Overview

Sidekicker is committed to the prevention of workplace bullying and considers bullying to be an unacceptable form of behaviour which it will not tolerate under any circumstances.

Under work health and safety legislation Sidekicker has a responsibility to do everything possible to eliminate or reduce risks to Sidekicks’ health and safety. All Sidekicks have a right to a workplace that is free from bullying. Sidekicks must also accept responsibility for their actions towards others in the workplace and must not take part in any bullying behaviour.

 

What is bullying?

Workplace bullying is repeated, unreasonable behaviour directed towards an employee or group of employees, which creates a risk to a Sidekick’s mental or physical health and safety. 

Unreasonable behaviour is that which a reasonable person, having regard to all the circumstances (those that the alleged bully would reasonably be expected to know), would expect to victimise, humiliate, undermine or threaten its recipient. Behaviour includes actions of individuals or a group, and may involve using a system of work as a means of victimising, humiliating, undermining or threatening. 

 

Examples of bullying

The following types of behaviour, when repeated or occurring as part of a pattern of behaviour can constitute bullying:

  • verbal abuse;
  • homophobic/transphobic behaviour
  • excluding or isolating Sidekicks;
  • psychological harassment;
  • intimidation;
  • assigning meaningless tasks unrelated to the Sidekick’s position;
  • giving impossible assignments;
  • initiation practices;
  • sabotaging another Sidekick’s work;
  • deliberately withholding information that is vital for effective work performance; and
  • ridiculing other Sidekicks’ opinions.

However, legitimate and reasonable actions to manage work performance or discipline a staff member for misconduct do not constitute workplace bullying.

Generally, this policy is concerned with behaviour that is persistent and part of an identifiable pattern. The specific form of the behaviour need not be the same – bullying can involve diverse incidents, e.g. verbal abuse, isolation and deliberate damage to personal property.

While a single incident of the behaviour described does not fall within the above definition, Sidekicker does not condone and will not ignore such incidents. Any concern should be reported and will be considered seriously.


Responsibilities

It is the responsibility of all Sidekicks, clients and Sidekicker to ensure that the workplace is a safe place to work, free from bullying.

All Sidekicks must ensure that:

  • they understand and are committed to the rights and entitlements of all employees to attend work and perform their duties without fear of bullying in any form
  • they immediately report any offensive action they witnessed or that was directed at themselves
  • treat fellow workers with dignity and respect


Reporting procedure

Sidekicker will deal with all reports of workplace bullying seriously, promptly and confidentially.

Complaints regarding workplace bullying are dealt with in accordance with the Sidekicker Grievance Resolution Policy.

Reporting an incident in Australia
To report an incident in Australia, you can contact Sidekicker on 1800 665 035 and select option 2 or email us at hr@sidekicker.com.au

Reporting an incident in New Zealand
To report an incident in New Zealand, you can contact Sidekicker 0800 003 998 and select option 2 or email us at hr@sidekicker.co.nz.


General

Sidekicks involved in or report bullying may also be offered professional support services such as counselling or medical advice, as appropriate. 


Outcome of reporting process


Any person who has been found to have bullied other Sidekicks may be disciplined. The discipline will be appropriate to the severity of the offence, but may involve warning or dismissal. 

Any person who has been found to have made a report that is vexatious or based on facts that the person ought to reasonably believe to be untrue may also be subject to disciplinary action.

Mitigating factors such as personal circumstances, disciplinary and work history and work performance will be taken into account, but will not be decisive, in determining the appropriate disciplinary measures to be adopted.

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