The workplace bullying task force launched last Tuesday aims to produce workable and realistic strategies to tackle workplace bullying and a streamlined approach to implementing them, according to Minister of State, Mr Tom Kitt.
The task force, chaired by former vice-chair of the Curriculum and Examinations Board, Dr Eileen Doyle, operates under the auspices of the Health and Safety Authority (HSA).
Its remit is to identify the size of the workplace bullying problem and the employment sectors most at risk, to develop prevention programmes and strategies and to produce a co-ordinated response from State agencies.
Bodies represented on the task force include the Department of Justice, Equality and Law Reform; the Employment Appeals Tribunal; the Labour Court; the Labour Relations Commission/Rights Commissioner Service; the Employment Equality Agency; the Irish Congress of Trade Unions and the Irish Business and Employers Confederation.
Ms Caroline Jenkinson of the Labour Court and a member of the new task force approaches bullying from the viewpoint of the adjudication of bullying and harassment cases.
While the Labour Court has already dealt with such cases, she expects the number and category of cases to increase with the imminent implementation of the new Employment Equality Act. The cases dealt with so far by the Labour Court have tended to be of alleged sexual harassment, "although we have had a number of cases of what-you-might-call more straightforward bullying situations".
While employers should have policies on workplace bullying, employees should know the avenues of redress open to them. Depending on the policy within the company, there may be different steps, such as going to a supervisor or manager and having an appeal mechanism within the organisation itself, she says.
If that process fails, the case can be referred to the new director of equality investigations who will investigate the case and issue a decision. This can be appealed to the Labour Court by either party.
Another member of the new task force, Ms Barbara Cashen of the Employment Equality Agency, says: "We've been assisting people to take action in relation to sexual harassment at work as a discrimination issue since the mid-1980s.
"We also advise employers on having policies. The agency is becoming the Equality Authority from October 18th. When that happens, we will be responsible for tackling discrimination on nine grounds."
Up to now, the EEA has handled cases involving sex and marital status, but the new authority will also deal with discrimination or harassment due to family status, sexual orientation, age, disability, race, religion and membership of the Travelling community.
"We'll be encouraging employers to have anti-harassment policies, to broaden old policies or introduce them where they don't exist."
Initially the nine new categories will apply only to the workplace. However, Ms Cashen adds: "But as soon as the Equal Status Bill is passed, the sphere of the Authority will extend beyond the workplace to the areas of provision of goods, facilities, services, education, and premises. My understanding is that's due to go back to committee stage next month."
Dr Dan Murphy of the HSA says that the health implications of being bullied include increased stress with its cognitive and physiological manifestations, and smoking and drinking to excess. Its "end line" can include mental breakdown and suicide.
A HSA leaflet on bullying at work is available on-line at http://www.HSA.ie/osh/ bullying.htm
