How to respond to the findings of an investigation into workplace bullying
| NOTE: You can adapt the anti-bullying guidelines in this topic to deal with other forms of workplace harassment. |
After investigating an employee’s formal complaint of workplace bullying, a written report is usually submitted to the manager responsible for implementing its recommendations.
The report will reveal whether the complaint was justified or not. Sometimes the report will suggest how to tighten the policies and procedures intended to minimise the incidence of bullying within the organisation. In responding to such a report, you may consider using the following strategies...
1. Reflect upon the findings of the report into the incident.
The investigator’s report into a formal complaint of bullying will disclose whether the claims were proven and the justification for this decision. It may also provide a list of recommendations relating to possible disciplinary action and suggested changes to current policies and procedures as they relate to workplace bullying. Be familiar with these findings and prepare your responses before reporting back to the complainant and the accused.
2. Consider if any disciplinary action is warranted.
If the complaint was substantiated, you will need to decide upon the form of disciplinary action to be taken. Its severity will depend on the nature of the bullying, the intent of the perpetrator, his or her prior history of bullying, the need to set an example to others, the extent to which anti-bullying policies have previously been made clear to staff, and the degree to which your organisation has tolerated such behaviour in the past.
Bearing such factors in mind, the disciplinary action could include one or more of the following: an apology, a commitment to cease such offensive behaviour, a formal warning, training, counselling, transfer, withholding a pay increment, demotion, suspension with or without pay, or termination.
If the investigation found the complaint to be vexatious, the complainant may be subject to disciplinary action. Remember, however, that because a complaint was not substantiated does not mean that it was necessarily mischievous, frivolous, dishonest or malicious.
3. Advise the complainant of the investigation’s outcome.
If the complaint has been substantiated, advise the complainant, indicate what actions will be taken in relation to the bully, possible changes to organisational procedures, and the availability of support for the complainant, if required. Clarify the policy as it relates to possible future victimisation if this should occur.
If the complaint has not been substantiated, advise the reasons for this and indicate that no further action will be taken with respect to this particular episode. Reiterate any general preventative measures currently in place or planned.
