Resources from the NZ Nurses Organisation to prevent bullying :
Kai Tiaki article – Confronting Bullying by NZNO educator Susan Stewart
Pamphlet – Stop workplace bullying: Achieving healthy workplaces by building healthy relationships
Category Archives: Resources
First Union bullying resources
From First Union:
A targets leaflet –Targets are the problem, Not you! – PDF
Poster –Workplace bullying is not okay – PDF
Understanding Stress and Bullying in New Zealand Workplaces -Final report to OH&S Steering Committee
This report presents the findings from a Health Research Council of New Zealand and Department of Labour funded study that sought to develop and evaluate a valid and reliable methodology for the measurement of workplace stress and bullying in New Zealand organisations.
The report concludes by providing recommendations for a full national workplace stress and bullying prevalence study, and notes the urgent need for intervention research in the education and health sectors, where bullying and stress appear particularly prevalent. Of particular note was the importance of focusing on the role of organisational factors, such as leadership, human resource practices, bullying reporting, and work organisation, in the prevention of workplace stress and bullying.
Bullying and harassment policies on EEO Trust website
The EEO Trust has now expanded the policies available on its website to include bullying and harassment, as well as diversity and EEO. To view the new sample policies that have been kindly provided by their members, click here. It will continue to add policies as it receives them. TEU does not necessarily endorse policies on the EEO trusts website as ideal or sample policies.
EI Declaration on Professional Ethics
In 2004, EI adopted a Declaration on Professional Ethics stating that “education personnel shall safeguard and promote the interests and well-being of students and make every effort to protect students from bullying and from physical or psychological abuse.”
It also highlights that education unions “safeguard and promote the interests and well-being of colleagues and protect them from bullying and from physical, psychological or sexual abuse.”
The Universal Declaration of Human Rights
The Universal Declaration of Human Rights enshrines the right to work in Article 23. Discrimination at work is prohibited in the same article. Harassment and bullying, with their potential to denigrate and humiliate an employee, strike at the free exercise of this right.
Harassment Act
The Harassment Act 1987 provides both criminal and civil remedy for people who have been harassed. The act recognises that behaviour that may appear innocent or trivial when viewed in isolation may amount to harassment when viewed in context. It ensures that there is adequate legal protection for all victims of harassment.
Health & Safety in Employment Act
The Health & Safety in Employment Act 1992 makes explicit that employers have an obligation to provide a safe, secure work environment. The legislation requires employers systematically to identify hazards in the working environment. Bullying and harassment are stressors that may lead to reports of stress, and may thus constitute hazards under the 2003 amendments to this Act which extended the definition of ‘harm’ to include physical or mental harm caused by work related stress.
The Human Rights Act
The Human Rights Act 1993 prohibits discrimination on 13 grounds. Harassment related to any one of these grounds could be seen as a form of discrimination. There are specific provisions related to racial and sexual harassment and victimisation. An employee may make a complaint both about the employer and the offending employee.
The Employment Relations Act
The Employment Relations Act 2000 prohibits discrimination on 13 grounds and has specific provisions related to racial and sexual harassment. An employee can also bring a personal grievance claim under ‘unjustifiable disadvantage’ or ‘unjustifiable dismissal’ and frame the claim around the already recognised duties implicit in the employment relationship, such as the duty to provide a safe workplace, and the duty of trust and confidence.