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Bullying issues in the workplace can have serious after-effects both on the employees and the organization as a whole. Be it a bad manager yelling at an employee without a genuine reason or a group of employees sorting out an employee and using harsh criticism against him/her, bullying can have psychological impacts on the concerned person and can lead to disturbed behavior and productivity. To figure out the bullying issues happening at the workplace, there are defined labor relations in the workplace. But, at times it is being observed that these labor rules are being overlooked by some malicious characters in the workplace. These persons with their accusatory responses disturb the whole working atmosphere. According to some online Canadian journals, the workplace bullying issues in Canada are on a rise from the past few times. The Ministry of Labour Relations Canada has its own set of guidelines, which act as a standard for all types of industries and businesses with the aim to settle various employment related disputes and bullying issues happening in the workplace. Recently, some new policy changes have been formulated in the existing laws and standards. The amendments have been incorporated by the WorkSafeBC, which acts as a Worker’s Compensation Board. All the recent amendments to the labour relations Canada will be effective from the 1st of November, 2013. These new policies are specifically addressed towards the workplace harassment and bullying issues and can be found in the Section 5.1 of the British Columbia Worker’s Compensation Act. The subjects that are being covered in the latest amendments to the labour management relations Canada include the following: • Clear definitions of the terms harassment and bullying. • List of incidences and cases which should be identified as bullying. • The bullying prevention polices that the employers and employees of the organization should keep in mind. • The procedural steps that a worker should take, in case s/he becomes a victim of workplace bullying. • The actions that employers need to take, if an employee reports to them with any incident of harassment. The new policies also focus on providing the required training to the employees and supervisors in the organizations, so as to help them easily identify the harassment issues at the workplace. The new amendments are expected to prevent the workplace nuisance in an effective manner and make it a safe and comfortable environment for everyone involved. View to original post Click here
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