Municipal Monitor - March/April 2008 - (Page 18)

behaviours and a remedy for redress. Of course, any policy is useless if it is not enforced. Supervisors need to be adequately trained in effective leadership (i.e., explaining that humiliating or shunning employees tend not to be effective approaches) and educated about the legal consequences of inappropriate behaviour. Employees also need to be educated about the difference between bullying and valid management action (such as discipline or performance evaluations). If you receive a complaint of bullying, fully document and investigate the complaint as quickly as possible. This includes obtaining written, dated statements from the target as well as from anyone who can corroborate the target’s allegations. The perpetrator should then If you receive a complaint of bullying, fully document and investigate the complaint as quickly as possible. be given an opportunity to respond and proper notes should be taken. Although it is usually the target who ends up unemployed, in most cases the organization as a whole would be better served if the bully was strongly disciplined or possibly terminated. This sends a strong message to your employees that bullying behav- iour will not be tolerated and can help gain loyalty from other staff members. Conclusion Female bullying is a difficult issue to grapple with and overcome, largely because it is not well understood or recognized. Through education and awareness programs, you can protect your organization from potential liability and create a more harmonious and productive working environment. ◆ Lauren M. Bernardi is a lawyer and human resource advisor with the firm of Bernardi Human Resource Law. For more than 10 years, Lauren has been teaching AMCTO’s highly successful Employment Law and Human Resources Certificate Program for Municipalities. For more information, you may reach Ms. Bernardi at 905.486.1991, by e-mail at lbernardi@hrlawyers.ca or on the web at www.hrlawyers.ca. Forms of Bullying Female bullying falls into the more subtle category: Subtle unjustified criticism repeatedly ignoring the victim spreading malicious rumours excluding the victim sabotaging the victim’s work impeding promotions false allegations of incompetence Overt physical abuse verbal abuse intimidation threats yelling Footnotes: 1 Based on an online survey conducted by the Workplace Bullying and Trauma Institute in 2003. 2 (2000) 49 C.C.E.L. (2d) 166. See also, Morgan v. Chukal Enterprised Ltd., [2000] BCJ No. 1563 (B.C.S.C.) and Lloyd v. Imperial Parking Ltd., [1996] A.J. No. 1087 (QB) 4 King St. West, Suite 900 Toronto, Ontario M5H 1B6 www.willmsshier.com Your Environmental CounSEl Consulting services include: Municipal/Education Development Charge Policy and Cost Sharing Water/Sewer Rate Setting, Service Feasibility Studies and Masterplanning Long Range Financial Planning for School Boards and Municipalities Fiscal and Economic Impact, Needs Assessment, Demographics and Land Market Studies Development Application Approvals Process User Fees (DAAP) Reviews 4304 Village Centre Court Mississauga, Ontario L4Z 1S2 Tel: (905) 272-3600 Fax: (905) 272-3602 e-mail: info@watson-econ.ca Juli Abouchar Environmental Law Specialist Certified by the Law Society of Upper Canada Direct line: (416)862-4836 E-mail: jabouchar@willmsshier.com www.willmsshier.com 18 • municipal MONITOR 284210_Willms.indd 1 5/8/06 7:50:53 AM 364557_KMKConsultants.indd 1 March/April 2008 1/15/08 7:36:52 PM 305644_cn_watson.indd 1 11/9/06 9:41:03 AM http://www.hrlawyers.ca

Table of Contents Feed for the Digital Edition of Municipal Monitor - March/April 2008

Municipal Monitor - March/April 2008 Contents President's Message: Stress and Change Viewpoint: Much Ado About Nothing? Covering the Cost: Tapping into Safe, Sustainable Water and Sewage Services Closed Session Investigations: What Do They Mean for Your Municipality? Subtle Sabotage: Female Bullying Trends in the Workplace Water Under the Bridge Municipal Memos Index to Advertisers

Municipal Monitor - March/April 2008

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