"I’ve had the pleasure of working with Catie from Business Solution Hub over the past few months and have been thoroughly impressed by her expertise, creativity, and actionable ideas for our business.
Catie took the time to truly understand our needs, providing thoughtful recommendations that inspired us to take meaningful steps forward. She went above and beyond to ensure we felt supported, even when I couldn’t implement some suggestions due to time constraints, remaining patient, encouraging, and always available to help. Catie’s extensive business experience, coupled with the collective knowledge of the Business Solution Hub team, makes them an invaluable resource for any business seeking growth and innovation."
What can get Employers in trouble ?
Failure to have the right policies and procedures in place to define the relations between the employer and employees, and between employees amongst themselves
Failure to articulate expectations concerning conduct in the workplace between employees, through job descriptions, employment contracts and workplace behaviour policies
Failure to appropriately train your employees and managers to deal appropriately with unacceptable behaviour and complaints when they occur
Failure to have a formal system in place enabling employees to seek assistance when unacceptable behaviour occurs
Failure to intervene and investigate immediately when complaints are raised
Failed to arrange or conduct risk assessment or monitor the situation
Failed to have a safe return to work procedure.
Here are some common forms of unacceptable behaviour in the workplace
- Bullying and harassment
- Discrimination
- Gossiping and spreading rumours
- Intimidation and threats
- Ignoring or excluding others
- Refusing to cooperate or communicate
- Disrespectful or aggressive behaviour
- Chronic lateness or absenteeism
- Violation of company policies or procedures
- Insubordination or refusal to follow instructions
By being aware of these forms of unacceptable behaviour and taking steps to address them, employers can create a more positive and productive workplace culture for everyone. It’s important to establish clear guidelines and consequences for violating these standards, and to offer support and resources for employees who may be struggling with these issues.
Support with maintaining a healthy and productive workplace
Our team of experienced HR, workplace, and legal specialists can help establish a workplace culture that is free from any form of unacceptable behaviour. We can provide training to your staff to prevent such behaviour and work with you to resolve any disputes that may arise. We are by your side to help create a healthy and productive workplace.
Dilek B.
Industrial and Workplace Relations Consultant Read Bio
Dilek B.
Industrial and Workplace Relations Consultant
Dilek brings over six years of experience in industrial relations and workplace advocacy, having worked with the Fair Work Ombudsman and the United Workers’ Union. She has a proven track record of preparing and negotiating Enterprise Agreements (EA), delivering balanced outcomes for all stakeholders. Dilek has proven success in leading workplace negotiations, resolving complex disputes under pressure, and mentoring workplace leaders to drive organisational success.
Dilek is skilled in interpreting and applying legislative frameworks, her expertise also includes stakeholder collaboration and dispute resolution. During her time at the Fair Work Ombudsman, she provided strategic advice and assisted with resolving grievances preventing their escalation to litigation. Dilek holds a Bachelor of Arts with a major in Politics and certifications in Industrial Relations and Occupational Health & Safety. She is passionate about empowering women in their workplaces and takes a holistic and impactful approach to fostering positive and equitable work environments.
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Frequently asked questions
Have questions? We are here to help.
Employers need to clearly define which behaviours are unacceptable in the workplace and communicate these expectations to their employees. This is often achieved through workplace behaviour policies, job descriptions, employment contracts as well as staff training programs.
The cost of failing to establish and implement adequate policies, procedures, and systems to prevent and respond to workplace bullying can be substantial, including financial penalties, loss of staff productivity, high turnover of staff and damage to brand reputation.
Employers need to establish clear consequences for unacceptable behaviour and communicate these consequences to their employees. This can include anything from verbal warnings to termination, depending on the severity of the behaviour.
