

Step One: Take note of the details

When an employee first comes to you with a complaint, it’s important to be empathetic and hear the employee out. Take note of the circumstances and ask for details about the employee’s version of events.

 

If an employee has filed a formal complaint with human resources, it’s best to wait for the results of an investigation before taking action. This allows you to respond to what actually occurred and allows you to take appropriate action based on the facts. If a complaint or allegation comes from one employee to another, it’s important to have a conversation in private. A conversation in public can create an unhealthy work environment, especially if the allegations are of a sensitive nature. If the complaint is about you or another executive, having a conversation with a third party present can help to avoid any misunderstandings.

 

Step Two: Consult a lawyer

If the allegations made by an employee are serious, it’s best to consult a lawyer even before you engage with the employee. This will allow you to understand how to respond to the allegation and whether or not it’s necessary to take action against the employee bringing the complaint. While you don’t want to obstruct the investigation process with an over-defensive approach, you also don’t want to be blindsided by accusations that are not accurate.

 

If the allegation is initiated by an employee but is general in nature, you may not need to consult a lawyer. However, if the complaint involves a specific employee or is of a sensitive nature, it’s best to have a professional help you navigate the conversation.

 

Step Three: Evaluate the allegation

If an employee has made a complaint, it’s important to take time to understand the allegation and consider the ramifications of the situation. You don’t want to respond to the situation in a way that makes the situation worse, but you also don’t want to allow the situation to fester.

Take time to understand why the employee feels the way they do and consider their perspective. That said, you also need to be able to respond appropriately to the specific allegation.

 

Communicate the company’s policies and the expectation that employees are responsible for upholding those policies. If the complaint is against you, you may want to consider bringing in an outside investigator to investigate the complaint. Ultimately, you want to demonstrate that you are willing to investigate the complaint thoroughly and impartially.

 

Step Four: Hold a meeting to address employee concerns

If the complaint is general in nature and doesn’t involve a specific incident, you may want to invite the employee to a meeting to discuss their concerns in a neutral environment. This can give you the opportunity to respond to the employee’s concerns and it can help to diffuse the situation. It can also be useful if the employee has multiple concerns about a variety of policies, procedures, or practices in the workplace.

 

Holding a meeting can help you to identify the issues causing the employee concern so you can work to correct them. If the complaint is tied to a specific incident, you may want to consider holding a meeting with the involved parties. This can give the employee bringing the complaint an opportunity to explain their concerns and it can give you the opportunity to respond.

 

Step Five: Take disciplinary action if warranted

If an investigation concludes that the employee’s complaint has merit, it’s important to take appropriate disciplinary action. This can vary depending on the nature of the complaint. If the complaint has to do with work performance, you may want to consider a written warning against the employee.

 

If the complaint is about a violation of the company’s policies or code of conduct, you may want to consider a written or verbal warning. If the complaint is about a violation of company policy or code of conduct, you may have to make a decision about termination. Be careful in this situation as an employee can bring a wrongful termination lawsuit against the company, particularly if they believe they were terminated because they brought a complaint.

 

Conclusion

When an employee comes to you with a complaint or allegation, it’s important to respond appropriately and not overreact. Take note of the details of the complaint, evaluate the allegation, and respond based on the facts.

 

If the complaint is legitimate, take disciplinary action against the employee who is the subject of the complaint and consider making adjustments to company policy or code of conduct to prevent similar situations in the future.

 

If the complaint is unfounded, you may want to consider bringing the complaint to the attention of the third party who made the request for information. In any situation, it’s important to respond appropriately and not create liability for the company.

Contact Jolasers to discuss any workplace misconduct issues.

A video detailing workplace misconduct.

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How To Tackle Gaslighting Grievances In The Workplace.

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29 October 2022

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Gaslighting is a form of emotional manipulation in which someone tries to make another person question their own reality. It often occurs in abusive relationships and can be difficult to identify.

 

Unfortunately, gaslighting can also take place at work, as some colleagues may attempt to manipulate others for their own ends. Despite the sinister connotations, gaslighting has little to do with lighting or fire — it’s actually a word originally from acting that refers to when someone is trying to trick you by convincing you that something that isn’t so, is so; or vice versa. In this article, we explore what gaslighting at work means, how it can happen and what you should do if you suspect a colleague is attempting to gaslight you.

 

What is Gaslighting in the Workplace?

Gaslighting in its most extreme form can be difficult to identify, as the manipulator will try to convince the victim that their own feelings are incorrect. This can lead to the victim questioning their own sanity and becoming increasingly isolated.

 

Gaslighting doesn’t always happen in the workplace, but it can. If a colleague is trying to manipulate you, it can make you feel stressed, anxious, and even paranoid. If you think a colleague is trying to gaslight you, you should try and identify the signs. By knowing what to look out for, you’ll be able to put a stop to the manipulation and regain your confidence.

 

There may be times when you aren’t sure whether you’re being treated fairly at work. You may also be in a situation where you feel as if you’re being given the wrong end of the stick.

 

How to spot gaslighting in the workplace

Unwarranted criticism – If a colleague’s criticism of you doesn’t seem justified, it could be an attempt to undermine you. If you can’t see any flaws in your work, the criticism could be unfair or even be a form of gaslighting.

Denying your achievements – Some colleagues may try to invalidate a promotion or praise that you’ve received, as a way of bringing you down a peg or two. This is another example of gaslighting.

Unreasonable requests – A manager who gives you unreasonable instructions or expects you to take on too much could be trying to make you feel stressed, or even trigger you into leaving the company.

Presumptuous remarks – Some colleagues may seize on an innocent comment and take it too far. For instance, if you say you’re going to the gym, a colleague may say, “I hope you’re going to lift some heavy weights.” This could be a way to subtly mock you.

Excessive criticism – Criticism is part of the workplace and can often be constructive. However, if a colleague is constantly criticizing you for no apparent reason, or making you feel as if you’re under a microscope, it could be an attempt to intimidate you.

 

What to do if you’re being gaslighted at work

If you’re being gaslighted in the office, you may feel as if you’re going crazy. You’ll likely feel confused and anxious and may start to feel as if you’re struggling to cope. You may try to seek solace in colleagues, but they may not understand what you’re going through, as they’ve probably not been gaslighted themselves.

 

If you suspect you’re being gaslighted, you should try and set some boundaries with your colleague. This may involve having an honest discussion and explaining that you’re finding their behavior distressing. Be careful not to confront someone who is clearly trying to provoke you and turn the situation into a shouting match.

 

If you can’t confront your colleague directly, you may want to consider involving your manager. If you don’t feel comfortable doing this, you could ask a trusted colleague to talk to your manager on your behalf. However, be careful not to make accusations, as you may be treated as if you’re gaslighting your colleague.

 

Confronting a gaslighter in the workplace

As previously mentioned, confronting a colleague who is gaslighting you can be difficult. You’ll first want to make sure you have your facts straight, as you don’t want to make a false accusation or be wrongly accused of gaslighting.

 

You’ll also want to be careful not to react in a way that could lead to a shouting match. When you confront someone who is gaslighting you, it’s important to remain calm and not lose your temper. State your case calmly, but confidently. If you’re accused of gaslighting, you can defend yourself by explaining that you haven’t done anything wrong.

 

Resolving a gaslighting grievance through dialogue

If you’ve been targeted by a colleague who is gaslighting you, it’s important to try and resolve the situation as quickly as possible. It may not be possible to stop the person from bullying you, but you may be able to minimize the effects.

 

Try not to take the person’s behavior personally. Keep a record of events, and report any incidents to your manager as soon as possible. You may also want to consider making a complaint to your company’s HR department. Keep an open mind, and try to avoid getting drawn into the other person’s drama. Some colleagues may gaslight others because they’re feeling insecure about themselves. You might find that the bullying eases off if you treat the person with respect.

Contact Jolasers if you have a gaslighting issue in the workplace.

Click here for video on investigations in the workplace.

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Remote Workplace Harassment Has Become An Issue.

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27 October 2022

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As companies continue to explore the opportunities that remote work presents, working from home has become more common.

For some employees, this has meant an opportunity to reduce their commute time and costs while also saving on petrol and other expenses associated with commuting to work every day. For others, it’s been a challenge as they attempt to manage remote workplace harassment. Keep reading for information on why this is happening and how you can address it in your company.

 

What is remote work?

Remote work is any form of employment that doesn’t require employees to be in the office regularly. Although it’s commonly associated with employees who work from home, remote work can also include telecommuting, working from a co-working space, or working remotely with a distributed team.

 

In most cases, remote work is chosen by employees, but there are circumstances in which it may be recommended by a doctor due to an employee’s health condition or disability. Whatever the reason for working remotely, there are certain challenges that come with the territory.

 

The problem with remote work

Remote work can be a great way for employees to build a strong work-life balance, but it can also put them at risk for workplace harassment. This is because employees who work remotely tend to have less frequent and less direct contact with managers, coworkers, and other employees than their in-office counterparts do.

 

This lack of direct and regular contact in the workplace can make it harder for employees to recognize and report harassment. Additionally, remote work can be challenging for employers who may not have the resources or knowledge to keep up with different state laws related to workplace harassment. For example, in many states, employers must have a written policy against harassment as well as a procedure employees can use to report harassment.

 

If a company doesn’t have these policies and procedures in place, or if they aren’t following them correctly, their employees may not know how to report workplace harassment.

 

Strategies for combating remote work harassment

Thankfully, there are a few strategies you can use to combat remote work harassment. They include:

 

Offer trainings and educate employees on harassment – The best way to avoid workplace harassment is to prevent it from occurring in the first place. For this reason, employers should offer trainings and education on harassment and have regular discussions about appropriate workplace behavior. If you have employees who work remotely, you should include them in these discussions as well.

 

Have clear policies and procedures in place – Make sure you have policies and procedures in place related to harassment, including a clear procedure for reporting abuse.

 

Have a robust employee communication strategy – Make sure your employees know how to communicate with you and one another. Include information in your employee handbook on how to use communication tools like chat, email, and texting.

 

Conduct regular audits to monitor remote work – Regularly audit the work your remote employees are doing, whether that be checking their work, reviewing their work product, or both.

 

Consider using an abuse-prevention software – A remote work abuse-prevention software can help you identify and report instances of harassment.

For an informative video on workplace harassment click here.

Click Here to contact Jolasers for more info.

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The Differences Between Workplace Bullying and Harassment.

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25 October 2022

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When individuals think of workplace bullying, images of high school come to mind. You picture a group of mean girls or boys who are out to bring another employee down; someone who is treated inhumanely by their peers and made to feel small as a result. These are the things that come to mind when you hear the words “workplace bullying”. And while these things can very well be part of a more sinister plot, there is more than one kind of workplace bullying. In fact, there are different types of bullying even within the world of work. Understanding what makes each category unique can help you figure out if you have been victimized by workplace bullies or if you’re just dealing with an office jerk.

 

What Is Workplace Bullying?

For the sake of clarity, when we’re talking about workplace bullying, we’re talking about a specific subcategory of bullying. The other categories are workplace discrimination and workplace harassment.

 

The general definition of workplace bullying is defined as the use of abuse in the form of verbal or non-verbal aggression, which can be repeated over time that creates a hostile or threatening work environment. The key here is “repeated over time,” as bullying could also exist in one-off instances, but has not been classified as such.

A good way to think about workplace bullying is to imagine a bully who won’t let you go. They may confront you once or twice, but after you stand up for yourself, they move on. But a workplace bully won’t stop. They’re constantly coming after you, and the things they say and do are often over the line.

 

Why People Bully at Work

Bullying can happen in almost any workplace, but it is usually seen in organizations where hierarchy and strict job roles are valued above all else. For example, the military, law enforcement, and health care. Because of the nature of those jobs, people are often under a lot of stress. This can lead to feelings of resentment, frustration, and even a desire to hurt others.

 

Bullying is a way of taking out these emotions in a non-physical way. Often, people who bully at work are trying to make themselves feel more powerful and important. They may feel threatened by someone who is smarter or more competent than them, or they may simply dislike a co-worker for whatever reason. Bullying is a way for someone to tear another down, without leaving a visible mark.

 

Workplace Violence vs. Bullying

The key difference between workplace violence and workplace bullying is that workplace violence is physical. It can include threatening with a weapon (even if it isn’t actually used), or an act of violence that leaves a visible mark like an injury or broken property. While workplace bullying can be physical at times, it is usually verbal.

 

You can see signs of it in the form of constant social isolation, verbal threats of violence, or aggressive language when addressing a colleague. Bullying can be very serious because it can sometimes lead to violence. A person who is being bullied might feel resentment and become angry. They might even “snap” and act out violently towards their coworker.

 

What is Considered Harassment?

Harassment is a form of discrimination that comes in many different varieties. There are two main types of discrimination, which is when an individual or group of individuals are treated less favorably because of a trait. Examples of traits that can lead to discrimination are race, ethnicity, religion, gender identity, sexual orientation, age, and so forth.

 

And then there is harassment, which can either be sexual or not. Sexual harassment is when an individual is treated unfavorably because of their membership in a protected group, and the harasser uses a person’s sexuality as a weapon. For example, sexual harassment against a woman might include unwanted sexual advances, or making sexual comments or jokes in the workplace.

 

Types of Harassment in the Workplace

Even though we’ve established that there are two main categories of discrimination, there are actually many different types of harassment. You can experience more than one type of discrimination and harassment at the same time. If you feel that you are being discriminated against at work, or are being bullied, you should report it.

 

Racial Discrimination: This is when an individual is treated less favorably than others because of their race or ethnicity. Examples include receiving less desirable work assignments, being overlooked for promotions, or being subjected to racial slurs and name-calling.

Sexual Harassment: This can be verbal or non-verbal, and is the result of sexual discrimination. Sexual harassment can occur between coworkers, or a coworker and a manager.

Religious Discrimination: This is when an individual is treated less favorably because of their religious beliefs. Examples include not being allowed to take time off for religious holidays, receiving less desirable work assignments, or being subjected to jokes or slurs about your religious beliefs.

Age Discrimination: This is when an individual is treated less favorably because of their age. Examples include receiving less desirable work assignments, being overlooked for promotions, or being mistreated by managers.

 

Bottom line

Bullying is a form of harassment that happens to be verbal and non-sexual, while harassment can be verbal or non-verbal and can include sexual harassment. That’s why you see so many articles talking about sexual harassment in the workplace. That’s the main type of harassment that happens. If you feel like you’re being bullied at work, or are a victim of harassment, don’t let it go. Bullying and harassment are illegal, and you can report your abuser to your company’s HR department. Doing so can help you feel empowered, and allow you to take control of the situation. Don’t put up with Workplace Bullying and Harassment

Contact Jolasers to discuss your Workplace Bullying and Harassment issues.


Video information on Workplace Bullying and Harassment – Click Here

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Bullying and psychological violence has a negative mental health effect

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22 October 2022

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Two forms of workplace violence are bullying and psychological violence. Both are types of workplace harassment. However, they have different characteristics and implications.


There are some differences in the way these two phenomena operate in the workplace. Both involve an imbalance of power between the aggressor and their target, which can be seen in many forms of abuse, threat, humiliation or intimidation that creates a hostile work environment.


In addition to being illegal under federal law, both workplace bullying and psychological violence have negative effects on employees, with one study showing that 35% of targets leave their jobs as a result of being bullied or experiencing other harassment at work. Let’s take a closer look at how these two concepts differ.


What is Bullying in the Workplace?

When we think of workplace bullying, the first thing that comes to mind is aggressive teasing, threatening or putting someone down in front of their co-workers. This type of bullying can happen to anyone. It usually involves a person in a position of power who abuses or intimidates a person who is less powerful.


The target of the bullying maybe someone on the same level as the aggressor, but is often someone who does not have the same amount of power or ability to defend themselves. In the workplace, bullying can be verbal or written, such as offensive emails. It can also be nonverbal, such as malicious gossip or exclusion from work activities. This type of bullying often involves a person who is angry or upset about something and takes it out on the nearest person.


What is Psychological Violence in the Workplace?

Psychological violence in the workplace is more covert than bullying. It involves creating a hostile or abusive work environment through humiliating comments or actions intended to undermine or control another person.


Unlike bullying, it is usually one-sided and not used to express anger. Instead, it is often used as a control tactic or to punish a person. Some examples of psychological violence at work include: Raising the bar so employees are unable to meet expectations Staring or glaring at someone instead of making eye contact Using threats or put-downs with no logical connection to the situation Making comments or gestures that embarrass or shame someone


Differences Between Bullying and Psychological Violence

Bullying and psychological violence have a few key differences that are important to note when trying to understand and address these problems in the workplace.

The first difference is the motivation behind the behavior. Bullying is more often a way to express anger towards the person being targeted. Psychological violence, on the other hand, is often done to gain power over someone or to punish them for something.


Another difference is that bullying is often a repeated, ongoing activity, while psychological violence may happen just once or be something someone does occasionally. The frequency of the behavior also differs depending on the type of behavior. Bullying is generally more frequent and consistent than psychological violence.


Employer Responsibilities for Addressing These Problems

The employer has a responsibility to maintain a safe and healthy work environment. This includes taking steps to address any workplace bullying or psychological violence. While these two issues are often discussed together, they are very different and involve different strategies to resolve the issue.


Bullying can be addressed with a combination of education, policies and discipline. This often involves discussing the issue with the person who is engaging in the bullying behavior, possibly with a trained human resources representative or another staff member. It may also include writing a disciplinary action against the bully and documenting the issue.


Conclusion

Bullying and psychological violence are related but distinct workplace problems that have serious negative effects on employees and work culture.

The key to preventing these problems is to create an open and inclusive work environment that encourages employees to talk about their concerns.

Employers can take these steps to address these issues:


Define what constitutes these behaviors: bullying, psychological violence and other forms of harassment.

Create policies and procedures to address these issues.

Educate employees about the importance of these policies and procedures and give them the tools they need to address these issues.

Create an open and supportive work environment where employees feel safe to express themselves and know how to address their concerns.


Jolasers can help you with any investigations you need to undertake in the workplace – click here for contact details


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Workplace Bullying is a culture.

By on

20 October 2022

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‍They say that a happy workplace is productive, but what about the opposite? What about an unhappy workplace? Well, it’s not exactly productive and can have some devastating impacts.

 

Consider the case of workplace bullying. It may be subtle at first and difficult to detect, but it can quickly take over a team or department if left unchecked.

We all know somebody who has been affected by workplace bullying in one form or another. This is because it’s not just something that happens once in a blue moon: it is an insidious culture that often goes unnoticed until it has taken hold and begins wreaking havoc. Keep reading to learn more about how you can recognize the signs of impending danger so you can protect those you care about from its negative effects.

 

What is workplace bullying?

Workplace bullying is a form of abuse that can take many different forms. It typically involves a person in a position of power or authority over another who uses that position to demean, undermine, humiliate and/or threaten the other person.

 

It is an insidious and detrimental culture that can take root and flourish in a variety of environments. The most common types of bullying are verbal (such as name-calling, threats and insults); emotional (such as intimidation, fear and/or isolation); and/or physical (such as hitting, kicking or other violent behaviour).

 

Bullying behaviour in the workplace

Bullying behaviour in the workplace can be completely unprovoked or can be based on a single incident or misunderstanding. Even if the instigator is sincerely sorry, the impact of the behaviour is often long-lasting and can have devastating consequences.

 

If it is not addressed and dealt with, it can create a culture of fear among employees and have a devastating impact on productivity and company morale. If you have been experiencing bullying behaviour in the workplace, you have likely been feeling demoralized and perhaps even resentful. You may be feeling that nobody is on your side or that you have nowhere to turn for help. If you are being bullied, the negative effects can be devastating and can impact your health, your happiness and your career.

 

The cost of bullying behaviour

The negative effects of workplace bullying are both glaringly obvious and devastating. It is important to note that workplace bullying has no connection to employee tenure: it can happen to anybody, regardless of how long they have been with the company. This is because it is not a result of performance: it is a result of a toxic culture being allowed to flourish.

 

The cost of this culture can be devastating for both the company and the individuals involved. It can result in loss of productivity due to missed work due to illness or even employee suicide. It can result in employees feeling resentful and anxious, which is not a productive way to work. In short, it can completely destroy a team or department and can even end up destroying the entire company.

 

Ways to help prevent workplace bullying

The best way to help prevent workplace bullying is to make sure that it is actively being watched for. If the company has a healthy culture, the signs of bullying behaviour should be obvious.

 

If there is a bullying culture, it is important to be able to recognize it and take action to stop it before it gets out of control.

– Be aware of your own behaviour as well as the behaviour of others
– Be on the lookout for warning signs 

– Be willing to step in when you see bullying behaviour

 

Bottom line

Ultimately, workplace bullying is a culture that must be actively combatted. It is a destructive force that can have a devastating impact on both productivity and company morale. This means that those in charge must be willing to pay attention to the culture, be on the lookout for signs of bullying behaviour and be willing to step in when they see it happening.

 

If you are in a position of authority, remember that your employees are counting on you to help keep the culture of your company healthy and productive.

 

To discuss any Workplace Bullying issues call Jolasers on 0418 101 164

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When is it good to have an independent investigation into workplace conduct?

By on

19 October 2022

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When an employee files a harassment claim or other type of grievance against you as an employer, the last thing you want is for that employee to feel like their story won’t be heard. That’s why many employers choose to contract with third-party investigator firms during the investigation process.

 

These independent investigators help gain the trust of the complainant while also helping to objectively uncover the truth in your organization. When used effectively, an independent investigation can not only serve to protect your business from damage but also strengthen it long-term.

 

If you’re currently facing any workplace conflicts that could lead to a grievance or lawsuit, read on for more information about when it’s good to have an independent investigation into workplace conduct.

 

What is an independent investigator?

An independent investigator is a third party who is contracted by your organization to conduct a workplace investigation. Typically, this person will usually be a lawyer or private investigator who is not employed by the organization itself.

 

This type of investigator is useful when there are conflicting accounts between parties in a dispute, or when your company would like to conduct a more thorough investigation than would be appropriate for in-house HR. Depending on the length of the investigation and the type of situation, costs can range from a few hundred to as many as $1,000 per day.

 

Why is an independent investigation important?

An independent investigation gives a complainant more confidence that their story will be heard and handled appropriately. In some cases, the independent investigator may be the only person who speaks to all parties involved in the investigation. This can help ensure that the investigation is conducted in a fair, unbiased way, without the potential for partiality on the part of the employer.

 

Depending on the nature of the investigation, it can also provide an opportunity to make amends with employees who feel wronged by the organization. Employers can use the investigation process to make a sincere effort to right the wrong and show that they’re taking the complaint seriously. This is particularly important when an investigation centres on sexual harassment complaints.

 

Employees who feel the organization hasn’t taken their grievance seriously may be more likely to choose legal action over an informal complaint process. An independent investigation can help alleviate these concerns by making it clear that the organization is willing to take the necessary steps to make things right.

 

When you shouldn’t have an independent investigation

There may be rare occasions when an investigation is not warranted. For example, if an employee files a complaint that is trivial or frivolous, an investigation may be a waste of time and resources for both parties. Similarly, if an employee’s complaint is more serious but doesn’t include a specific accusation against a specific person, an investigation may be equally unhelpful.

 

In these cases, an investigation may be a good option for gathering more information, but it’s important to recognize that an investigation cannot solve the problem if there are no specific individuals or actions to investigate.

 

How to choose the right investigator?

When choosing an investigator, you should always be sure to select someone who is independent. Ideally, this person should also have a proven track record of conducting fair and thorough investigations.

 

It’s also important to consider the investigator’s availability and cost. Depending on the type of investigation, the investigator may need to travel between multiple offices or interview multiple employees. This can add up quickly, so it’s important to choose an investigator who can meet your needs while remaining within budget.

 

It’s also important to consider the investigator’s level of discretion when conducting the investigation. This can help ensure that the investigation is conducted as privately as possible, minimising the chances of word getting out prematurely.

 

Summary

While workplace investigations can be stressful for all parties involved, having an independent investigation can help ensure that all concerns are taken seriously. It’s important to remember, however, that an investigation is not a substitute for appropriate workplace policies and procedures. If you have any concerns about the effectiveness of your company’s sexual harassment policies, now is the time to address them.

Jolasers have vast experience conducting workplace investigations including sexual harassment investigations.

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