Legal Win - Former News Of The World sports reporter in £792k tribunal payout- UK

Victim awarded almost £800,000 for unfair dismissal and disability discrimination.

Two sacked victims of workplace bullying and harassment have received six-figure payouts in the UK this week after employment tribunals ruled against their employers.

In the first case, former News of the World sports reporter Matt Driscoll, who was fired by News International in April 2007.

An employment tribunal has awarded former News of the World sports reporter Matt Driscoll £792,736 in compensation after finding he was unfairly sacked and discriminated against on the grounds of disability.

Before he was sacked in April 2007 he had been on long-term sick leave for stress related depression.

Stratford Employment Tribunal said of his dismissal: "We find the behaviour to have been a consistent pattern of bullying behaviour... with the intention to remove him from their employment, whether through negotiating a settlement package or through a staged process of warnings leading to dismissal.

"The original source of the hostility towards the claimant [Driscoll] was Mr Coulson, the then editor of the News of the World; although other senior managers either took their lead from Mr Coulson and continued with his motivation after Mr Coulson's departure; or shared his views themselves."

Coulson - now chief spin doctor for the Conservative Party - resigned as News of the World editor in January 2007 after royal correspondent Clive Goodman was jailed for four months for intercepting the mobile phone messages of royal aides.

Driscoll joined the paper in 1997 and was promoted twice between then and 2001. That year he was moved from the North East of England to London and told he would be put on a salary of £50,000.

Driscoll believes he fell foul of editor Coulson in late 2004 when the editor tipped him off that Arsenal were planning to play in purple shirts. Arsenal FC denied the story - but it appeared in The Sun three months later.

Driscoll claims that sports editor Mike Dunn said to him: "Coulson will be on the warpath over this. We are dead." Dunn denied having that conversation.

Driscoll was given a first warning in October 2005 because some disputed quotes were not backed up by a verbatim note.

After this NoW managing editor Stuart Kuttner sent Coulson an email saying: "Of course we could still fire him: and pay the going rate for that. Mike Dunn tells me Discoll can't be got shot off?"

Driscoll wrote a letter complaining about his discplinary warning to which Coulson replied: "In my view your actions on this matter merited dismissal".

The tribunal described this as "a bullying remark".

Before being dismissed finally, Driscoll was given a series of warnings.

But the judgment said: “The impression given us, from reading the documentation and considering the evidence as a whole, was that the senior management team were going through a cynical process of giving an appearance of fairness towards him.

"By giving him a first warning, final warning and then dismissal, they hope to avoid a successful unfair dismissal claim."

The tribunal heard that when editor Coulson found out Driscoll was off sick he sent an email to his deputy editor saying: “I want him out quickly and cheaply.”

Dirscoll told the Guardian today: “Andy Coulson was at the heart of all of this. He should look at himself and decide if his actions in the course of the way I was treated were correct. If I were him, I would find it very hard to look in the mirror. I was subjected to unprecedented bullying and he did nothing to stop it, if anything he accelerated it. I didn't do anything wrong.

"I was in the top 30 sports writers in the country. I then came up against the venom of Andy Coulson, which I found very hard to take. It has taken an incredible amount of strength to take on the richest news group in the world and win. I don't think anyone has ever done that before with the success that I have.

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NEWS INTERVIEW - Women Bullies In The Workplace

When many people think of bullies, the thought of kids on a playground usually comes to mind. A group called Workplace Bullying Institute shows that about 40 percent of bullies at work are women who target other women about 70 percent of the time.

Marsha Petrie Sue said she worked for a woman who bullied her.

"But then I got promoted and we were peers. Yeah baby!" said Sue.

Sue went on to become a professional speaker and writer and her latest book is called, "Toxic People."

"It's not right or wrong. It just is. Men and women have been socialized differently," said Sue. "We have a tendency when we get our feathers ruffled, to keep it on our sleeve. I have learned that the way I was raised didn't necessarily set me up to work within a male-dominated environment."

Sheri Perkins works at Adecco, the world's largest staffing company. "I'm not going to say that it isn't realistic that a lot of women are very catty," said Perkins. "Sometimes women do tend to pick on other women maybe especially if one woman is a stronger personality than another."

Perkins went on to say, "When the economy is the way it is, that people may act out in ways that maybe they normally wouldn't and I think if someone ever tried to bully me, I would stop it immediately. That's just my personality. I don't care if you're a man or a woman."

Roxy Westphal had her own experience with bullying in the workplace. "They look at other women as a threat rather than as someone who can help them succeed. She just attacked me. I left the building in tears. I didn't even know how to respond to her. It was such as brutal attack," recalled Westphal.

Three weeks after the run-in with her co-worker, Westphal said she took another job with another company. Westphal now runs her own company, making and selling embroidered luggage for corporate events.

"If you talk to women and say do women treat other women differently in the workplace, all my friends roll their eyes and go 'oh yeah,'" said Westphal.

According to the United Nations' International Labor Organization, workplace bullying often goes unreported. Since the bullying isn't considered illegal, even when reported employers rarely take action.

NEWS - Australian Bullying bosses return as economic downturn bites

• Domineering bosses reappear
• Thriving in downturn
• Working parents at risk

THE domineering bosses of the 1950s have reappeared in Australian workplaces because of recession pressures. Federal Sex Discrimination Commissioner Elizabeth Broderick says bosses are taking a tougher line on working women, flexible hours and working from home as the financial crisis bites, The Sunday Telegraph reports.

"When we're in a period of economic downturn, managers revert to traditional employment arrangements and go back to what they know," Ms Broderick said.

"When that happens, people with non-standard working arrangements, like working mothers, will be under increased scrutiny."

She said working parents were already feeling the brunt of dictator bosses whose attitudes belonged in the past.

These employers were determined to bring back a working model where preference went to those staff who were available at all times and had no visible caring responsibilities.

Financial pressures were driving companies to begin pulling back on more flexible working arrangements.

"This will, over the medium term, disadvantage people for whom work-life balance is essential - people with caring responsibilities and principally women," Ms Broderick said.

But she said some workplaces had been forced to adopt four-day working weeks to save costs and the challenge would be in maintaining flexibility once monetary constraints eased.

Dr Suzanne Jamieson, former NSW Anti-Discrimination Board member and University of Sydney workplace lecturer, says the credit crunch has exacerbated a "top-down approach to decision-making", with staff no longer being consulted.

"People previously had expected to have some say in what was happening and it's just not happening now," she said.

Dr Jamieson said with more workers facing the sack, many were reluctant to ask for a pay rise, promotion or flexible hours.

Exit Info director Lenore Lambert said businesses with a relaxed leadership style had more to gain than those that chose to control and command.

"Good managers understand that getting the best from people means motivating, inspiring and engaging them," she said.

"They should make an effort to keep their top performers. It was only yesterday that we were fighting to keep them."

Single mother of one, Wanda Carroll, 43, benefits from supportive bosses. The executive assistant at an information technology firm often works from home.

She said although she had to be switched on outside traditional work hours, the flexible arrangement was invaluable.

"It's one of the best benefits that I have in the company," she said. "Having that ability to be there for my son when he needs me is just great."

Reader's Comments: Bullying bosses return as downturn bites

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CEO's on notice over Bullying & Harassment - Burnside CEO who quit over handling bullying claim against a councillor 'retracts' resignation

Two Bullying and Harassment stories in one day from Adelaide!

...........................BUT !!!!!!!!!!!!!!

The fall out has just begun.

As reported on June 23, 2009 12:01am

THE chief executive officer who quit Burnside council last week over the handling of a bullying allegation has retracted his resignation, The Advertiser has been told.

Neil Jacobs tendered his resignation to Mayor Wendy Greiner earlier this month, saying he could no longer guarantee a workplace free from harassment.

A special meeting was held last week where several councillors requested Mr Jacobs remain in the position and gave him yesterday as the deadline to reconsider.

The Advertiser understands Mr Jacobs emailed councillors about 5pm yesterday asking that he be retained as the council's senior bureaucrat.

"I withdraw notice of my resignation," Mr Jacobs wrote. "The council should seek advice on the due process."

Mr Jacobs said that, if requested, he would submit a confidential statutory declaration outlining the harassment claim that sparked his resignation.

A special meeting will be held tonight to allow the council to respond to Mr Jacobs' request.

But doubts have already been raised about whether he can legally remain in the job.

A council source last night told The Advertiser they believed the CEO must seek re-appointment and be offered a fresh contract.

Mr Jacobs could not be contacted for comment last night.

Burnside Mayor Wendy Greiner did not return calls.

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.... then overnight breaking story...as there is doubt !?!

Doubt over Burnside CEO's return

As reported on June 24, 2009 12:01am

BURNSIDE council has supported CEO Neil Jacobs' attempt to retain his job despite claims from its own members the move breaches of state law.

Mr Jacobs handed his resignation to Mayor Wendy Greiner earlier this month after a dispute over the handling of a bullying claim levelled against a councillor.

At a hastily-convened special meeting last night, a divided council voted to accept a request from Mr Jacobs to retract the resignation.

But Councillor Rob Gilbert says independent legal advice sought by him shows the move is illegal and the CEO must re-apply for his own job and face opposition from rival candidates.

Speaking to AdelaideNow last night, Ms Greiner confirmed the majority of councillors wanted Mr Jacobs to remain in the job.

She also said she was confident the move was legal.

`'Most definitely yes, the CEO's contract of employment continues uninterrupted without any effect on his continuity of employment," she said.

"The council accepted the CEO's withdrawal of notice of resignation and affirmed its continuing confidence in the CEO."

But Mr Gilbert says his own advice, from Grope Hamilton Lawyers, cast doubts.

In a copy supplied to AdelaideNow, lawyer John Danvers says Mr Jacobs officially resigned on June 12 when he handed his letter to the mayor.

"Now that Mr Jacobs has resigned ... it is not open to Mr Jacobs to withdraw his resignation, whether at the request of council or otherwise," Mr Danvers writes.

It is understood an argument between Mr Jacobs and Ms Greiner argued over the handling of a harassment allegation sparked his resignation.

In his resignation letter, Mr Jacobs said he found it "impossible to condone actions which potentially compromise my responsibility to provide a safe workplace free from harassment and bullying".

In an email to councillors on June 15, Mr Jacobs said he would only remain in the position until August and urged all staff to "promote a safe workplace free from harassment and bullying".

"I wish to pursue other more enjoyable, uplifting, exciting, challenging, and fulfilling opportunities, and have resigned," he wrote.

Democrats MLC David Winderlich has raised the council's disfunction in Parliament and asked State/Local Government Relation Minister Gail Gago to investigate a string of complaints.

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NEWS - London Underground on Strike to protest Workplace Bullying and Harassment

Victoria line drivers strike still on - safety, bullying, harassment

Nearly 200 tube drivers on the Victoria line still set to walkout tonight over a safety row.

Rail Martime and Transport train operators working out of the Seven Sisters depot are set to walk-out at 21.00 hours today to 20.59 hours Wednesday.

174 million people use London's busiest tube line every year.

"Bullying and harassment"

The union have also accused London Underground management of "bullying, harassment and victimization" of a RMT activist and demand the reinstatement of a sacked college.

At the heart of the dispute is the Correct Door Side Enabling Equipment which ensures doors on the right side of the platform are opened and is in operation on all other lines – except the Victoria.

RMT General Secretary Bob Crow accused LU of "penny pinching" that is "puts both our members and the general public at risk."

He added:

"There is a culture of bullying and harassment of our members and representatives on the Victoria Line…

"RMT remains available for talks and we hope that management will see sense and take the necessary steps to resolve this dispute."

Transport for London called the strike "completely unnecessary". Adding:

"London Underground believes these issues can be resolved by further discussion. There are procedures in place to deal with these kinds of issues and we ask RMT to return to the negotiating table. London Underground will seek to run the best service possible but customers are advised to check before they travel and seek alternative travel where necessary."
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NEWS - Bullying and harassment rife in Irish Rail -- Report

High level of concern among staff prompts demand for action on issue

AN embarrassing report on Irish Rail exposes high levels of bullying and of sexual harassment in the state transport company.

The report, obtained by the Sunday Independent, reveals that almost a third of staff surveyed were bullied or harassed and many employees had "no confidence" in the company's ability to deal with their complaints.

Almost 30 per cent of those surveyed said they were bullied; almost 27 per cent said they had been harassed; and seven per cent said they had been sexually harassed.

It found "high levels of perception of sexual harassment, harassment and bullying in the workplace . . . although, officially, the organisation only deals with a small number of cases annually".

Staff also "lacked confidence" in management's ability to deal with the allegations and observed that "bullying is clearly an area that requires urgent action on the part of Iarnrod Eireann".

The report was completed in 2007, but staff were not circulated with its findings until earlier this year. The findings are embarrassing for the CIE Group, as they confirm that bullying and harassment remain rife in the state transport sector. A similar report on Bus Eireann a number of years ago found even higher levels of bullying, with more than 36 per cent of staff claiming they had been victimised.

Irish Rail has dealt with a number of bullying claims in the past and one former employee currently has a case before the Equality Tribunal.

According to the equality review, Irish Rail's equality office had dealt with 24 cases of bullying and harassment in 12 months, which did not reflect the number of official cases dealt with by the company. With almost one fifth of Irish Rail's 5,000-strong workforce surveyed, the findings suggest that about 300 employees claimed they were bullied; 270 claimed they were harassed; and 70 say they were sexually harassed.

Levels of perceived bullying were much higher than in other employment sectors. A national workplace survey by the Economic and Social Research Institute (ESRI) two years ago recorded levels of bullying at seven per cent, while only one per cent of employees experienced sexual harassment.

"Overall, it is clear that bullying is an issue of great concern to the staff that responded to the survey. It would appear that to relieve their concerns, the issue needs to be reviewed by the company," the report said.

While employees were mostly happy with their working conditions and a majority found their jobs rewarding, the company was perceived to be male dominated.

Women complained that men were more likely to be promoted, and absence of women in senior management roles was also noted. Older workers claimed there was a practice of "bullying out" older staff. Black African and Asian staff said they were well treated by the company but reported occasional rudeness or racism from customers.

The review also praised the "many positive initiatives" introduced by the company, including an equality programme instigated by the state company in 1998. The report said that the efforts of the equality officer needed to be "matched by an effective response" from local supervisors and managers.

A spokesman for Irish Rail said the equality audit's findings were circulated to staff and management earlier this year. "Our trade unions were fully involved in this process and we will continue to work with them to implement the action plan," he added.

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NEWS - 497 weeks lost to workplace bullying in Luxembourg

The Mobbing asbl telephone help-line last year received a total of 1,760 calls from workers on the subject of workplace bullying.

The organisation also supported 320 of its callers by providing counselling. The figures were presented yesterday by the organisation's president, Joe Spier, at a press conference, and represented a 70% increase on the previous year's figures.

The majority (71%) of calls were from women and almost that percentage were aged 40 or older. Another interesting trend to emerge was that most incidents seemed to happen in small and medium'sized enterprises (SMEs). Also, bullying by peers, rather than by superiors, has seen a significant increase.

The organisation also said that a total of 497 weeks was lost to bullying last year.

Mr Spier called for a legal basis for the protection of victims and the punishment of the perpetrators.
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NEWS - Kevin Rudd a Workplace Bully says Bishop

Rudd's a bully: Bishop

JULIE Bishop has suggested sexism, not just rudeness, was behind Kevin Rudd's reducing a flight attendant to tears, as the Opposition continues to use the incident to expose what it calls the Prime Minister's "darker side".

The Deputy Opposition Leader said Mr Rudd was a bully, and mentioned the flight attendant's gender to make the point he had abused his position in an unequal power relationship.

"This is a very powerful man in a privileged position bullying a female defence member whose job it is to wait on the Prime Minister as he travels around the world on a taxpayer-funded private jet," Ms Bishop told ABC TV yesterday.

"Bullying behaviour by the Prime Minister in particular towards a female member of our serving defence force is totally unacceptable.

"The kind of bullying that reduced her to tears and ended up in an incident report being filed ... would not be accepted in any workplace across Australia. It reflects very badly on him."

Opposition Treasury spokesman Joe Hockey said the attempt by the Prime Minister's office to cover up the incident was worse than Mr Rudd's angry outburst.

Mr Rudd apologised last week after it was revealed he had snapped at a 23-year-old Royal Australian Air Force flight attendant because he was not served the vegetarian meal he had ordered during a flight from Papua New Guinea to Australia in January.

News Limited newspapers have reported that Mr Rudd's press secretary, Lachlan Harris, tried to deny the incident happened when originally contacted for comment.

"What was more alarming out of that entire incident, not just going off the handle at the RAAF staff, but the fact his office was lying to the Australian people about what actually happened," Mr Hockey said yesterday.

"This illustrates a pattern of behaviour out of his office that they are prepared to mislead the Australian people as to the truth of the matter."

Mr Rudd's chief of staff, Alister Jordan, has said both the Prime Minister and he have "full confidence" in Mr Harris.

Opposition frontbencher Nick Minchin said Australians were seeing the real Kevin Rudd, whom people in parliament were already familiar with.

"He's been quite appropriately nicknamed Kevin Rude ... as a result of this episode," Senator Minchin said.

"Those of us who work and live in Parliament House have known for years there's two sides to Kevin Rudd, and that behind closed doors he's prone to temper tantrums and this sort of belittling and very bad behaviour with his own staff.

"For him to reduce a 23-year-old air hostess to tears because of a temper tantrum over his meal is completely and utterly unforgivable. I think Australians are now seeing gradually another side to the bloke they elected Prime Minister 18 months ago."

Mr Rudd has pleaded for understanding over the incident, telling reporters in London: "I'm only human.

"As I said, we're all human - we all make mistakes, your Prime Minister included."

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NEWS - Worker Protests for apology over false Bullying allegations

'STILL NO JOB': Postie Paul Dawson protesting on the roof of Burslem sorting office yesterday.

Postman in roof protest wins apology

PAUL DAWSON, A Royal Mail worker has returned to work following a roof protest after receiving an apology from the firm.

Mr Dawson caused a furore by spending more than six hours on top of the Burslem Royal Mail depot yesterday, in protest - demanding an apology from his employer after being suspended along with 11 colleagues over bullying claims in 2007.

The 39-year-old, of Ball Green, could not be contacted yesterday, but Communication Workers' Union (CWU) officials said he was looking forward to getting back to work after receiving a written apology.

They said an agreement has been struck with managers that no punishment will be imposed as a result of his actions.

CWU Midlands regional secretary Lee Barron said: "He came down after about six hours upon receipt of a written apology on behalf of the area general manager.

"The lad has been waiting a year for that. He was suspended for six months and was completely exonerated, and this should have come a lot sooner.

"He had all the stress and worry for six months and went back, and they didn't have the good grace to give him the apology he deserves."

Mr Barron added: "We are continuing to seek justice for the others who were suspended by the company.

"We will not stop until we get justice for all of them."

Mr Dawson was among 12 workers from the depot who were suspended over allegations of bullying in September 2007, sparking weeks of strike action.

Seven, including Mr Dawson, were subsequently reinstated.

Five employees have since been sacked and CWU members have organised protests in Stoke and Kidsgrove in recent weeks as they seek to have them reinstated.

Yesterday's demonstration at the Scotia Road depot – 12 months on from when Mr Dawson was reinstated – started shortly after 4am and ended at about 11am.

CWU area representative Malcolm Brundrett said: "Paul just wants to get on with his job now. It is sad that people have to go through these desperate measures to get an apology but this seems to be the only way to get through to Royal Mail."

TOXIC WORKPLACE - Bullied worker now calls wife 'mummy': court

"This is the worst case (of workplace bullying) I've ever seen. This man suffered a significant psychological injury. He lost his family, he lost the ability to function in day-to-day life. It's doubtful he'll ever be able to work again."

A 46-year-old mine worker reverted to a childlike state and began calling his wife "mummy" after being threatened with sexual assault during two years of torment at the hands of workplace bullies, a court has heard.

Alfons Nooteboom, now 50, plans to sue mining giant Xstrata over his treatment by colleagues and supervisors at the Ernest Henry copper and gold mine at Cloncurry, in northwest Queensland, where he worked as a truck driver from 2002 until suffering a breakdown in November 2004.

The Industrial Magistrates Court last week found management failed to take proper action when Mr Nooteboom complained of harassment, abuse and "dangerous" practical jokes by his fellow workers, including deliberately overloading his truck.

His lawyer, Rachel Gordon, said management even took part in the abuse by encouraging him to apply for training that he was not eligible for under mine policy.

"They set him up for failure," Ms Gordon said.

"This is the worst case (of workplace bullying) I've ever seen. This man suffered a significant psychological injury. He lost his family, he lost the ability to function in day-to-day life. It's doubtful he'll ever be able to work again."

Ms Gordon said at the height of the bullying, a group of mine workers threatened to "take him out the back" and perform sex acts on her client, who reported the matter to his superiors.

He later began to exhibit signs of anxiety and withdrew from his family.

His former wife Lynette said Mr Nooteboom's personality changed in the time he worked for Xstrata.

"He lost all interest in family activities and instead just came home from work and went straight to bed," Ms Nooteboom said.

"Our two eldest children ended up leaving home to live elsewhere in the midst of their secondary studies because his behaviour became unbearable."

Mr Nooteboom lodged a WorkCover claim in November 2004 but it was rejected by workers compensation authority QComp on the grounds mine management had taken appropriate action to address the harassment at the time.

He launched an appeal and successfully fought to have the decision overturned in the Industrial Magistrates Court in Brisbane on Friday.

Ms Gordon said the ruling - that the action taken by Xstrata was not reasonable under the circumstances - meant Mr Nooteboom was entitled to workers' compensation.

It also opened the gates for him to sue the company.

The amount he is seeking is still under consideration.

Ms Gordon said her client, who had run his own painting business for 20 years before moving from Brisbane to Cloncurry to take the mining job, had lost the ability to function as an adult as a result of his treatment at work.

"He's almost reverted to a childlike state," she said.

"He has trouble doing things for himself. He's called his wife 'mummy' on occasion.

"This (legal challenge) has been an ordeal for him but he is pleased with the result.

"It's simply not good enough that mining companies allow this sort of behaviour to occur."

In a brief statement, an Xtrata spokeswoman said the company was aware of the court decision.

"We take the issue of workplace discrimination and harassment extremely seriously and we are currently reviewing the decision," she said.

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NEWS - Legal eagles sued for 'bullying'

A Northern Territory Lawyer has won the right to have her harassment case heard in New South Wales because of the possibility of "a reasonable apprehension" of bias in the Territory.

Sarah Lunn alleges bullying by Alastair Shields, her former supervisor at the Justice Department and now acting executive director of policy in the Chief Minister's Department.

She also alleges that Sue Oliver, a former Justice Department employee and now a magistrate, and Richard Coates, former Justice Department chief executive and now Director of Public Prosecutions, failed to address her complaints and that her contract with the Justice Department was ended unfairly.

In June 2006, the Australian Industrial Relations Commission dismissed the department's claim that Ms Lunn's short-term contract had merely expired and, therefore, the commission had no power to decide the case.

Commissioner Dominica Whelan found the lawyer had been dismissed, opening the way for the harassment case to be taken to the Supreme Court.

Ms Lunn argued in the NSW Supreme Court that the Territory's legal profession was small and the case should not be held in the NT Supreme Court because of the "clear possibility - even probability - that there would be a reasonable apprehension of bias or embarrassment if the proceedings were heard in that court".

NSW Supreme Court judge John Hislop determined that findings critical of the court administration would almost certainly have to be made if Ms Lunn were to succeed in her harassment case - and that it was arguable that the judges of the Territory Supreme Court would have to decline to hear the case or should disqualify themselves.

A directions hearing will be held later this month.

Ms Lunn started as an articled clerk at the Justice Department after graduating from the Charles Darwin University Law School in 1998.

It is alleged that towards the end of a three-year contract, her relationship with Mr Shields deteriorated and each made allegations about the other's behaviour.

source : NT News 17/2/09

NEWS - Workplace to consult Union on Bully-Harassment Policy review

New staff policies for council

KEMPSEY Shire Council will implement new policies to ensure staff angst is appropriately dealt with.

At an Industrial Relations Commission hearing last week, council and the United Services Union (USU) discussed issues which had been affecting some staff members since last August.

General manager Allan Burgess said issues between staff and some areas of management had been resolved amicably.

“The commissioner, John Stanton, heard the six grievances and the matters were fully discussed,” he said.

“Council has undertaken to improve its internal communication process and introduce some new policies to ensure more clarity when dealing with staff issues.”

The USU, representing the six staff members, said it too was happy with the outcomes of the hearing.

I’m pleased our members had the opportunity to present their issues to the commissioner and have their concerns heard and be treated with compassion,” USU organiser Narelle Rich said.

“The commissioner provided both parties with some excellent opportunities to improve the consultative mechanisms available to the Union and council, in particular, allowing regular weekly access to its members in an effort to avoid this situation arising again.”

Council and the USU are currently investigating a joint initiative regarding bullying and harassment in the workplace.

Shire to look at Cittaslow concept

KEMPSEY could become one of the first towns in Australia to embrace the Cittaslow concept.

Cittaslow is an Italian concept developed through the slow food movement and encourages communities to take time out and think about the future direction of their town.

It aims to introduce policies that nurture the distinctive features of town and its surrounds.

Kempsey Shire Council has invited the mayor and chief executive of Alexandria Council in South Australia to address a public meeting on Cittaslows next Tuesday at 3pm.

Alexandria Council administers Goolwa, is the first town in Australia to embrace the Cittaslow concept.

The meeting will be held in the council chambers.

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Slow Cities in Australia : After Goolwa, there are two other towns - Katoomba, City of Blue Mountains

NEWS - CAMPAIGN : UK Employers must be able to manage stress in the workplace

In the UK they are taking Workplace Stress seriously.

Agency worker safety campaign launched

On 9th February the £1 million government campaign'KNOW YOUR RIGHTS' was launched to help employers know what their responsibilities involve regarding the health and safety of agency workers.

The scheme has also been launched to help employees hired through an agency know what they are entitled to and what rights they have in the workplace, the Department for Business, Enterprise and Regulatory Reform (BERR) reported.

A poster campaign will feature in public places, online and in local press, encouraging workers to be aware of their rights.

Over 13,000 employment agencies will be written to by Pat McFadden, business minister, to outline how they can make sure that their practices adhere to legislation.

Simon Garbett, chairman of the Employment Agents Movement, commented: "Enforcing minimum standards such as health and safety, minimum wages, holiday pay and ensuring workers pay is not reduced by illegal or unfair deductions is entirely appropriate."

In addition, Brendan Barber, general secretary of the Trades Union Congress, said agency employees are among the most vulnerable workers in the UK and said the campaign is "welcome" to help them, which may interest companies considering risk assessment training.

WHAT ONE HEALTH & SAFETY CONSULTANCY AGENCY IS SAYING ABOUT THIS:
NUR IS OFFERING A RANGE OF COURSES FOR EMPLOYERS

Norwich Union Risk Services is urging employers to be more vigilant of the signs of stress in the workplace and have procedures to manage it effectively.

According to Health and Safety Executive (HSE) figures, work-related stress accounts for over a third of all new incidents of ill health and each case of stress-related absence is likely to lead to an average of one month off work.

Helen Toll, health and safety consultant, Norwich Union Risk Services, says that the Samaritan's Stress Down Day on 6 February was an important reminder that stress remains a very real issue, particularly in the current economic climate.

"Stress doesn't just affect the individual; it can have a detrimental impact on a business as well. It can lead to high levels of sickness absence, increased staff turnover and poor morale, all of which can all have a knock on effect on a company's reputation and customer satisfaction."

There are some practical tips that employers need to take into consideration in relation to managing stress in the workplace, according to Toll:

"Employers should establish a clear policy on stress management and other issues such as dealing with workplace harassment and bullying and violence to staff, which can be significant workplace stressors."

"Stress should be treated like any other workplace hazard. A risk assessment should be carried out, both at organisational level and within each team. It is important to work closely with employees and their representatives to identify the main sources of workplace pressure and develop realistic and workable solutions that proactively tackle the underlying causes of stress."

"Key to the successes of stress management programmes are senior management commitment, employee participation and the competence of line managers. It is essential that managers are provided with guidance and training in how to recognise the signs and symptoms of stress and understand the causes.

"They need to be clear about their role in stress prevention and management, know how to assess the risks and deal sensitively and supportively with employees who are struggling to cope."

"Employers should provide additional support for employees experiencing stress. This could be through the business's HR department or occupational health professionals. Providing access to confidential counselling services is also recommended."

Norwich Union Risk Services has just launched a new one day training course for employers. It includes advice on legal responsibilities, approaches to stress risk management and strategies for preventing and managing workplace stress.

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NEWS - Bullying: Secret Women's Business

It's the corporate stereotype - the ruthless alpha male. But is the real bullying going on among the women in the office? Shelley Gare investigates in The Weekend Australian Magazine.

Here is an extract:

A few months ago, I heard a horrible story. A young features editor had been working in a magazine office where one of the higher-ups had taken a dislike to her. The superior deliberately started excluding her colleague from the information loop. She organised office drinks or lunches but didn’t include the young editor. Others would be invited with an admonishing shush: don’t tell you-know-who.

The young woman, whose desk was placed so that her back faced the office, used to sit at her computer and silently weep, thinking no one could see her. She sat there for another six months.

When I first heard this tale, I felt terribly sorry for this young woman. I was repelled by the cruelty and that it had happened in a workplace supposedly devoted to helping women enjoy being women.

But there was also a tiny bit of me that thought … well, she was an adult. It was a few women being immature, but she had her job. All she had to do was get through each weekday
until 6pm and then she’d have her real life waiting for her at home. How hard could it have been?

________________

FEW women can be as upfront in their bullying of their sisters as Queen Elizabeth I of England. Faced with a younger, more beautiful rival, Mary Queen of Scots, who also had a claim to the throne of England, Elizabeth simply had her cousin’s head chopped off. It was lethal. Direct.

By comparison, when adult women bully each other, they are mostly indirect. They use weapons that are hard to detect and that leave wounds invisible to the eye. The adjectives psychologists and bullying experts use to describe such shadowy methods are “covert”, “subtle” and “manipulative”.

The tactics are ostracism, exclusion, spreading rumours and playing favourites. Information is withheld; secrets are kept; a victim’s contributions – to either a conversation or a workplace – are ignored. It’s bullying by stealth.

“Aggression in men tends to be worn much more clearly,” says Dan Auerbach, a Sydney-based analytic psychotherapist. “But those subtle expressions of dislike between women make it much harder to fi ght back, and harder for other people to see what’s going on.”

But talking about the kind of bullying that can go on between adult women turns out to be secret women’s business, a no-go area, in spite of the fact that every woman to whom I spoke for this story knows it happens and knows how devastating it can be. It’s the last great taboo, as Anthea Paul, author of the best-selling Girlosophy series, puts it.

source: theaustralian.news.com.au

The rise of the whistleblower

REPORTED in BBC NEWS
24th February 2004

Katharine Gun says she leaked a secret e-mail to prevent democracy at the UN being undermined. Not every whistle-blower has such lofty concerns - but that doesn't mean their actions are any less significant.

Like countless other employees, most of whom never make the local papers, let alone become an international cause celebre, Katharine Gun is a whistle blower.

Last year the Chinese speaker was sacked from GCHQ - the agency which listens in on communications abroad - after she leaked an e-mail purportedly from US spies, which asked British officers to tap phones of UN delegates about to vote on war in Iraq.

As such eavesdropping violated international law, Ms Gun said her actions were justified. After being cleared of breaching the Official Secrets Act on Wednesday, she said that although she was "not prone to leak secrets left, right and centre", the public had a right to know what was going on.

"I felt that the British intelligence services were being asked to do something that would undermine the whole UN democratic processes."

Once pariahs, whistle-blowers are increasingly seen as a key check on public and private companies.

KATHARINE GUN Her backers included Sean Penn and Rev Jesse Jackson Translator turns whistle-blower

For every high-profile case with far-reaching consequences - be it David Kelly voicing disquiet about claims that Iraq could launch WMDs within 45 minutes, or Sherron Watkins lifting the lid on Enron's dodgy accounting practices - there are many more unsung heroes who act on their conscience.

The number of people calling a national helpline with concerns about misdeeds at work has more than doubled in the past five years. The helpline, run by the charity Public Concern at Work, offers independent advice to whistle-blowers.

Since its launch in 1993, more than 4,000 allegations of public concern have been raised.

One case involved a charity boss who extended a one-day conference in the US into a fortnight's break with his fiancée, apparently at the charity's expense. In another, a local authority housing manager got staff to requisition building materials for his own home.

"One person raised the alarm about a colleague who was a dangerously incompetent surgeon. That surgeon has now been prosecuted," says Guy Dehn, the director of Public Concern at Work.

The charity's approach is that if an issue is of sufficient concern to tell friends and family, it should be raised openly at work - or, if necessary, outside - so that it can be put right.

Supergrass

No longer are whistle-blowers seen as traitors or tale-tellers, not least because it is far easier - and less risky professionally - to do so.

A whistle-blower highlighted Robert Maxwell's mismanagement

"When we started, if you asked someone to rate from one to 10 how they'd feel if they were called a whistle-blower, most would put it at three," says Mr Dehn. "It still had negative connotations. Now it's moved up the scale to about a six."

Firms increasingly have well-defined policies on dealing with complaints, and the rights of the whistle-blower are enshrined in law. In 1998, the UK enacted the Public Interest Disclosure Act, which gives some protection to employees who raise serious concerns within the workplace and suffer from so doing (although Ms Gun is among the tiny minority not covered, working as she did for the intelligence service).

One of the charity's trustees, Gary Brown, blew the whistle when his boss at Abbey National awarded a contract to an ideas agency run by a friend of a friend, and then approved hefty fees for the below-standard work done.

Although the atmosphere soured as the case edged towards the courts - so much so that he eventually quit his job - Mr Brown says he has no regrets. "It wasn't negative; it was morally uplifting."

Eyes opened

But being a whistle-blower need not involve exposing malpractice or a cover-up, or indeed being victimised for doing so. It may involve something as simple as pointing out a dangling computer cable which could trip up a partially-sighted staff member.

DO AS I SAY... Enron staff were given note pads with inspiring quotes, such as this by Martin Luther King Jr:"Our lives begin to end the day we become silent about things that matter'"

"You may go home and think nothing more about it, but you are a whistle blower," Mr Dehn says. "If you hadn't said anything, that person may trip and end up in a wheelchair.

"Your employer would have to pay compensation, and bring in new rules and new computers. And the guy sitting at the desk with the trailing cable would feel distraught."

So Katharine Gun's advice to others in the intelligence services to act on their consciences could equally apply to any employee. "I know it's very difficult and people don't want to jeopardise their careers or lives, but if there are things out there that should really come out, hey, why not?" she said.  

Source: http://news.bbc.co.uk/1/hi/magazine/3485348.stm 

BAN Bullying At Work Day - UK

7 November is Ban Bullying at Work Day in the UK

The website devoted to the campaign, www.banbullyingatwork.com, stresses: "Workplace bullying is a silent disease affecting millions of people throughout the UK. Nobody is immune, so turning a blind eye or a deaf ear is no longer an option."

According to the mediation service Acas, bullying and harassment affect the dignity of one in 10 employees. They lead to increased levels of absence and staff turnover, as well as to reduced productivity and staff morale.

When dignity at work issues are not properly addressed and, for example, the distinction between strong management and bullying is not defined, then, Acas says, everyone suffers. Individuals can experience anxiety and depression, and employers can experience decreased productivity, higher levels of absence and an increased rate of staff turnover.

It is estimated that 18.9 million working days are lost to industry every year because of bullying.

Statistics provided by the Andrea Adams Trust indicate that out of 10,000 participants to an online survey, 49% of those who said they were being bullied indicated that their immediate manager was the bully. Even more worryingly, 47.8% of respondents stated that when they made a formal complaint, procedures were not followed correctly.

The Andrea Adams Trust's Founder and CEO, Lyn Witheridge, said: "With over four million employees expected to participate in a wide array of activities on 7 November, we encourage every employer to use the day to participate, as workplace bullying is now surely too costly to ignore any longer."

source

SURVEY - Australian workplaces rife with bullying, survey finds

 

MEDIA RELEASE

14th August 2008

Australian workplaces rife with bullying, survey finds

Australian workplaces are rife with bullying, with almost one in three (30%) employees claiming they have been bullied at work; one in four (24%) claiming they have been discriminated against, and 44 per cent stating they have witnessed their colleagues experience either of these, a national survey of over 2,000 employees has found.

The Workplace Pulse Quarterly Survey, conducted by online learning and information management provider, WorkPro, reveals that bullying remains a feature of the modern day workplace; 27 per cent of respondents say they feel bullying or discrimination has happened to them within the past two years.

When asked about their peers, almost half (46%) of respondents say they have seen their colleagues bullied or discriminated against within the past two years; 31 per cent of this group say multiple times.

Tania Evans, Business Manager of WorkPro said the problem is more prevalent than many employers realise.
“It’s quite shocking to hear from employees that this sort of behaviour continues to happen in modern times, but organisations need to realise that bullying and unfair treatment of staff is occurring and could be impacting their own workplace culture or worse still, exposing them to the risk of liability, possible fines and even brand damage,” Ms Evans said.

“Managing the risks is about empowering your people to fully understand their rights and responsibilities at work, and to feel like they can speak up on inappropriate behaviour without experiencing recrimination as a result,” she said.

The research found Australian employees are very aware of workplace sensitivities; almost three quarters (71%) of respondents say they worry about offending colleagues in a discriminatory way, such as on the basis of gender, disability or other distinctive attributes.

However despite a strong level of awareness, 27 per cent express uncertainty regarding when their own rights are being violated and 31 per cent are under the wrong impression when it comes to who is legally responsible to provide this information, indicating a need for further education.

Ms Evans said it was surprising that given the business risks employers are still not ticking all the boxes on Equal Employment Opportunity (EEO) and Occupational Health and Safety (OHS) education “The results show Australian employees have a thirst for knowledge about their workplace rights and obligations” Ms Evans said.

“More specifically, employees indicated they would most value information on: what to do if bullied or discriminated against (16%), their workplace rights (14%), unacceptable vs. acceptable workplace behaviour (12%), who to report an incident to (11%) – while 46 per cent want information on all of the above, before commencing a new role.

“What many employers fail to realise is that they don’t have to be directly involved, or even aware, of an incident for them to be liable. They can be prosecuted for an incident that happens between other staff members, as well as for not providing employees with adequate OHS and EEO information and training, yet the latter is an area often left alone in terms of induction,” she said.

The Workplace Pulse research, conducted in June 2008 surveyed a sample of 2,146 employees applying for work through recruitment agencies across Australia, to gain an understanding of the experiences and beliefs about bullying and discrimination among Australian employees today.

source: workpro.com