All posts by TEU

The Tertiary Education Union Te Hautū Kahurangi o Aotearoa represents workers in the tertiary education sector, including universities, polytechnics, institutes of technology, wānanga, & others. Authorised by Sharn Riggs, Tertiary Education Union, 8th Floor, Education House 178-182 Willis St, Wellington 6011

Workplace bullying laws needed

A number of high profile incidents involving workplace bullying have highlighted the need for a regulatory framework in New Zealand, a group of academics say.

While cyber and school bullying often receive a lot of attention, workplace bullying usually goes under the radar, Massey University’s Dr Bevan Catley said.

Read more at ‘Workplace bullying laws needed‘ Stuff Business

(Thanks to xManiaTikox @ Flickr for the image

Australian research shows workplace bullying involves us all

“Bystanders are not incidental, but are an integral part of the context of bullying, with some siding with the bully or victim, either actively or passively,” Dr Paull said. “People don’t always appreciate the impact of their actions, or inactions. For example, a social reaction to walking into a room where colleagues are laughing is to laugh along without thinking. But you could be adding fuel to someone’s embarrassment.”


Thanks to Fellowsisters @ Flickr for the photo

Employers fail workplace bullying ‘targets’

The targets of workplace bullies are being let down by employers who mount internal investigations that often make the problem worse.

That’s the view of Dr Anne Wyatt and Dr Carlo Caponecchia, from the School of Risk and Safety Sciences at the University of NSW.

“In our experience, bullying issues are poorly understood by managers and so internal investigations are often badly handled, confidentiality is not always maintained and they drag on for too long,” Dr Caponecchia said.


Thanks to Juan Ceballo Roque @ Flickr for the photo

The Crown Entities Act 2004

The Crown Entities Act 2004 s118 requires Crown entities to be ‘good employers’ to operate personnel policies necessary for the fair and proper treatment of employees in all aspects of their employment, including ‘good and safe working conditions’. The New Zealand Court of Appeal has noted that the duty to take reasonable steps to maintain a safe workplace is an implied term of employment contracts.

Northtec’s anti-harrassment and bullying policy

NorthTec considers it vital to its success to provide a safe environment for staff and students and that bullying and harassment are unacceptable.

NorthTec has a clear policy (link to policy) in respect to anti-bullying and harassment and operates a network of contact people and mediators.  Many TEU members are trained mediators or contact persons.

The aim is to support staff and students to reach a mutually acceptable solution through mediation (where it is appropriate and both parties agree) address issues in an informal manner and move forward to positive work or study relationships with respect and dignity.

The anti-bullying message is very visible at NorthTec and promotion includes posters in every washroom, information on the student and staff portal, events such as pink shirt day, bookmarks handed out at staff conference, keyrings handed out at student orientation, and training for mediators and contact persons.  The health and safety and workplace wellness teams at NorthTec support these events.

Informally, there is a steering group of three staff passionate about a zero tolerance for anti-bullying and harassment who work with the Senior HR Advisor.  The TEU Branch President and one other TEU member are part of this informal group.

Wellbeing at School: Building a safe and caring climate that deters bullying

Wellbeing Brochure

Sally Boyd and Helena Barwick

This booklet is a summary of an extensive review of research and other literature undertaken to guide the development of the Wellbeing@School website self-review process, survey tools and content. This website is being developed by NZCER.

(Thanks to Dunedin Public Libraries for the photo

It’s not OK

The Campaign for Action on Family Violence  has information about family violence, what it is, where to get help and how you can help if you know someone affected by family violence.

Children are affected by family violence whether they see it, hear it or just know about it. If you are concerned about a child you know, we encourage you to take action.

It is friends and whanau that people living with violence turn to first. Don’t be a cardboard cut-out, find out what you can do to help – not just in a crisis but in everyday situatio ns.

Sports clubs, employers, local councils, iwi and social service organisations all over New Zealand are getting involved in the Campaign and helping to change the way people think and act about all forms of family violence.

Find out more at the Family Violence: It’s Not OK website.

White Ribbon Day

25 November 2012

White Ribbon offers men the opportunity to be part of the solution to end violence against women. Violence is endemic within New Zealand. One in three women are victims of violence from a partner, while on average fourteen women are killed each year by a member of their own family.

White Ribbon is a campaign led by men who condemn violence against women and take action. We are part of a global campaign committed to ending violence against women. You can help effect change by supporting White Ribbon. Wearing a white ribbon is a personal pledge to never commit, condone or remain silent about violence against women. In 2012 we will continue to showcase men who do not use violence in their lives and begin to explain how violence is not just physical in nature.

Read more about White Ribbon Day at the White Ribbon Day website.

Workplace change and bullying

Australian research has found links between organisational restructuring and workplace bullying.  The study looked at bullying in the Australian public sector, finding that although bullying is presented as a problem of the individual,  organisational factors such as restructuring actually create the power relations needed to facilitate and support it. The research also notes that in some instances, the organisation itself, through restructuring policies and practices, was perceived to be the perpetrator.

(via EEO Trust Newsletter, May 2012)