How can the risk of workplace bullying be managed? Health and safety risks in a workplace must be eliminated so far as is reasonably practicable. If this is not possible, the risks must be minimised so far as is reasonably practicable. The risk of workplace bullying can be eliminated or minimised by taking a pro-active approach that involves: early identification of unreasonable behaviour and situations likely to increase the risk of workplace bullying implementing control measures to manage the risks, and monitoring and reviewing the effectiveness of the control measures. Consulting workers Section 47 of the WHS (NUL) Act: The PCBU must consult, so far as is reasonably practicable, with workers who carry out work for the business or undertaking who are (or are likely to be) directly affected by a work health and safety matter. Section 48 of the WHS (NUL) Act: If the workers are represented by a health and safety representative, the consultation must involve that representative. Consultation involves sharing information, giving workers a reasonable opportunity to express their views and taking those views into account before making decisions on health and safety matters. Consultation enables workers to have input in developing policies and procedures for workplace bullying that are best suited to the needs of the business or undertaking. Effective consultation can also help raise awareness of workplace bullying. Consultation with workers is required when: making decisions about measures to control the risks of workplace bullying, including policies and procedures for preventing and responding to workplace bullying making decisions about procedures for providing information and training on workplace bullying proposing changes that may affect the health and safety of workers. Consultation can be conducted in various ways to suit the nature and size of the business.
How can the risk of workplace bullying be managed? Health and safety risks in a workplace must be eliminated so far as is reasonably practicable. If this is not possible, the risks must be minimised so far as is reasonably practicable. The risk of workplace bullying can be eliminated or minimised by taking a pro-active approach that involves: early identification of unreasonable behaviour and situations likely to increase the risk of workplace bullying implementing control measures to manage the risks, and monitoring and reviewing the effectiveness of the control measures. Consulting workers Section 47 of the WHS (NUL) Act: The PCBU must consult, so far as is reasonably practicable, with workers who carry out work for the business or undertaking who are (or are likely to be) directly affected by a work health and safety matter. Section 48 of the WHS (NUL) Act: If the workers are represented by a health and safety representative, the consultation must involve that representative. Consultation involves sharing information, giving workers a reasonable opportunity to express their views and taking those views into account before making decisions on health and safety matters. Consultation enables workers to have input in developing policies and procedures for workplace bullying that are best suited to the needs of the business or undertaking. Effective consultation can also help raise awareness of workplace bullying. Consultation with workers is required when: making decisions about measures to control the risks of workplace bullying, including policies and procedures for preventing and responding to workplace bullying making decisions about procedures for providing information and training on workplace bullying proposing changes that may affect the health and safety of workers. Consultation can be conducted in various ways to suit the nature and size of the business.
employers_guide_to_preventing_and_responding_to_workplace_bullying.docx