Bullying and harassment prevention plan with recent case

Simple workplace guidance based on recent legal cases and regulator advice. Recent case and the penalties:

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* A sole director was fined $15,000 for bullying

* An additional $3,000 court costs

* And an adverse publicity order requiring him to publicise the offence, its consequences and the penalty imposed in two industry publications.

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What happened

The man pleaded guilty to a single charge of failing to ensure a workplace under his management and control was safe and without risks to health. The above penalties were imposed.

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What was required

Safework Victoria noted the below as what employers should have in place to reduce the risk as much as is reasonably practicable.

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Key components to a prevention plan

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1. Behavioural standards

Unacceptable behaviour includes:

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* Verbal abuse, intimidation, or threats

* Sexual or gender-based harassment

* Humiliating others, exclusion, or degrading jokes

Staff are expected to treat each other with respect. Disputes must be handled professionally.

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2. Risk controls

To minimise the risk of bullying and harassment, we:

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* Provide induction training on expected behaviour

* Train supervisors to identify and respond early

* Structure work to reduce isolation and exposure to hostile behaviour

* Have accessible reporting pathways for staff to lodge an incident

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3. Reporting options

Staff must be able to report concerns safely. Options include:

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* Speaking to a supervisor or designated contact

* Using anonymous reporting systems and surveys (where available)

* Raising concerns in regular check-ins or toolbox talks

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In the case above, the perpetrator was the sole director.This highlights the importance of having multiple reporting pathways. Staff must never be left in a situation where the only person they can report to is the one causing the harm. Clear alternatives help ensure concerns can be raised without fear or obstruction.

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4. Response process

When an incident is reported:

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* We respond quickly and take all reports seriously

* Investigations are conducted confidentially and fairly

* Consequences may include warnings, training, mediation, or termination

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5. Plan review

This plan is reviewed every 6 to 12 months, or after any reported incident. We update processes based on staff input and any emerging risks.

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Would you like a detailed prevention plan template?

Fill out the form HERE to get a more detailed prevention plan template.