April 2000 Volume 81 Number 4 "serving the protectors"
Straight to the Point
By Trevor Haskell  PASA Executive Committee Member

Workplace Bullying

The Police Association published two equity statements in 1996 as part of a review of equity policy. The first was on “Sexual Harassment” and the second on “Bullying in the Workplace”. In 1999 the association developed a broader equity policy. In recent times there have been major studies into bullying by both the Working Women’s Centre and the Employee Ombudsman. Both have produced excellent booklets on the topic.

SAPOL is soon to endorse its equity and diversity policy, which will also include bullying and procedures for use when there are grievances. This is an important step in addressing what, in some work environments, are behaviours that are costing SAPOL both in human and financial terms.

Bullying is one of the various forms of harassment that can exist in a workplace. It is a form of intimidation. Bullying is described as including behaviours where one person uses their position, rank or power to exert unreasonable control over someone else.

The term bullying is often used by subordinates in describing the behaviour of a supervisor or manager towards them. However, it may be used at a peer level to influence the place or acceptance of another person within the workgroup.

Bullies are people who use unacceptable behaviours as a means of controlling others.

Bullying is an occupational health, safety and welfare issue.

The bullying may constitute discrimination under SAPOL’s equity and diversity policy or be in breach of the Commissioner for Public Employment’s discrimination guidelines.

Types of Bullying

Bullies will use a variety of offensive behaviours which may include:

• Constant criticism.
• Isolation.
• Refusal of requests for leave or training.
• Spreading rumours.
• Withholding information.
• Favouring individuals.
• Setting impossible tasks.
• Changing the ground rules.
• Threats.
• Shouting.
• Intolerance of the views of others.
• Blaming.
• Humiliation.

Effects of Bullying

Bullying creates negative feelings about self, towards the bully and the workplace in general. A person’s feelings of self-worth are compromised and there are short- and long-term psychological and physical responses.

At an organizational level bullying creates an environment of high staff turnover, high absenteeism, increased sick leave usage, low morale, and an unmotivated workplace.

What to do if you are bullied

• As with all forms of intimidation or harassment confront the perpetrator if possible. Identify to them the behaviour you find offensive and tell them to stop.

• Document the behaviour and your attempts to stop it.

• Discuss it with colleagues and if they are having similar concerns make a joint approach to the bully or management.

• If the behaviour continues advise your line supervisor or a senior officer/manager. You may also contact the equity officer, local equity contact officer, Welfare Section, PASA delegate or the Police Association. Familiarize yourself with the SAPOL equity policy and procedures.

• You may wish to lodge a grievance in line with SAPOL’s grievance policy.

• If there are health effects consult your general practitioner for medical advice or support.

• Consider your rights under SAPOL’s equity and diversity policy and grievance procedures, the Commissioner for Public Employment guidelines and industrially.

The Police Association of South Australia is committed to the provision of a workplace that is free from all forms of harassment. Every employee has the right to a working environment that is safe.

Delegate Training

The key to a successful union is the active involvement of its membership. The Police Association has almost total representation of the sworn staff. The delegates and branch officials are a critical part of the services provided by PASA. To this end, Assistant Secretary Mark Carroll provides training opportunities for PASA’s elected officials. The training is structured into introductory, advanced and special-purpose components.

I commend those elected officials who have taken the time to attend training - it shows their commitment to the membership. I encourage those who have not yet done so to consider the training as an essential requirement for the roles they have undertaken. The training is supported by SAPOL through the provision of union training leave.

Those with an interest in the training programmes and greater PASA involvement should contact Mark Carroll.

PASAweb   Index & Search   Top of Page   Comments   Email to Editor

The Police Journal Online is an official publication of the Police Association of South Australia and is published monthly. Editors of kindred publications can seek permission from the Editor to re-publish any Police Journal Online article. Copyright 1999  The Police Association of South Australia sustance