Bullying in the Workplace
The importance of internal processes and fair procedures in handling bullying or harassment in the workplace cannot be overstated.
Recent cases demonstrate that this is a very difficult area and one that is fraught with danger from an employers’ perspective.
It is important that employers are proactive in promoting a healthy workplace culture that is free from bullying, harassment or sexual harassment, and establish a zero tolerance culture in this area.
It is also important that employers protect their business interests when a complaint of bullying, harassment or sexual harassment has arisen, whilst ensuring that they are acting in line with HR best practice and in compliance with the law.
Informal resolution of issues, as well facilitation, and conflict resolution methods, can be employed to seek to bring the matter to a resolution in the least difficult way possible for all concerned.
Mediation, which is voluntary, may also be utilised.
Where these approaches do not work, or where the matter requires a different approach, a formal investigation into bullying, harassment or sexual harassment in the workplace may be instigated.
Bullying in the Workplace Step By Step Support
To obtain step-by-step guidance on how to address issues informally and through facilitation and conflict resolution methods which may resolve the matter, contact us.
In some cases, a formal investigation may be required, and it may be necessary to have an external party such as ourselves conduct an independent third party investigation into alleged bullying, harassment, or sexual harassment in the workplace. Please contact us for more information.
We can lead and manage the bullying, harassment or sexual harassment investigation, the appeal or review process or we can assist as an independent party combined with internal organisation resources such as HR or senior leaders.
Our methodology provides assurances to the employer and employee that a comprehensive, independent analysis of the issues will be conducted, and procedure will be followed which is compliant with employment law, best-practice and the policies of the organisation.
Our team can assure employers that such investigations or appeals/reviews will be completed independently and professionally, and within a quick and reasonable timeframe, in the interests of all the parties concerned.
In addition, our team are skilled in several approaches which can aid an informal resolution, and we believe that in many instances it is appropriate to explore those options to find a lasting resolution in the easiest manner for all concerned where possible.
How We Can Help You?
We provide advice and guidance on the proper procedure for conducting
Investigations, Hearings and Appeals.
Alternatively we can lead and conduct investigations, hearings and appeals where you may require external, independent, expertise.
I found Helena very professional and knowledgeable. She was also very thorough and able to adopt a practical approach to situations when required
HR Specialist, Lufthansa Technik Shannon Ltd
CollierBroderick proved invaluable delivering the project in a most professional and effective fashion, helping us to set up a new HR Structure. Eextremely supportive & knowledgeable but also encouraged us to put in our own input. Thoroughly satisfied with the end result and would have no hesitation in recommending CollierBroderick
CEO, Desmond Credit Union
May I thank you both for the immense amount of work you both did in conducting this investigation. You have issued a comprehensive detailed and conclusive report which I greatly appreciate. Proceedings under the Grievance Procedure in respect of this matter are now concluded and HR will handle any outstanding procedural/process issues.
Employee Relations Manager
relevant articles in employment law
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If you are an employer and have any questions, please contact us today.