For the Fair Work Commission (FWC) to make anti-bullying orders, the conduct must meet the test of being “repeated unreasonable behaviour while at work”. So how do several incidents by co-workers fail the “repeated” test? A full bench of the FWC recently upheld the decision of Commissioner Roe in Hammon v Metricon Homes Pty Ltd t/as Metricon Homes not to make anti-bullying orders because the conduct, although by a group of workers, was not repeated.
National Academy of Sciences, Room 120
Please join your colleagues for the release of the Board on Children, Youth, and Families and the Committee on Law and Justice’s report Preventing Bullying Through Science, Policy, and Practice.
This briefing on the release of a new consensus report from the National Academies of Sciences, Engineering, and Medicine will feature members of the study committee that authored the report and will discuss the reports conclusions and recommendations.
Courthouse News Service reports that Sierra Norman, who attended Declo High School (DHS), has filed suit against Cassia County Joint School District No. 151 alleging she was barred from running for 2014-15 senior class president because she is female and not a member of the Mormon church. In April 2014, Norman decided to run for 2014-15 senior class president, but says DHS administrators prohibited it, saying she was not eligible because they claimed she was a part-time student. DHS’s Constitution requires students to be full-time to “hold a major office.”
Norman says she was a full-time student, but administrators took it upon themselves to classify her as part-time because she was taking online advanced placement courses. “The defendants told Sierra that she couldn’t run because she was not a full-time student — even though she was a full-time student according to the school district’s own records,” her legal complaint asserts. “The only other student who petitioned to run, even by the defendants’ pretextual logic, wasn’t a full-time student either. Only two things meaningfully distinguished the other student from Sierra, and they were the real basis of the defendants’ decision: the other student was in LDS seminary, and he is male.”
Many have had a difficult colleague in the workplace, but sometimes things tip a little further into abuse. Advocates who say they’ve been victims of workplace bullying are trying to get legislation enacted that would give victims some legal recourse.
Visitors to the Massachusetts State House recently were greeted by a collection of black and white close-ups of faces, printed on posters about five feet high, staring with sadness and determination into the halls as legislators briskly walked by.
Pursuant to the British Columbia Workers’ Compensation Act (“Act”), every employer has a duty to ensure the health and safety of its workers,1 which includes taking all reasonable steps to prevent or otherwise minimize workplace bullying and harassment, and eliminate or otherwise minimize workplace violence.
Bullying and Harassment
Bullying and harassment includes any inappropriate conduct or comment by a person towards a worker that the person knew or reasonably ought to have known would cause that worker to be humiliated or intimidated, but excludes any reasonable action taken by an employer or supervisor relating to the management and direction of workers or the place of employment.