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The purpose of this exercise is to help you learn how to write policy for a business, no matter if you're in HR or management. For this assignment:

1. See the directions and information for Assignment #2 in the Link below.

Assignment 2 - Workplace Bullying Policy.docx

2. Following are resources to help you write your company policy:

  • Click on the link below to access a document written by a legal, anti-bullying expert.

Responding to Workplace Bullying Article.pdf

  • Click on the link below to access several, short, YouTube videos.

Link (Links to an external site.)Links to an external site.

  • Your policy will be graded on thoroughness, logic, clarity, and correct English grammar and mechanics.
  • I will submit each assignment to Safe Assign or Turnitin to ensure correct citation and no plagiarism.

Remember: The template in the Assignment 2 document above is not the only information you should include. The template only provides a basic format for writing a policy.

  • Additional information can be included if you want to receive a higher point total.

Unformatted Attachment Preview

Assignment 3: Writing a Workplace Anti-Bullying Policy As the instances of workplace bullying and abuse continue to increase, it is important for organizations to take a proactive approach in preventing this behavior. One way to do this is to create and communicate organizational policies about that behavior. By creating an anti-bullying policy, organizations give employees some protection from workplace abuse that is currently not covered by law. Luckily, your company and HR manager are proactive when it comes to “friending” company employees. As such, your HR manager and immediate boss asks you to write a company policy on “workplace bullying” since the company currently doesn’t have a policy and you have just returned from a conference that dealt with the topic. While at the conference, you attended a lecture and were provided several handouts. You decide to start with them to research information that will help you create an effective policy. Following are the links to three of the handouts: http://www.lni.wa.gov/safety/research/files/bullying.pdf (An informational handout on institutional bullying from the Washington State Dept. of Labor & Industries; distinguishes between bullying and harassment.) http://www.bullyfreeatwork.com/blog/?page_id=48 (A comprehensive webpage on the topic; scroll towards the bottom of the page for links to articles on bullying.) http://www.crisisprevention.com/Resources/Article-Library/Prepare-Training-Articles/DefiningWorkplace-Bullying (Good site for basic information.) See Module 3 on Canvas for the fourth handout - a paper titled “Responding to Workplace Bullying: The Role of the Ombudsman (A professional keynote paper on the topic.) Now that you have done your research, you can begin to write your company’s policy. During your research, you found an article (Duffy, 2009) that provided a good starting point for writing a workplace bullying policy. NOTE: The elements below provide a simple, generic template and is not complete; you must add additional information, or points will be deducted from your assignment. The template only offers an outline for how the elements should be grouped to describe the complaint process. Template for Workplace Bullying Policy An effective policy describes the process from the complaint stage to the consequence stage. Duffy (2009) suggests at least 12 elements be included in a workplace abuse policy. The 12 elements are broken down into four (4) sections as follows: 1 of 2 • • • • Section 1: Purpose, Statement & Examples Section 2: Complaint and Resolution Process Section 3: Action Section 4: Consequences Section 1: Purpose, Statement, and Examples • • • Purpose of policy. The purpose of the policy should clearly reflect the values of the organization. Statement. Describe the definition of workplace bullying. Also include the organization's position and how the behavior hinders company goals and negatively affects employee health. Examples. Indicate examples such as (humiliation, character attacks, isolating an employee, name calling, etc.), but be sure to acknowledge that this type of workplace abuse is not limited to the behaviors listed. Section 2: Complaint and Resolution Process • • • Identify appropriate contact people. Identify the people to contact if there is a problem. The contact list should be across all levels of the organization. Informal resolution. This should be an option as long as all parties involved agree to it. It can be an open dialogue between parties to work through the problem. This option would require the person charged to be receptive to information about the affects of their abusive behavior. Alternative resolution. Examples include mediation, negotiated agreements, restorative justice, other resolutions agreed to be all parties. Section 3: Action • • • • Formal charge. Clarify the procedures on how workplace abuse complaints are handled by the organization from beginning to end. Privacy. Distribute a statement of confidentiality to all parties involved. Timing. Indicate that the investigation will be conducted in the shortest time possible. Results Reporting. Distribution of the results of the investigation will be delivered to both parties separately. Section 4: Consequences • • Accountability. Discuss the personal and organizational consequences when an investigation has uncovered workplace abuse. Appeal. Communicate the appeals process to all employees. Both parties should have the ability to submit an appeal. Reference: Duffy, M. (2009). Preventing workplace mobbing and bullying with effective organizational consultation, policies, and legislation. Consulting Psychology Journal: Practice and Research, 61(3), 242-262. 2 of 2
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Explanation & Answer

Attached.

Running Head: WORKPLACE ANTI-BULLYING POLICY.

Workplace Anti-Bullying Policy
Institutional Affiliation:
Date:

1

WORKPLACE ANTI-BULLYING POLICY.

2

Purpose
Rics Company is focused on giving a safe and sound workplace in which all employees
are dealt with reasonably, with regard and dignity. Bullying is a hazard to the wellbeing and
security of the work environment. It is undesirable and won't be accepted by Rics Company.
This policy sketches the Rics Company's declaration to a safe work environment and is
designed for guaranteed, so far as it rationally can, that workers are not exposed to any
intimidation while at work. It likewise details the lawful obligations of Rics Company and
workers in connection to averting bullying in the working environment.
Commencement of Policy
This policy will inaugurate on 16th Feb 2018. It supplants all additional bullying policies
whether written or else not written.
Scope
This Policy extends to all function and places that are work-related, for example, work
dines, conferences, Christmas celebrations, and client functions. This Policy does not form part
of any employee’s contract of employment. Nor does it form part of any contract for service.
This Policy stretches out to all functions and spots that are work associated, for instance,
work lunches, meetings, Christmas celebrations and customer functions. This Policy does not
shape some portion of any workers agreement of work. Nor does it frame some portion of an
agreement for service.
Legal responsibilities

WORKPLACE ANTI-BULLYING POLICY.

3

Everybody in the working environment has a statutory obligation to keep bullying from
happening. Under important wellbeing and security enactment (the "Enactment") Rics Company
has the essential obligation to take out or limit, similarly as sensible practicable, the dangers to
wellbeing and health in the working environment. This obligation incorporates the employment
of methodologies to avert working environment bullying. This approach will help Rics Company
conform to its lawful duties.
Place of work members is additionally necessitated by the Legislation to take reasonable
care for their wellbeing and security and also that of others at Rics Company’s work
environment. All workplace members should likewise consent to any reasonable direction given
by the company.
Meaning of workplace bullying
Workplace bullying is recurrent, irrational conduct, directed towards an employee or a
cluster of employees that generates a hazard to security and health. It incorporates both
psychological and physical abuse and dangers.
' Recurrent conduct' alludes to the incessant nature of the conduct and can allude to a
variety or pattern of practices over some undefined time frame...


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