HR Professional - August/September 2008 - (Page 36)

H R 101 to discuss it adult to adult.” Or there’s the WIN formula: When you do [bullying behaviour], it Impacts me negatively, and I Need you to stop immediately. If the person is uncomfortable confronting the bully, advise them to bring along a colleague, union rep or manager for moral support. If that doesn’t work, it’s time for HR to intervene. interviewing the complainant and respondent, as well as any witnesses. Smith advises using people with some distance from both victim and bully to do the investigation. “As part of your bully policy (see below) you should have a group of employees who are speciﬁcally trained as investigators who can gather facts and bring them forward to HR,” he says. Have investigators conduct interviews in pairs to lessen the possibility of misunderstanding. The role of the investigators is to gather facts—it’s up to HR and management to decide the course of action. DO investigate The ﬁrst step in an HR intervention is a thorough investigation, which means GardaWorld Consulting & Investigation Experts — Help protect your people and assets Discreet Approach ■ Extensive Global Experience ■ Integrity and high-quality standards For decades, Fortune 500 corporations, law firms, financial institutions and government agencies around the world have trusted GardaWorld to provide turnkey consulting and investigation services to protect their people and assets. GardaWorld’s unique approach to security consulting and investigation helps clients to focus on strategic business objectives within a clearly defined decision-making process for informed business decisions. GardaWorld experts can help gather intelligence for strategic initiatives including mergers and acquisitions, joint ventures and partnerships. GardaWorld applies a discreet approach for security consulting, ongoing security plans and investigative cases. GardaWorld experts—from the company’s seasoned management team and experienced former federal and local law enforcement investigators, prosecuting and defense attorneys, forensic accountants, certified fraud examiners, digital forensic experts, risk profilers and auditors—provide extensive global experience in both established and emerging markets, jurisdictions and courts around the world with a total commitment to integrity and high-quality standards. GardaWorld’s experts work diligently to understand client goals and objectives before creating a comprehensive security framework to support and enable the execution required for achieving those goals. Contact our global experts at 800.353.2049 or information@garda-world.com. garda-world.com DO draw up a bully policy Organizations should draw up a workplace violence prevention policy and process that’s distinct from their human rights policy. It should include examples of bullying behaviour—offensive jokes, threats, insults, spreading rumours, name calling, unwelcome practical jokes, ignoring or dismissing people and shouting abuse. In Thomlinson’s experience dealing with bullying, one of the biggest challenges is trying to understand when the policy kicks in. “With sexual harassment, people understand the hot buttons—a comment or conduct. Unfortunately, it’s not often black and white with bullying. “The more thought you put into your policy in terms of deﬁnitions, triggers, examples of bad behaviours, and how to train managers so they really understand these things, the more effective your policy will be,” she says. 7:54:56 AM A s 384830_garda.inddu g u1 t / S e p t e m b e r 36 2008 5/29/08 HR P R OF E S S I ON A L http://www.garda.ca

Table of Contents Feed for the Digital Edition of HR Professional - August/September 2008

HR Professional - August/September 2008 Contents Editor's Letter Contributors Leadership Matters Upfront Legal Compensation Human Capital The New Frontier On Message Strategy HR 101 Interview with Annette Veschuren Talent Management Training Work/Life Balance Off the Shelf The Last Word

HR Professional - August/September 2008

For optimal viewing of this digital publication, please enable JavaScript and then refresh the page. If you would like to try to load the digital publication without using Flash Player detection, please click here.