Dignity
FETAC Level 6 Supervisory Management
Legislation, Regulation and Policies
Dignity at Work/Bullying
Submitted by:
Kastytis Bereznočenko
04.02.2013
Tutor:
Michael Roche
The Health and Safety Authority’s definition on bullying is:
“Repeated inappropriate behaviour, direct or indirect whether verbal, physical or otherwise, conducted by one or more persons against another or others, at the place of work and/or in the course of employment, which could reasonably be regarded as undermining the individual’s right to dignity at work. An isolated incident of the behaviour described in this definition may be an affront to dignity at work but as a once off incident is not considered to be bullying”. Bullying actions must be repeated - a one off incident is not considered to be bullying.
Bullying can be verbal bullying; physical bullying or otherwise and it can take many different forms such as: * Social exclusion and isolation; * Damaging someone's reputation by gossip or rumours; * Intimidation; * Aggressive or obscene language; * Repeated requests with impossible tasks or targets;
Code of Practice entitled ‘Code of Practice for Employers and Employees on the Prevention and Resolution of Workplace Bullying’, in accordance with section 60 of the Safety, Health and Welfare at Work Act 2005 (No. 10 of 2005). This Code of Practice provides practical guidance for employers on identifying and preventing bullying at work arising from their duties under section 8 (2) (b) of the 2005 Act as regards ‘managing and conducting work activities in such a way as to prevent, so far as is reasonably practicable, any improper conduct or behaviour likely to put the safety, health and welfare at work of his or her employees at risk’. It also applies to employees in relation to their duties under section 13 (1) (e) of the 2005 Act to ‘not engage in improper conduct or behaviour that is likely to endanger his or her own safety, health and welfare at work or
Legislation, Regulation and Policies
Dignity at Work/Bullying
Submitted by:
Kastytis Bereznočenko
04.02.2013
Tutor:
Michael Roche
The Health and Safety Authority’s definition on bullying is:
“Repeated inappropriate behaviour, direct or indirect whether verbal, physical or otherwise, conducted by one or more persons against another or others, at the place of work and/or in the course of employment, which could reasonably be regarded as undermining the individual’s right to dignity at work. An isolated incident of the behaviour described in this definition may be an affront to dignity at work but as a once off incident is not considered to be bullying”. Bullying actions must be repeated - a one off incident is not considered to be bullying.
Bullying can be verbal bullying; physical bullying or otherwise and it can take many different forms such as: * Social exclusion and isolation; * Damaging someone's reputation by gossip or rumours; * Intimidation; * Aggressive or obscene language; * Repeated requests with impossible tasks or targets;
Code of Practice entitled ‘Code of Practice for Employers and Employees on the Prevention and Resolution of Workplace Bullying’, in accordance with section 60 of the Safety, Health and Welfare at Work Act 2005 (No. 10 of 2005). This Code of Practice provides practical guidance for employers on identifying and preventing bullying at work arising from their duties under section 8 (2) (b) of the 2005 Act as regards ‘managing and conducting work activities in such a way as to prevent, so far as is reasonably practicable, any improper conduct or behaviour likely to put the safety, health and welfare at work of his or her employees at risk’. It also applies to employees in relation to their duties under section 13 (1) (e) of the 2005 Act to ‘not engage in improper conduct or behaviour that is likely to endanger his or her own safety, health and welfare at work or