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• Conflict Management
• What is conflict management?
• What constitutes bullying and harassment?
• What constitutes sexual harassment?
• When a complaint is made
• I’ve just received a complaint of bullying. What should I do?
• How does mediation/conciliation work?
• Who should act as mediator?
• Preventing bullying and harassment
• What can I do to prevent bullying and harassment complaints in my workplace?
• What is involved in auditing our current practices?
• What specific policies should I have in place to prevent complaints?s
• I want to roll out training - is there in anything particular I should focus on?
• How do I put an Employee Assistance Programme in place?
• Investigating a complaint
• How do I ensure an investigation into bullying and harassment is complete and thorough?
• How do I choose an investigator?
• When should I call in a third-party?
• What happens following the investigation?
• Restoring relationships
• After the complaint has been settled, what can I do to help get the relationship back on track?
• Should I be concerned about a recurrence?
• How can I prevent another complaint from being raised?
• Legal considerations
• What legislation covers bullying and harassment in the workplace?
• How do I know if our handling of the complaint is within legal obligations?
• What happens if either party is unhappy with the outcome?
• I am dealing with a complaint that has gone to the Rights Commissioner. What do I do?
• Can we appeal a recommendation from the Labour Court?
• What steps do I need to follow when dealing with the Employment Appeals Tribunal?
• Stress support
• What can I do to help employees cope with the stress of an investigation?
• The complaint has affected the whole team. Is there anything we can do?
• How do I find the right coach?
• About Us
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• Case Studies
• New shift arrangement leads to claims of bullying and resignation
• Bullying leads to compensation, but no return to work
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