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Legal Implications Of Workplace Bullying

<p style&equals;"text-align&colon; justify&semi;">Workplace bullying is relatively common and it may cause people to feel threatened&comma; upset and vulnerable&period; Bullying can be performed by people who are in the position of authority&period; Co-workers and even subordinates with personal power and strength may coerce through intimidation and fear&period; In many countries&comma; any form of bullying in the workplace can be considered as serious offense and when proven&comma; it could become the ground for dismissals due to gross misconducts&period; Based on workplace regulations&comma; bullying can occur through physical&comma; verbal and non verbal conducts&period; As an example&comma; there should be no derogatory or inappropriate remarks about others’ performance&comma; which may include sarcasm and shouting towards others&period; Intimidation and overbearing levels of supervision can also be considered as workplace bullying&comma; while physical threats can be at higher level&comma; resulting in immediate legal proceeding&period; The most common type of workplace bullying is when people at senior positions abuse their power and authority over their subordinates&period;<&sol;p>&NewLine;<p style&equals;"text-align&colon; justify&semi;">Employee’s performance could be the subject to reasonable and legitimate criticism&period; When performed properly&comma; this action shouldn’t be seen as workplace bullying&period; Workplace regulations in any country should include prohibition against harassments to gender reassignment&comma; disability&comma; skin color&comma; age&comma; gender&comma; religion&comma; nationality and others&period; These regulations are aimed to make the workplace a safe and secure environment for any worker&period; It is often considered illegal to pursue courses of action that may amount to harassment&period; This regulation should cover any individual irrespective of their status&comma; level or grade in the workplace&period; When dealing with workplace bullying&comma; affected individuals may take informal steps&period; This may include approaching workplace bullies to determine whether this act can stop&period; This can be communicated verbally or through email&period; If the bullying act doesn’t stop and the bully refuses to comply&comma; then the affected individuals could seek confidential advices from their human resources staff and immediate manager&period; The case will be stronger if recent communication with workplace bullies is recorded&period;<&sol;p>&NewLine;<p style&equals;"text-align&colon; justify&semi;">Formal legal steps can be taken if the extent of workplace bullying has become serious enough&period; Formal complaints can be made for appropriate committees or any related team within the organization&period; Written complaints should be detailed&comma; which include relevant information&comma; include the bully’s name&comma; as well as date&comma; time and nature of bullying&period; We may include the name of witnesses and possible actions that can be taken to prevent further bullying attempts&period; When bullying is performed by many people in the workplace&comma; more drastic step must be taken&comma; such as changing the working condition&comma; such as duties and working hours&comma; without putting employees at career disadvantage&period; It is important for investigators to be able to investigate the matter in a confidential and timely manner&period; The investigator should be neutral and able to carry out the task with enough expertise&period; The investigation process itself must be impartial and thorough&period; At the end&comma; the final report should be submitted to the appropriate person&comma; organization or agency&period; There should also be a possibility of appeal when the affected individuals aren’t satisfied with the overall outcome&period;<&sol;p>&NewLine;

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