1.     INTRODUCTION

This document describes in detail Loveworld Medical Centre’s policy and procedure in dealing with cases of bullying in the workplace.

It describes in detail what constitutes workplace bullying, the responsibilities of employees/staff, Line Managers and Hospital leadership management etc. to prevent the occurrence of workplace bullying. It also describes actions required to be taken should an incidence of bullying occur.

Loveworld Medical Centre is committed to creating and maintaining a workplace environment which fosters mutual respect, integrity and professional conduct. In keeping with this commitment, the company has established this policy and a set of reporting / investigation procedures for all employees relating to the issue of workplace bullying.

Loveworld Medical Centre will not tolerate bullying or harassment in the workplace and will make every reasonable effort to prevent and eliminate conduct which falls within the scope of this policy.

2.     SCOPE

This policy applies to all active employees (Permanent and Contract), Management staff, industrial attachment students and volunteers where applicable.

The policy applies to all activities which take place on the organization’s premises (including interpersonal and electronic communications) or which are directly related to the workplace and during any job-related task or activity, including conferences, training sessions, travel and social functions.

3.     DEFINITIONS

For the purpose of this policy, the following definitions shall apply:

Bullying is characterized by aggressive, intimidating, malicious or insulting behavior or abusive behavior or abuse of power through means intended to undermine, humiliate, denigrate or hurt the person to whom it is directed.

Bullying does not always result from Supervisor/Subordinate relationships or vice versa; unacceptable peer pressure can also constitute bulling.

Examples of conduct or comments which might constitute bullying include:

• Demonstrations of rage against a colleague in public and/or private
• Talking down a colleague
• Personal insults and name calling
• Shouting, yelling
• Targeting an individual through persistent, unwarranted criticism.
• Verbal, written or physical threats and intimidation
• Unfair criticism and persistent public humiliation
• Setting targets with deadlines that cannot be met
• Ignoring or excluding a person, or speak only to a third party to isolate another person
• Vandalizing personal belongings
• Spreading malicious rumors, gossip or negative innuendo
• Insulting someone or using derogatory remarks, gestures or actions
• Copying critical memos about others who do not need to know
• Ridiculing or belittling someone
• Exclusion- To deny (someone) access to a place, group, or privilege. To remove from consideration.
• Victimization – The action of singling someone out for cruel or unjust treatment)
• Unfair treatment – (To maltreat, ill-treat, misuse, wrong)
• Overbearing surveillance
• Unwelcome sexual advances
• Touching or standing too close (invading personal space)
• Posting of offensive material
• Making threats or comments about job security without foundation
• Undermining a competent worker by deliberately criticizing him/her
• Preventing people from progressing by deliberately blocking promotion/training opportunities.

Bullying can take other forms, for example, what may emerge as a concern initially categorized as harassment, intimidation or aggressive management may upon investigation be considered to be bullying.

Bullying or harassment would not include:

• Normal exercise of supervisory responsibilities, including performance reviews, counselling and disciplinary action where necessary, provided they are conducted in a respectful professional manner in accordance with company policies and procedures.
• Social interactions, jokes and bantering which are mutually acceptable, provided the interactions are respectful and there is no negative impact for others in the work environment.

Disagreements, misunderstandings, miscommunications and conflict situations, provided the behavior of the individuals involved remains professional and respectful.

CONSEQUENCES OF BULLYING

Workplace bullying is considered to be one of the most stressful phenomena in the workplace and an example of a dysfunctional and toxic relationship that has detrimental effects on an individual’s physical and psychological health. It is a gradual process in which an individual is subjected to indirect and subtle forms of psychological violence.

A person who is bullied may suffer from physical and/or emotional symptoms, such as sleep disorders, nausea, sweating, tremors and loss of confidence and motivation.

In addition, they may suffer other consequences, such as the loss of training and development opportunities and missed promotion opportunities. They also may end up leaving the organization on the basis of a bullying act.

SECTION 1: POLICY

• Loveworld Medical Centre takes a zero-tolerance position to bullying in the workplace. Such acts will be taken seriously and will not be tolerated.
• Loveworld Medical Centre leadership team supports zero tolerance of workplace violence through a system of accountability for involved managers and employees.
• Any employee found in violation of this policy may be subject to disciplinary action up to and including termination of employment and criminal prosecution. Violations will be addressed by Human Resources department Management, law enforcement agencies and/or hospital internal security.

SECTION 2: COMPLIANCE AND RESPONSIBILITIES

a. Hospital Leadership and Management Staff

While each employee has a responsibility to maintain and contribute to the preservation of an environment that is free from intimidation, Managers have an additional obligation to make every reasonable effort to establish and maintain a workplace free of bullying, intimidation or harassment. For the purpose of this policy, their responsibilities include but are not limited to the following:

• Provide an appropriate and safe work/hospital environment
• Inform and train staff in handling potential and actual violent situations
• Ensuring that employees have full access to information about employer policies an standards
• Respecting the rights of all parties to a fair, equitable and confidential process for responding to complaints
• Providing support to all those involved in a problem-solving process, and
• The application of corrective and/or disciplinary measures, if any.
• Implement changes in work or the workplace if deemed necessary following the risk assessment process. Where is this process documented? Who will carry it out?
• Ensure there are no reprisals against employees who report incidents, and maintain strict confidentiality of information reported in relation to workplace violence.
• Reiterate the policy through on-going staff education activities and educate staff on the need to promptly report incidents that may arise.

b. All Employees

Each and every employee of Loveworld Medical Centre is expected to support the implementation of this policy by:

• Behaving in a manner that reflects professional conduct, mutual respect for others and respect for diversity in the workplace.
• Not intimidating or harassing others
• Participating fully and in good faith in any resolution process, formal complaint or investigation process when it has been determined that they are able to provide relevant information.
• Reporting any bullying or harassment experienced or observed in the workplace that may contravene this policy.
• Respecting the rights to personal dignity, and confidentiality relating to this policy.

In addition, every member of staff is expected to;

• Be familiar with and comply with this policy and other policies related to workplace violence in Loveworld Medical Centre.
• Report all incidents of violence including threats or verbal abuse. Who should report be made to? Provide link to the relevant policies e.g sexual harassment policy.
• If involved in a violent situation (either as a victim or responding to a call for assistance) use minimum force required to control the violent individual(s), bearing in mind legal and medical constraints and their personal responsibility to act within the laws of the land. Provide link to the relevant policy.

1. PROCEDURE FOR MANAGING CASES OF BULLYING

If you observe or believe you are being bullied or subjected to any other form of harassment in the workplace, in the course of the company’s business, these are the first thigs to do:

a) Employees are encouraged to make it clear to the person who is bullying them that their actions make them uncomfortable.

b) If the behavior persists, keep records of incidents of behavior, which one consider to be harassment or bullying, noting the date and time of the incident and details of any weaknesses. Such records can be helpful in describing the problem and may also be used if any formal action is subsequently taken.

c) Should the behavior continue, staff should approach the line manager or, if appropriate (e.g if that person is the one causing the concerns, another Senior Manager or the HR department.

d) Make your bullying complaint by contacting your manager or the HR. The complaint may be verbal or in writing. If the complaint is made verbally, the manager or the HR may record the details provided by the employee.

e) A Manager handling the complaint of bullying is likely in the first instance to discuss the complaint informally with the alleged offender, this should take place without any delay after the complaint has been made. If the matter is not resolved informally, the Manager will initiate an investigation. Will any evidence be provided at this point? Will witnesses be called; especially if the accused denies? Will this be documented since it is said to be “informal”?

f) Following an investigation, the decision of the Manager will be confirmed in writing to the complainant and the person against whom the allegation was made.

g) If the Manager concludes that bullying has taken place, procedures set out in the company’s disciplinary procedures will be initiated.

2. HOW COMPLAINTS WILL BE DEALT WITH

Any claims of bullying will be investigated promptly and discreetly. All complaints are treated with sensitivity and are kept confidential as possible. If you witness a bullying situation and make a complaint about it, every effort will be made by the HR department to keep your identity, and your department anonymous.

An appropriate disciplinary action will be taken to eliminate inappropriate behavior.

In addition, you are not required to report your complaint to the person who is the subject of the complaint. For example, if your complaint concerns your supervisor, you can talk to someone in Human Resources. However, if someone at work makes you feel uncomfortable, we encourage you to tell them that this conduct is unwelcome.

Human Resources will promptly investigate complaints. You must cooperate fully in such investigations. If warranted, the company will take appropriate corrective action up to and including termination of employment.

The company will not tolerate intimidation, victimization, retaliation or discrimination against an individual for filing a complaint or assisting in an investigation, whether or not the complaint is upheld. Where such action is alleged, the matter will be dealt in the same way as an allegation or harassment or bullying.

If you believe you have been subject to reprisal, you can use any of the resources described above to report your concern.

Where investigations reveal a complainant’s allegations to be false and malicious, such will be made to face disciplinary action.