What can get Employers in trouble ?

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Failure to have the right policies and procedures in place to define the relations between the employer and employees, and between employees amongst themselves

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Failure to articulate expectations concerning conduct in the workplace between employees, through job descriptions, employment contracts and workplace behaviour policies

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Failure to appropriately train your employees and managers to deal appropriately with unacceptable behaviour and complaints when they occur

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Failure to have a formal system in place enabling employees to seek assistance when unacceptable behaviour occurs

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Failure to intervene and investigate immediately when complaints are raised

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Failed to arrange or conduct risk assessment or monitor the situation

Disruptions

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.

unacceptable-behaviour

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.

Mary van Sambeek

Mary van Sambeek

Senior HR Consultant Read Bio
Mary van Sambeek
Mary van Sambeek

Senior HR Consultant

Mary van Sambeek an HR Specialist, brings more than two decades of expertise to our team. With a strong background in HR policies and procedures, Mary ensures compliance while integrating best practices and her strategic guidance translates into effective implementation at the operational level.

Skilled in Employee and Industrial Relations, Mary handles negotiations and communication regarding agreements and her involvement in Work Cover investigations highlights her commitment to a safe workplace.

Beyond compliance, Mary aids in workforce and succession planning, identifying skill needs and recommending training. She excels in performance appraisals, addressing grievances objectively, optimising HR and workforce performance.

Naveen Raghavan

Naveen Raghavan

Employment Lawyer Read Bio
Naveen Raghavan
Naveen Raghavan

Employment Lawyer

Naveen Raghavan is a qualified non-practising lawyer and a Workplace Relations Advisor. He is passionate about employment law and industrial relations and his calm approach and ability to interpret complex matters allows him to achieve real solutions.

He has an extensive generalist background encompassing the areas of employment, civil, criminal, administrative and construction law. Naveen is also committed to social justice issues, having previously volunteered at the Flemington & Kensington Community Legal Centre, Refugee Legal and the Fitzroy Legal Service.

Marie Cocheril

Marie Cocheril

Senior Commercial Lawyer Read Bio
Marie Cocheril
Marie Cocheril

Senior Commercial Lawyer

Marie is a senior corporate and commercial lawyer. Marie has an LL.B (Hons) and an LL.M (Corporate & Commercial) and is also a graduate of the Australian Institute of Company Directors. Marie has strong leadership experience, having worked closely with CEOs, Boards, and stakeholders to provide legal & compliance advice, corporate governance, strategic development & mitigation of organisational risk advice.

She is a hands-on lawyer with experience in commercial contracts, intellectual property law, procurement, information technology, competition and consumer law, insurance, and privacy (including management of big data).

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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.