HR Professional - August/September 2008 - (Page 38)

H R 101 Sophisticated policies will also deﬁne what isn’t bullying—like proper performance management by supervisors. “Because that’s where a lot of complaints come from,” says Thomlinson. She says some grievances turn out to be employees feeling “harassed” by their bosses because they are being held accountable for deliverables. The policy needs to include a policy statement, both an informal and formal complaints process, as well as sanctions up to and including termination. Thomlinson says a good policy should also spell out appropriate use of authority by managers, the roles of various parties in enforcing policies (victim, manager, HR), as well as details on the formation and duties of a review committee to handle complaints. It should also outline how far the policy extends, like any location where employees are gathered in the name of the organization—conference, training, parties, golf tournaments—so people understand that good conduct extends beyond the physical workplace. REAL PEOPLE. EXPERIENCED COUNSEL. WICKED BACKHAND. Michael Horan dominates a squash match from the rst serve, to the nal rally. But at Fraser Milner Casgrain LLP (FMC), he’s getting matters settled before they reach the courts. Specializing in labour relations, Michael represents employers in negotiations, and before all labour boards and administrative tribunals in Canada. Just one of the many services offered by Fraser Milner Casgrain’s National Employment & Labour Group – a multi-faceted team providing responsive, effective advice to HR professionals across the country. M O N T R É A L • O T TAWA • T O RO N T O • E D M O N T O N • C A L G A RY • VA N C O U V E R • N E W YO R K www.fmc-law.com/employment_labour 384969_fmc.indd 1 PREMIER PROFESSIONAL TRAINING AND NICHE STRATEGIC CONSULTING PROJECT MANAGEMENT 6/2/08 • Public and in-house courses • Accredited by PMI®, IIBA™, ISEB • Needs assessment • Custom learning programs • Rework of existing material • Rollout strategic initiatives 416-693-5559 • 1-800-261-6861 info@procept.com • www.procept.com ITIL® BUSINESS ANALYSIS DON’T hesitate to call the police if there’s violence involved 1:30:41 PM “Any violence should trigger an immediate call to the police,” says Smith. Any encroachments of a person’s body is a violation, but beware of misinterpretations—there’s a difference between a ﬁst in the face and a touch on the shoulder. Ensure there’s a real physical assault—a shove, slap, even a touch followed by a threat—before making the call. 8:55:47 AM Aug / 370288_Procept.inddu s t 1 S e p t e m b e r 38 2008 4/1/08 HR P R OF E S S I ON A L http://www.fmc-law.com http://www.procept.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.