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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?
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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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