Your workplace will usually have a process for making a complaint and resolving disputes, which might include a warning, requiring the bully to have counselling, a mediation process, or even firing the bully if the situation continues. Get information and advice. If the bullying is serious, if the situation has not changed after complaining to your manager, or if there is not anyone you can safely talk to at work you can get outside information and advice. Make a formal complaint to the state and territory workplace health and safety authority or to the Australian Human Rights Commission, using the links below.
If you have made a complaint to your manager or others in your workplace and there have not been adequate steps taken to stop the bullying there are a number of options that you can take to get help. If bullying is violent or threatening it may be a criminal offense and you should contact the police immediately call If the situation in not urgent you can call for all states and territories except for Victoria where you will need to visit your local police station.
Making a complaint about workplace bullying to the Australian Human Rights Commission. If you are been bullied, harassed or discriminated against because of your race, sex, age, sexual orientation, religion or because you have a disability or are pregnant you can contact the Australian Human Rights Commission.
Call Your boss has a duty to ensure the health, safety and welfare at work of all their employees. You can report bullying incidences to the following state and territory work health and safety authorities. This fact sheet was developed in partnership with the ReachOut.
What is workplace bullying? What does bullying in the workplace look like? How bullying can affect your work If you are being bullied at work you might: be less active or successful be less confident in your work feel scared, stressed, anxious or depressed have your life outside of work affected, e. What you need to know if you are being bullied at work When you are being bullied it's important that you know there are things you can do and people who can help.
You have the right to be in a safe workplace free from violence, harassment and bullying. Bullying and abuse If you are under 16 years old, bullying and violence may also be child abuse.
This research examines the response of healthcare staff to aggression and violence in the ED, the supporting structures that manage a Code Black event and potential avenues for restructuring the response.
Methods: We used a constructivist methodology to evaluate the training needs of healthcare staff. We focussed on staff experiences of Code Black events and the current departmental response.
Staff recounted experiences of 45 Code Black events which were collated and thematically analysed. Results: Our findings show that there are no guidelines for: assessing the risk of an agitated patient, best practice de-escalation techniques, when exactly to call a Code Black and the pre-determined allocation of staff roles for patient restraint. Do not invade 'personal space' unless you are applying first aid. It is very easy to feel threatened and to misinterpret situations when intoxicated.
Keep other clients from becoming involved. Be calm and speak slowly and clearly while keeping communications short, simple and to the point.
Avoid long-winded explanations. Concentration spans are short when people are intoxicated, and memory is impaired. Be patient, and repeat information where necessary. Personalise your communications. Be on a first name basis with the young person. Acknowledge their feelings and needs, and try to satisfy any reasonable desires the young person may have. Don't confront an intoxicated person. Nobody likes to be confronted at the best of times. Confrontation and intoxication is a volatile mix. Self-protection strategies If a young person does become aggressive: Ensure that you have an exit strategy in case you need to protect yourself.
Call for help from other staff members. Call the police if the situation is beyond your control. While these actions may seem self-evident, it is not uncommon for health and welfare workers to do and say things that exacerbate tension and aggression when under stress - particularly when we take insults personally, or attempt to be authoritarian with young people. General defusion strategies Although it is not an everyday occurrence, there may be times when a situation involving an intoxicated young person escalates into violence.
Some knowledge of general defusion strategies may therefore be helpful. Defusion strategies can include: When violence is threatened, stop what you have been doing and actively listen. Now is not a time for problem solving, reframing, or pointing out irrational thinking.
Avoid excessive questioning. Be aware of your body language — use non-threatening gestures make eye contact. Take any other young people away from the situation if you think it is safe to leave the individual alone. Top of page Managing an intoxicated young person Role play The following role-play activity will provide you with an opportunity to practice your skills in managing intoxicated young people.
Remember, the success of this exercise as a constructive learning opportunity will depend on the way you provide and take on feedback. Working in groups of three, each person will take a turn at playing the worker, young person and observer. If you are undertaking this exercise via distance learning, try to conduct the role play with some of your co-workers. Read the following: Role play scenario Debriefing sheet Observer worksheet Reflection sheet Allow approximately minutes for each role play including the debriefing.
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