90.1 NBC FM Workplace Bullying Policy
At 90.1 NBC FM, we are committed to fostering a workplace where mutual respect is paramount, and all staff and volunteers feel safe and valued. This policy outlines our commitment to preventing workplace bullying and the steps we take to ensure a positive work environment.
Purpose and Scope
We believe that a productive and harmonious workplace is one where everyone is aware of the impact of their behavior on others. Bullying is unacceptable at 90.1 NBC FM and will not be tolerated under any circumstances. Any staff member or volunteer found to have committed or condoned bullying will face disciplinary action, up to and including termination of employment.
Our Policy
90.1 NBC FM will take the following steps to prevent and address workplace bullying:
Promote Appropriate Behavior: We encourage all staff and volunteers to adhere to high standards of behavior at all times.
Sensitive and Fair Handling of Complaints: We are committed to addressing bullying complaints in a sensitive, fair, and timely manner.
Training and Awareness: We provide training to ensure everyone understands their rights and responsibilities regarding workplace bullying.
Effective Complaint Procedures: We have a clear and effective process for addressing bullying complaints.
Encourage Reporting: We encourage the reporting of any behavior that violates this policy.
Protection from Retaliation: We ensure that individuals who report bullying are protected from victimization or reprisals.
What Is Bullying?
Workplace bullying is defined as repeated, unreasonable behavior directed towards an individual or group that creates a risk to health and safety. This includes any behavior that a reasonable person would consider to be intimidating, humiliating, or threatening. Bullying can involve verbal, written, visual, or physical actions, such as:
Demeaning language or verbal abuse
Threats or physical intimidation
Outbursts of anger or aggression
Excluding or isolating individuals
"Ganging up" on someone
Psychological harassment or intimidation
Assigning impossible tasks
Deliberately inconveniencing someone through work schedules
What Isn’t Bullying?
Reasonable management actions carried out in a fair and reasonable manner are not considered bullying. These actions can include:
Setting performance goals and deadlines
Allocating work hours and tasks
Providing feedback on work performance
Implementing organizational changes
Conducting performance management processes
Responsibilities of Staff and Volunteers
All staff and volunteers are responsible for:
Respectful Conduct: Treating others with respect and courtesy at all times.
Compliance: Adhering to the Workplace Bullying Policy and Procedure.
Reporting Incidents: Reporting any bullying behavior to the Station Manager or Supervisor.
Participation in Investigations: Cooperating fully in any investigation into bullying and maintaining confidentiality throughout the process.
What to Do If You Believe You’re Being Bullied
If you believe you are being bullied, it’s important not to ignore the situation. Here’s what you can do:
Address the Issue Directly: If possible, try to resolve the problem by discussing it with the person involved.
Seek Assistance: If you’re unsure how to handle the situation, or if the issue persists, speak to the Station Manager or Supervisor.
Report the Incident: Ensure that your complaint is made honestly and in good faith, providing all relevant facts to support your case.
Management Responsibilities
If a bullying complaint is brought to your attention, you must:
Act Promptly: Address the complaint quickly and take it seriously.
Be Sympathetic and Serious: Show empathy and take the matter seriously.
Follow the Investigation Procedure: Notify the Station Manager, document the complaint, and ensure an investigation begins within 2 working days.
Investigation and Mediation Process
The investigation of a bullying complaint will be thorough and impartial. It will include:
Mediation: If appropriate, mediation may be used as a first step to resolve the issue.
Investigation: The investigator, who may be from outside the organization, will speak to all parties involved and any witnesses.
Action: Based on the findings, appropriate actions such as an apology, changes to work practices, or disciplinary measures will be taken.
Confidentiality
All parties involved in a bullying complaint must ensure that the details of the complaint are kept confidential and only discussed with those directly involved in the investigation and resolution process.
Further Information
For more information on preventing and responding to workplace bullying, please refer to: