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How should the bully be dealt with?
Your employer should:
- tell the bully about the allegations;
- give them a chance to reply and state their case;
- give them the right to be accompanied by a fellow worker or union rep;
- deal with them fairly and objectively, remembering that:
- there are two sides to every story;
- a penalty should be proportionate to the offence; and
- a bully may not have understood the impact of their behaviour on others and may be capable of improvement if offered training and support;
- follow its own disciplinary policy and act fairly in dealing with the alleged bully; and
- follow its disciplinary procedure when deciding what penalty to apply – this may include a range of penalties such as a formal warning, transferring the bully away from contact with the person he or she has targeted, compulsory training or demotion.
Note: This content is provided as general background information and should not be taken as legal advice or financial advice for your particular situation. Make sure to get individual advice on your case from your union, a source on our free help page or an independent financial advisor before taking any action.