The development of anti-bullying and harassment policies will involve some expense and administrative burden for employers. Adding to existing policies will help employers minimize such costs while ensuring compliance with the WorkSafe requirements. An assessment of existing workplace policies that relate to bullying and harassment should be the starting point for employers who want to ensure their current workplace policies and practices comply with the WorkSafe requirements.
WorkSafeBC defines workplace bullying and harassment as “any inappropriate conduct or comment by a person towards a worker that the person knew or reasonably should have known would cause that worker to be humiliated or intimidated.” In British Columbia there are protections against workplace bullying and harassment. It is important that every worker, manager, and supervisor is aware of the law and policies on workplace bullying and harassment.
Despite the increasing awareness of harassment and bullying in the workplace, the incidence of psychological abuse is still substantial. According to a 2012 survey of more than 6,600 employees by Ipsos Reid, 70 per cent of Canadian employees report some concern related to psychological health and safety. The toll of this kind of harassment has on employees and employers cannot be underestimated.
There are many ways of viewing the sick leave problem, and each instance has its own individual nature. Therefore, finding a standard solution that works for all situations is impractical. So, start by investigating the causes of above-average sick leave in your company. This will help you design the interventions that are most likely to be successful.
By raising the issue, you’re alerting the employee to the fact that you’re on to the pattern, which makes it a lot less likely that it’ll continue in the future.