Tom O’Driscoll, SIPTU’s Head of Legal Affairs, explained that “It can be physical abuse but it’s usually abusive name-calling, putting undue pressure on people, singling people out, commenting on their performance, etc.”

Bullying in the workplace is any recurring inappropriate conduct that undermines a person’s right to dignity at work. Bullying can be carried out by one person or by several people – it is aimed at an individual or a group where the objective is to make them feel inferior or victimised. Bullying can come in the form of a verbal or physical assault and can also take place over the internet – this is known as cyber bullying and can be performed via many methods – Mobile phones, social networking sites, emails and texts are all common vehicles for cyber bullying. Cyber bullying is becoming more and more prevalent in society.

Keep in mind that harassment based on civil status, family status, sexual orientation, religion, age, race, nationality or ethnic origin, disability or membership of the Traveller community is considered discrimination.

Harassment in the workplace is prohibited under the terms of the Employment Equality Acts. The Act of harassment – whether direct or indirect, intentional or unintentional – is unacceptable and should not be tolerated by any company. Any allegations should be dealt with seriously, promptly and confidentially with a thorough and immediate investigation. Any acts of harassment should be subject to disciplinary action up to and including dismissal. Any victimisation of an employee for reporting an incident, or assisting with an investigation of alleged harassment and/or bullying is a breach of Equality Legislation and should also be subject to disciplinary action.

Bullying or harassment isn’t always obvious. Some examples are:

• Social exclusion or isolation
• Damaging someone’s reputation through gossip or rumour
• Any form of intimidation
• Aggressive or obscene language or behaviour
• Repeated requests for unreasonable tasks to be carried out

If my employee is working from home, how can harassment and bullying happen?

• Cyberbullying, which can range from posting offensive comments on social media to sending offensive emails.
• Micro-managing employees in excess
• Excessive monitoring
• Excluding employees from emails or meetings
• Management phoning employees outside of working hours
• Employers that pressures employees to work extra hours without previous agreement

Ensure dignity at work at all times

A dignity at work policy must operate for working on the company premises or at home. According to the Employment Equality Acts 1998-2015, Employers are legally responsible for preventing harassment in the workplace. In a situation where they are working from home, the same Grievance procedures and dignity at work policies come to place.

• Grievance Policy: If you already have one, make sure this policy protects your employees, and that your business will not tolerate any bullying. If your business does not have one, you can create a zero-tolerance policy for bullying and harassment within your Company. This policy should include sections specifically for working from home. The policy should be part of a broad commitment to a safe and healthy workplace and should involve representatives of the Human Resources department if you do not have one, you can outsource these services.
• Keep clear and excellent communication with them
• Ensure you are actively involved with your team

Create awareness among the management

Empower management to have the necessary skills and sensitivity when dealing with and resolving any conflicts. Demonstrate a “top-down” commitment to what is and is not acceptable behaviour in the workplace.