Flip Side
Senior List
- Sep 30, 2014
- 281
- 538
- AFL Club
- Adelaide
Agree, I work in Federal Govt and if I said the same I would be unemployed right now.
I have read this type of comment a coupe of times, but it’s not accurate in referring to a job in the Australian Public Service.
In the APS the Policy falls under SafeWorkAustralia and WHS Act.
What Walker did would be considered harassment. This is by definition that it was a singular event of offensive language or comments, and was not an ongoing or repeated behaviour.
Even under what is considered bullying, the APS conducts a step process that looks towards resolution between parties, not termination.
An assessment would be made to determine the risk of ongoing harm to health and safety, which could involve reassignment or leave to each party.
Steps would then be taken to attempt to resolve the matter between parties or at a team level through reconciliation.
This process could also have been self managed by aggrieved parties.
If the matter was still unresolved an investigation would take place (usually many months).
The actions taken once the investigation is complete should then correlate with the severity of the bullying, such actions may include:
- Direct a cease and desist regarding the behaviour with commitment not to repeat.
- provide information to raise awareness
- provide training
- provide counseling
- review policy measures
- address organisational issues
- request an apology
- provide verbal or written apology
- transfer to another work area
- demotion or dismissal subject to workplace retention laws.
Considering Walkers action falls into the lesser offences of harassment and not bullying under APS definition, let alone considered “serious bullying’, he would have a case for unfair dismissal for this event if he worked in the APS and was dismissed.
Read about it here:
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