Bullying at work can be defined as repeated, unreasonable or inappropriate behaviour directed towards a worker, or group of workers, that creates a risk to health and safety.
Because it can adversely affect the safety and health of employees, bullying is unlawful in WA.
While some workplace bullying may involve verbal abuse and physical violence, bullying can also involve subtle intimidation.
Workplace bullying can be carried out indirectly, for example via letters, emails or telephone text messages.
An individual or a group may instigate bullying.
The term workplace mobbing is sometimes used to refer to abusive group behaviour that is prolonged or systematic.
The intent is usually to try to drive a worker from the workplace.
Workplace bullying can take place between workers and other workers, managers or supervisors, contractors, or visitors.
There are bound to be occasional differences of opinion, conflicts and problems in working relationships, these are part of working life.
But when treatment of another person is unreasonable or offensive, then workplace bullying exists and should not be tolerated.
All workers are potentially at risk of experiencing some form of bullying.
Victims are often younger, weaker, smaller, less skilled, or have with less social skills. However victims may also be highly skilled, competent and high achievers, who are trusting, creative, and politically inept or have a high degree of loyalty to the organisation.
Bullying may include violence and aggression. Where bullying involves assault or threat of assault it may become a police matter.
Some bullying behaviours may also be unlawful under other legislation, for example the Equal Opportunity Act 1984 covers sexual and racial harassment.
Examples of overt bullying are:
Covert or less obvious behaviour that undermines, treats less favourably or disempowers others is also bullying, for example:
All employers have a legal right to direct and control how work is done, and managers have a responsibility to monitor workflow and give feedback on performance.
If a worker has obvious performance problems, these should be identified and dealt with in a constructive and objective way that does not involve personal insults or derogatory remarks.
In situations where a worker is dissatisfied with management practices, the problems should also be raised in a manner that remains professional and objective.
The reactions of individual workers will vary according to the type of the bullying.
If you are being bullied at work, don't put up with it. Report your situation to a senior manager at work.
If appropriate action isn't taken, call Worksafe or the TWU.
(Information for this article has been obtained from a Worksafe publication entitled 'Dealing with bullying at work'.
It can be downloaded from their website: www.worksafe.wa.gov.au