Coutts Lawyers & Conveyancers is a powerful female-founded law firm with a core value system that puts people first. Our reputation as the legal business of choice in New South Wales is recognised by our many awards.
The team at Coutts have the expertise and experience to stand behind you and give you legal advice in a language you understand... without the legal jargon.
Coutts welcomes the opportunity to help you start a business, purchase a business, or sell a business in Australia.
Coutts Commercial and Business team takes pride in providing comprehensive legal services to businesses of all sizes.
At Coutts, our legal team offer the best service in a time where you feel at odds with the law.
At Coutts, we understand the devastating impact personal injuries can have, not only in a physical capacity, but also your emotional, mental and financial well-being also.
Coutts provide expert legal advice in all employment related matters for both employers and employees including, but not limited to the following key areas.
Coutts provide legal advice in all areas of family law including; property settlements, divorce settlements, all types of parenting matters and the drafting of binding financial agreements and binding child support agreements.
The important role conveyancers plays when people are buying and selling of property.
Have you been called as a witness by the Royal Commission into Violence, Abuse, Neglect and Exploitation of People with Disability? If so, you may be eligible to receive government funded legal representation.
A will is a legal document that specifies how you wish your assets and liabilities to be distributed following your death.
RESPONDING TO BULLYING CLAIMS? A GUIDE FOR EMPLOYERS
We recognise the complexities employers face when dealing with Stop Bullying Orders in the workplace. Our team is equipped to provide specialised advice and representation to effectively address these challenges. We are committed to assisting you through each stage of this intricate process, ensuring you have the support and resources needed to respond appropriately to Stop Bullying Orders.
Karena Nicholls Partner
Bullying in the workplace, often referred to as workplace bullying, is a pattern of repeated aggressive or harmful behavior directed at an employee or a group of employees by one or more individuals in a workplace setting. This behavior can take various forms and may include:
It is important to note that not all behaviour that causes anxiety or stress is classified as bullying. If someone makes a comment, but only does it once and it is not repeated, this does not constitute bullying.
If an employee approaches their employer and advises them that they believe they are being bullied, employers should take action immediately in terms of investigating the complaint. If found to be a valid complaint, the employer should take immediate reasonable steps to address the behaviour.
In the first instance, an employee may approach an employer to try and resolve the issue internally. If the employee does not consider this to be an option, they may choose to make an application to the Fair Work Commission.
If an employee submits an application to the Fair Work Commission, a copy of the application will be sent to the employer and also any other employees named as the alleged bullies. The Commission will seek a response within 7 days of being served the application.
Responding to an application or complaint of workplace bullying as an employer is a critical and sensitive process. It is essential to handle the matter with care, professionalism, and a commitment to resolving the issue promptly. As an employer, you are receiving an application because:
As an employer, the Commission is requesting your version of events. You must respond to the application within 7 days of being served, even if challenging it.
If you do not think the employee has been bullied at work, you should advise the Commission. Reasons bullying may not have occurred include:
As an employer, you can take reasonable management action to:
It is reasonable management action for an employer to:
As an employer, you should have policies and procedures in place to assist with defining bullying and ensuring that behaviour seen as bullying is addressed promptly and appropriately.
Outcomes that can stem from a Stop Bullying Order include:
Note that compensation or any other payment of money cannot be ordered.
Reach out to Coutts Lawyers via our website, phone, or in person. Briefly describe your matter.
Schedule and attend a meeting with a Coutts lawyer / Conveyancer to discuss the specifics of your matter and desired outcomes.
Share all related documents and information. Your lawyer / Conveyancer will review everything, clarify aspects as needed, and then advise on the best action course.
Based on the advice, an appropriate action plan will be formulated. This may involve communication, documentation processes, or further legal steps.
Execute the action plan, addressing a range of legal scenarios as necessary.
Navigate towards a resolution, with the path determined by the nature of the matter. Your Lawyer / Conveyancer will outline any final actions or considerations.
Meet Karena, a Partner at Coutts Lawyers & Conveyancers, and the head of our esteemed Injury Compensation and Employment Law teams. With over two decades of experience in the field of Insurance Law, Karena’s passion, dedication, and client-focused approach have established her as a leading authority in compensation and employment law.
Workplace bullying refers to repeated, unreasonable actions directed towards an employee or a group of employees that risk their health and safety. It can include behaviours that intimidate, offend, degrade, or humiliate a worker, often in front of others. Bullying behaviours might include verbal abuse, spreading rumours, isolation, or making impossible demands. It’s important to note that workplace bullying is distinct from legitimate feedback or reasonable management actions conducted in a fair way.
Generally, a single incident of inappropriate behaviour may not be considered bullying. Bullying typically involves a pattern of behaviour repeated over time. However, a single incident can still be serious and should not be ignored, especially if it’s particularly severe or has the potential to escalate into repeated bullying. In some cases, one-off incidents can also contribute to a workplace culture that tolerates bullying.
If you’re experiencing bullying in the workplace, consider taking the following steps: