FRM-HSE-027

WORKPLACE BULLYING & HARASSMENT

 WHAT IS WORKPLACE BULLYING?

Workplace bullying is repeated and unreasonable behaviour
directed towards a worker or a group of workers that creates
a risk to health and safety.
Repeated behaviour refers to the persistent nature of the
behaviour and can involve a range of behaviours over time.
Unreasonable behaviour means behaviour that a reasonable
person, having considered the circumstances, would see as
unreasonable, including behaviour that is victimising,
humiliating, intimidating or threatening.

 BEHAVIOUR THAT MAY BE CONSIDERED BULLYING

Examples of behaviour, whether intentional or unintentional, that may be workplace bullying if they are
repeated, unreasonable and create a risk to health and safety include but are not limited to:
• Abusive, insulting or offensive language or comments
• Aggressive and intimidating conduct
• Belittling or humiliating comments
• Victimisation
• Practical jokes or initiation
• Unjustified criticism or complaints
• Deliberately excluding someone from work-related activities
• Withholding information that is vital for effective work performance
• Setting unreasonable timelines or constantly changing deadlines
• Setting tasks that are unreasonably below or beyond a person’s skill level
• Denying access to information, supervision, consultation or resources to the detriment of the worker
• Spreading misinformation or malicious rumours, and
• Changing work arrangements such as rosters and leave to deliberately inconvenience a particular
worker or workers.
If the behaviour involves violence, for example physical assault or the threat of physical assault, it should
be reported to the police.

Document Owner: Manager HSE & Compliance Date of Issue: 28/02/2017

Controlled copy available electronically Page 1 of 5
Printed copy current on day of printing only: 22/05/2017 Version 2.0
 FRM-HSE-027

WORKPLACE BULLYING & HARASSMENT

 HAZELL BROS CODE OF CONDUCT:  HAZELL BROS CODE OF

OVERVIEW
As an employee of the Hazell Bros Group, you are
required to abide by the following requirements; failure
to do so may lead to disciplinary action including
termination of employment.
All employees must behave in such a manner that will
not interfere with or disrupt the harmony of the
workplace and where safe to do so, must willingly
follow all policies, procedures, work instructions and
management directives. Employees must not act in
such a way, as to be a hazard to themselves, any other
fellow workers or members of the public. This includes
no ‘horseplay’ or practical jokes which could lead to
disharmony, accident or injury.
CONDUCT: DISCRIMINATION
The Hazell Bros Group actively
promote and value the diversity of the
workplace, and employees are not to
discriminate against any other
employee, customer or member of the
public on the basis of race, colour, sex,
sexual preference, age, physical or
mental disability, marital status, family
responsibilities, pregnancy, religion,
political opinion, national extraction,
social origin or any other reason
consistent with Fair Work Australia Act
2009.

 HAZELL BROS CODE OF CONDUCT: BULLYING & HARASSMENT

Hazell Bros employees must not engage in conduct or behaviour which is bullying, harassment or unlawful
discrimination in the workplace. Team members should be aware that bullying and harassment including
sexual harassment is illegal and incidents will be investigated and could possibly lead to legal prosecution.
Always be aware of your behaviour as what you find funny, others may not. It only takes one person to feel
uncomfortable for it to be a problem and you can never gauge another person’s feelings on your own.
Harassment, bullying and discrimination can take many forms including physical, psychological, verbal,
written, email, text message, and other social media channels.

 HAZELL BROS CODE OF CONDUCT:

SERIOUS MISCONDUCT
Serious misconduct such as unauthorised use
of machinery, violence, abuse, theft, bullying
and harassment, and or refusal to carry out a
lawful instruction may result in disciplinary
action or termination of employment which
may include summary dismissal where the
misconduct is deemed wilful.

Document Owner: Manager HSE & Compliance Date of Issue: 28/02/2017

Controlled copy available electronically Page 2 of 5
Printed copy current on day of printing only: 22/05/2017 Version 2.0
 FRM-HSE-027

WORKPLACE BULLYING & HARASSMENT

 IMPACT OF WORKPLACE BULLYING

Workplace bullying can be harmful to the person experiencing it and to those who witness it. The effects
will vary depending on individual characteristics as well as the specific situation and may include one or
more of the following:
• Distress, anxiety, panic attacks or sleep disturbance
• Physical illness, for example muscular tension, headaches, fatigue and digestive problems
• Loss of self-esteem and self-confidence
• Feelings of isolation
• Deteriorating relationships with colleagues, family and friends
• Negative impact on work performance, concentration and decision making ability
• Depression, and
• Thoughts of suicide.
Workplace bullying can also have a negative impact on the work environment and incur direct and indirect
costs for a business, including:
• High staff turnover and associated recruitment and training costs
• Low morale and motivation
• Increased absenteeism
• Lost productivity
• Disruption to work when complex complaints are being investigated
• Costs associated with counselling, mediation and support
• Costly workers’ compensation claims or legal action, and
• Damage to the reputation of the business.

Document Owner: Manager HSE & Compliance Date of Issue: 28/02/2017

Controlled copy available electronically Page 3 of 5
Printed copy current on day of printing only: 22/05/2017 Version 2.0
 FRM-HSE-027

WORKPLACE BULLYING & HARASSMENT

 WHAT CAN I DO?

To be able to take the most appropriate action it is important to first establish whether the behaviour you
are experiencing or witnessing is workplace bullying. Below are some questions that you could consider to
determine if certain behaviour amounts to workplace bullying.
Is the behaviour being repeated?
Repeated behaviour refers to the persistent nature of the behaviour and can involve a range of behaviours
over time. If it is a one-off incident of unreasonable behaviour, it is not workplace bullying.
Is the behaviour unreasonable?
Unreasonable behaviour means behaviour that a reasonable person, having considered the circumstances,
would see as unreasonable including behaviour that is victimising, humiliating, intimidating or threatening.
If you answer yes to these questions and you consider that your health and safety is being impacted as a
result, you may be experiencing or witnessing workplace bullying. There are circumstances when perceived
unfair treatment can actually be a result of miscommunication. It can be difficult in times of stress to be
objective about what is happening. Therefore, in considering the questions above, it may be helpful to seek
the perspective of another person who is not involved, if you need extra support, you can discuss the
situation with your manager or one of the HR or HSE team members.
If you are experiencing or witnessing any behaviour that involves violence, for example physical assault or
the threat of physical assault, it should be reported to the police as well.

 SUPPORT SERVICES
If you are being affected by workplace bullying or harassment, or are
struggling in another way and would like to talk to someone about it outside
of the business, below is a list of some of the services you can contact:
Employee Assistance Program (Newport & Wildman): 1800 650 204
Beyond Blue: 1300 22 4636
Mates in Construction: 1300 642 111

Document Owner: Manager HSE & Compliance Date of Issue: 28/02/2017

Controlled copy available electronically Page 4 of 5
Printed copy current on day of printing only: 22/05/2017 Version 2.0