Intimidation and Assault Guidelines Download a flowchart for a guide to Dealing with Intimidation and Assault[http://eureka1.teesdaleassociates.com/uploads/Dealing-with-Intimidation-Assault.pdf]. *Legal Factors* Relevant legislation makes it an offence to use intimidating (bullying) behaviour in...
Read more about "Intimidation and Assault Guidelines"...Health & Safety Breaches Download a flowchart for a guide to Dealing with Health and Safety Breaches[http://eureka1.teesdaleassociates.com/uploads/Dealing-with-OHS-Issues.pdf]. *Legal Position* An employer’s duties to provide safeguards for safety and health in...
Read more about "Health & Safety Breaches"...Unfit for Work Guidelines Download a flowchart on Unfit for Work[http://eureka1.teesdaleassociates.com/uploads/Unfit-for-Work.pdf]. *Legal Factors* All employees have a duty to present themselves at work on time, ready, willing and able to...
Read more about "Unfit for Work Guidelines"...Harassment Complaints Procedure Step 1: Self-help[/support/legal-framework/employment-problem-resolution-process/harassment-complaints-procedure/step-1-self-help/] Step 2: Informal query[/support/legal-framework/employment-problem-resolution-process/harassment-complaints-procedure/step-2-informal-query/] Step 3: In-house mediation[/support/legal-framework/employment-problem-resolution-process/harassment-complaints-procedure/step-3-in-house-mediation/] Step 4: Lodging a formal complaint[/support/legal-framework/employment-problem-resolution-process/harassment-complaints-procedure/step-4-lodging-a-formal-complaint/] Step 5: Effective investigation[/support/legal-framework/employment-problem-resolution-process/harassment-complaints-procedure/step-5-effective-investigation/] Step 6: Complaint substantiated – Attempted settlement[/support/legal-framework/employment-problem-resolution-process/harassment-complaints-procedure/step-6-complaint-substantiated-attempted-settleme/] Step 7: ...
Read more about "Harassment Complaints Procedure"...Step 1 - Self Help The employee may initially choose to make a direct, informal approach to the offender. The employee may request, either in person or...
Read more about "Step 1: Self-help"...Step 2: Informal query If self-help is inappropriate or unsuccessful, encourage the employee to contact their manager. Contact a more senior manager if the employee believes it...
Read more about "Step 2: Informal query"...This step is intended to be available as an option for the concerned employee to provide a faster, less formal solution agreeable to all parties. Observe these...
Read more about "Step 3: In-house mediation"...If the informal in-house mediation fails, or the employee with the harassment concern decides to make a formal complaint, an independent and mutually acceptable person should...
Read more about "Step 4: Lodging a formal complaint"...An effective investigation may include any or all of the following: Interviewing current and ex-employees. It may also be necessary to interview people unrelated to the...
Read more about "Step 5: Effective investigation"...Where the complaint is substantiated, the investigator should try and resolve the matter between the parties. Where appropriate, hold a joint meeting to resolve any differences. ...
Read more about "Step 6: Complaint substantiated/Attempted settlement"...