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Labour law expert and part time Senior Commissioner at the CCMA with 30 years in the industry reveals
50 HR Policies and Procedures your company MUST have if you want to stay out of trouble at the CCMA. I've brought together the best minds in the business to either stay out of the CCMA, or improve your chances of success should it ever get there…
With more than 30 years of experience in the HR realm and as the Editor-in-Chief for the Practical Guide to Human Resources, Janine knows just how much having the right HR information at hand is worth to a business.
I couldn't agree more – and neither could our colleague Barney.
After all, as a past labour law professor, now labour law expert and part time Senior Commissioner at the CCMA, Barney's seen it all: Disputes over leave… Employee grievances that got out of hand… Businesses being sued for not hiring a certain job candidate… You name it, he's seen it.
And now he wants to share his secret with you…
Why do so many employees not report bullying?
Firstly, employees don't like to speak openly speak about it. Secondly, it's often senior people doing the bullying, so nobody points this out, and so nobody takes action.
What's more…Bullies are often manipulative and charming to the more senior managers. And that's why it goes unnoticed by management for so long.
Luckily you can avoid this in your company. The reality is that once you expose the bullying, it will often stop. Having the spotlight on them is the most effective tool for starting to deal with bullies.
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Use these eight methods to deal with bullying in your company
#1: Have an anti-bullying policy or organisational statement that defines what you won't tolerate in your business.
#2: Have clear procedures for victims of harassment to lay complaints when they feel they're victims of bullying or harassment.
#3: Conduct an awareness campaign that defines what you consider to be workplace bullying. It must also outline how you'll deal with incidences of bullying.
#4: Have an open environment by giving employees the chance to raise concerns about behaviour and bullying in the workplace.
#5: Take immediate action to investigate claims of bullying or other forms of harassment.
#6: Include bullying and other forms of harassment in your Code of Conduct. In addition, make employees aware of the sanctions you'll impose on bullies if you discipline them.
#7: Create mentoring opportunities for managers to create awareness of the impact of their actions.
#8: Include counselling in your Employee Assistance Programmes to support employees who have been targets of workplace bullying.
Don't turn a blind eye on bullying. Use these methods to deal with before it affects your company and employees.
You can find a sample template and step-by-step instructions in chapter B03: Bullying in the workplace
of Your Practical Guide to Human Resources Management to find out more! Still not a subscriber, look at what you're missing out on!