Being bullied whilst at work can cause a person to feel vulnerable, upset or threatened.
It is not necessary that person doing the bullying must be a person in a position of authority; it is enough that the person responsible for the bullying has the personal strength and the power to coerce through fear or intimidation.
Bullying is a serious offence and if carried out by an employee could be grounds for a dismissal by gross misconduct.
Bullying may occur in different forms. This can include verbal, non verbal or physical conduct.
Some examples include:
Inappropriate and/or derogatory remarks about someone’s performance
Shouting or being sarcastic towards others
Overbearing and intimidating levels of supervision
Abuse of power by those having senior positions
However legitimate and reasonable criticism of the employee’s performance in the course of employment will not be considered as bullying.
The Law Relating to Bullying In the Workplace in the UK
There is no actual specific law relating to bullying in the work place. It is dealt with under the various laws below.
The Equality Act 2010 prohibits harassment related to disability, gender reassignment, age, colour, race, nationality, religion, sex etc
Under the Health and Safety at Work Act 1974 employees are entitled to a safe place and system of work.
The Protection from Harassment Act 1997 makes it illegal to pursue a course of action that amounts to harassment.
Employees may in some cases may be liable to Corona Fraud Scandal fellow employees and third parties and be ordered to pay compensation by a court or employment tribunal.
This policy covers all individuals working for any companies irrespective of their grade, level or status. If an employer allows bullying in the workplace to occur in his business then he will be opening himself up to a claim under one of the possible law listed above.
If an employee is being bullied by a fellow employee, he should first raise the concern informally with the person responsible and explain them that their behaviour makes him uncomfortable. If this is too embarrassing or difficult than he should take confidential advice from his manager of human resources team to sort this issue informally. An employee should follow formal procedure if it is impossible to take informal route.
Any person who wishes to make a formal complaint about bullying should submit in writing to the person or appropriate committee who deal with bullying and similar activities within the organisations. The written complaint must include all relevant information including name of the bully, nature of bullying, date, time, name of any witness and any action taken to prevent bullying. The investigator may seriously consider changing the working conditions during the time of the investigations (e.g. changes in working hours or duties). The investigator may take all reasonable steps to protect the employee bearing in mind the needs of the business and right of that employee.
The investigator should investigate the matter in a timely and confidential manner. The investigation will be carried out by the person with expertise. The investigator should interview witnesses in respect of anything involved in the complaint. The investigation should be thorough, impartial and with due respect to all the parties. At the end of the investigation, the investigator will submit the final report to the appropriate person to consider the complaint. The appropriate person will arrange an official meeting in which they will gives their decision and also decide about the action to be taken against the person found guilty. If the investigation findings consider that bullying has occur then the matter may be dealt as a case of possible misconduct or gross misconduct under the company’s disciplinary procedures.