The purpose of an anti-bullying corporate policy is to communicate to all personnel, including the management and the executive that the organization does not tolerate any form of bullying behavior which threatens civility at work. Such policies shall address bullying which may lead to disciplinary actions, even to termination if necessary.
In drafting a policy, it must first define bullying so as to make clear what actions constitute bullying and what actions may lead to sanctions. One must also expressly state that such behaviors constitute bullying and violates the company’s code of ethics which clearly states that all employees must be treated with respect.
The policy must also make it clear that bullying may be intentional or unintentional, and that the intention to bully is irrelevant and will not be given consideration. What is important is the conduct’s effect to an individual. In building a civil workplace, it is essential that bullying be clearly defined and classified as verbal, physical, gesture, and exclusion. It is also important to enumerate all the actions which fall to such classifications of bullying.
Nevertheless, if things turn to be out of hand, one should always consider seeking for legal advice for proper grievance and redress. Furthermore, one may also consider seeking professional help through workplace bullying consulting.
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