Public and Commercial Services Union

Members faced with the problem of bullying need to be confident that management are willing to tackle it.

This confidence requires practical commitments on the part of management such as:

Issuing a statement to all staff that makes it clear that bullying is unacceptable behaviour, will not be tolerated and is a disciplinary offence.

Producing a code of acceptable behav­iour, which must be communicated to existing and new staff.

Developing a formal, agreed bullying policy.

Developing procedures for investigating and dealing specifically with bullying at work.

Issuing a statement that confidentiality is assured for complainants and that all complaints will be taken seriously and dealt with quickly.

Providing practical help and support to staff where a complaint is being investigated.

Providing counselling and support for staff subject to bullying.

Providing training for managers, personnel and trade union representatives.

Putting in place a support system of independent volunteers (called ‘harass­ment advisers’ or ‘contact officers’) for staff to speak to informally.

Monitoring and reviewing the procedures and complaints system regularly.

Carrying out an audit or investigation to analyse the extent to which bullying is a problem. this might include looking at management style, morale, sickness levels, and incidents of stress and patterns of staff turnover.