What can a Manager do about
Bullying?
What can a manager do about bullying?
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Ensure all new staff members are properly inducted in professional conduct requirements and
relevant policies.
Evaluate staff behaviour as well as the achievement of outcomes in performance reviews.
Do not ignore bullying or wait until a complaint is made to take action.
Check CSU’s Prevention of Harassment and Bullying Policy and Guidelines.
Attempt to resolve the matter informally first.
Inform the bully that their behaviour is unacceptable and against CSU policy. Use a performance
improvement plan to document what needs to change about their behaviour, by when, and
consequences for breaches.
Encourage the target to contact the Employee Assistance Program for professional support and
ensure protection is provided against victimisation.
Monitor and review the bully’s behaviour in accordance with the performance improvement plan.
If the bullying behaviour does not cease or if the allegation is serious, make a formal complaint to
the Division of Human Resources for investigation.
Do I bully others? Do I:
Yes
1. Place undue pressure on others to produce the results I want?
2. Change job descriptions, goals or guidelines without explanation?
3. Remove someone’s responsibility unfairly or without explanation?
4. Criticise or reprimand others publicly instead of counselling them in private?
5. Exclude people from relevant meetings and other information?
6. Use unfair techniques to influence others?
7. Abuse my authority to get what I want?
8. Assign menial or meaningless tasks to people I dislike?
(State Services Authority, Victoria 2010)
What can you do if you are accused of bullying?
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Listen carefully to the complaint. Seek clarification about what aspects of your behaviour are
considered unacceptable. If needed, ask for a break or time to consider your response.
Apologise for causing offence and discuss how you might work together more effectively.
Check CSU’s Prevention of Harassment and Bullying Policy and Guidelines to determine if your
behaviour can be considered to be bullying.
If you do not understand the complaint, discuss it confidentially with someone you trust, e.g.
friends, peers, manager or Employee Assistance Program counsellor (PH: 1300 361008).
Stop the behaviour and review what you are doing.
If you feel that you are being unjustly accused and/or that the allegation is false and malicious,
contact the Division of Human Resources for advice.
If a formal complaint is made against you, you will have the right to be informed of the
allegations, to respond to them, and to have a support person accompany you to meetings.
Gather evidence in your defence, including witnesses.
If the complaint is upheld, then disciplinary action will be taken.
In the event of any discrepancy between this fact sheet and the Enterprise Agreement the terms of the Agreement or Policy will
prevail.
Last reviewed: May 2014
Asset ID # 000000
1
What can a Manager do about
Bullying?
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If the complaint is not upheld and the University believes that it was not made in good faith, then
disciplinary action may be taken against the person making the false complaint. HR will also
support arrangements for the resumption of a harmonious work environment.
Do not victimise the complainant or anyone who has supported the complainant and given
evidence. Victimisation is likely to lead to disciplinary action.
Receiving a bullying complaint
6 Steps to clear communication as the listener:
1. Have the conversation;
2. Act respectfully;
3. Clarify critical information;
4. Don’t argue thoughts, feelings or perceptions;
5. Respect reasonable requests; and
6. Cut the other person some slack.
Responding to a bullying complaint:
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Act promptly
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Treat all matters seriously
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Maintain confidentiality
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Ensure procedural fairness
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Be neutral
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Support all parties
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Do not victimize
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Communicate process and outcomes
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KEEP RECORDS
Source: Ambulance Service of NSW 2011, Promoting a Respectful Workplace: Raising Workplace Concerns
Standard Operating Policy, 25 May, p. 8,
http://www.ambulance.nsw.gov.au/Media/docs/Promoting%20a%20Respectful%20Workplace%20%20Raising%20Workplace%20Concerns,%20May%202011-03265d02-02ae-4c64-a795-795291ce4a56-0.pdf,
accessed 7 August 2013.
Safe Work Australia, Guide for Preventing and Responding to Workplace Bullying November 2013
http://www.safeworkaustralia.gov.au/sites/SWA/about/Publications/Documents/827/Guide-preventing-respondingworkplace-bullying.pdf
State Services Authority 2010, Tackling bullying, Public Sector Standards Commissioner, State Government of
Victoria, http://www.ssa.vic.gov.au/images/stories/product_files/596_PSSC_TackBullying.pdf , accessed 21 May
2013.
WorkCover Authority of NSW 2012, Bullying, http://www.workcover.nsw.gov.au/newlegislation2012/health-andsafety-topics/human-behaviour/Pages/bullying.aspx# , accessed 23 May 2013.
In the event of any discrepancy between this fact sheet and the Enterprise Agreement the terms of the Agreement or Policy will
prevail.
Last reviewed: May 2014
Asset ID # 000000
2
In the event of any discrepancy between this fact sheet and the Enterprise Agreement the terms of the Agreement or Policy will prevail.
Last reviewed: May 2014
Asset ID # 000000