Appeals & Grievances

• Promotion Appeals
• Recruitment Myths
• Good Practice Guidelines to Selection Processe
• Inability and Disciplinary Appeals
• Grievance Reviews under Section 59
• Workplace Bullying in the NTPS

Information for Employees

The Effect of Workplace Bullying

Information for Managers

• Unfair Treatment
• Related Links

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There are a number of things employees can do about workplace bullying.

Be aware

Read the bullying and harassment policies and procedures in your agency. Read the grievance procedures in your agency. Know who the contact officers are in your agency.

Act

It is easier to prevent workplace bullying than it is to intervene after an event, or mediate to break an established pattern of bullying so it is important that you act quickly.  All employees who experience bullying are encouraged to report it. Any report of bullying will be treated seriously and investigated promptly, confidentially and impartially.

Sometimes, if you speak to the alleged bully directly, tell them you object to their bullying behaviour and ask them to stop, this will solve the problem. If you decide to take this course of action do not use it to attack the person. Report the bullying to your supervisor/manager or to someone in your agency’s Human Resource Management (HRM) section.  Take action through your agency’s internal grievance/harassment procedures.

Where the bullying involves acts such as sexual harassment or discrimination, it may be appropriate to lodge a complaint under the NT Anti-Discrimination Act. If the bullying involves assault or threat of assault it may become a police matter and the police should be contacted immediately if this occurs. You should still contact your supervisor or manager to report the bullying so they can consider what action in the workplace may be required.

Check your legal entitlements with your union, or the Office of the Commissioner for Public Employment or the Anti-Discrimination Commission.

Where allegations of workplace bullying have been investigated and the investigation concludes that the complaint is justified, the Chief Executive Officer of your agency may take disciplinary action in accordance with the provisions of Section 50 or 51 of the Public Sector Employment and Management Act.

Keep a diary

Bullying can sometimes be difficult to define and to prove. It is therefore important to keep a diary of events, recording:

• incidents, in as much detail as possible; and
• the names and addresses of people willing to support your claims.

This diary can be used at a later date to assist you with proving your case and may be seen as valid evidence in a tribunal or court of law.

Access support

The contact officer/s appointed by your agency, your immediate supervisor or someone from your agency’s HRM section should be able to provide you with advice, support and assistance if you are experiencing workplace bullying. You may also seek advice, support and assistance from your union.

Support may be available through your agency’s Employee Assistance Program, and it may be appropriate for the agency to provide additional or external counselling and rehabilitation.

Consider personal development

You may also wish to undertake personal development courses to enable you to cope with the impacts of the bullying while the problem is being resolved. These courses may cover:

• improving communication skills;
• conflict resolution;
• stress management; and
• self-confidence and self-esteem.