Asquith Bowling & Recreation Club is committed to providing a work environment free of any types of harassment, where individuals are treated with respect and dignity. Asquith Bowling & Recreation Club will not tolerate workplace bullying under any circumstances and will take disciplinary action against anyone who breaches the policy.
- This policy applies to all employees, directors, officers, volunteers, coaches and members of Asquith Bowling & Recreation Club.
- This policy applies to behaviour occurring both within Asquith Bowling & Recreation Club business, activities and events, when the behaviour involves individuals associated with Asquith Bowling & Recreation Club and negatively affects relationships within the organisation’s sport and work environment.
- For the purpose of this policy, workplace bullying is defined repeated, unreasonable behavior directed towards a worker or group of workers that creates a risk to health and safety. A single incident or reasonable workplace action is not bullying.
- A single incident or reasonable workplace action is not bullying. Workplace bullying may include undue criticism, spreading misinformation or malicious rumours, setting tasks that are unreasonably below or beyond a person’s skill level, abusive, insulting and or offensive language or comments.
These and other examples contained in this document are by no means exhaustive.
- Asquith Bowling & Recreation Club is responsible for taking all reasonable steps to prevent workplace bullying and ensuring its position is widely known by employees, directors and members.
- Asquith Bowling & Recreation Club will ensure that appropriate procedures are identified to handle workplace bullying complaints. It is further responsible for ensuring that:
- specific managers are identified to provide information and support
- complaints are treated in an impartial, sensitive, fair, timely and confidential manner
- bullying harassment reporting is encouraged, regardless of who the offender might be
- widespread awareness and understanding of bullying harassment is promoted
- the policy and procedures are monitored and reviewed regularly
- All employees, members, professionals and other persons associated with Asquith Bowling & Recreation Club are responsible for complying with this policy.
- Disciplinary action will be taken by Asquith Bowling & Recreation Club against anyone who is found to be in breach of this policy.
- Disciplinary action will also be taken against anyone who victimises or retaliates against a person who has complained of workplace bullying.
- The discipline will depend on the severity of the case and may involve an apology, counseling, suspension, dismissal or other form of action.
- Asquith Bowling & Recreation Club management responsible for implementing this policy will keep confidential the names and details related to bullying harassment complaints, unless disclosure is necessary as part of the disciplinary or corrective process.
- The most effective complaint procedures offer a range of options for dealing with bullying harassment. Asquith Bowling & Recreation Club recognises that natural justice is the minimum standard of fairness to be applied in the investigation and adjudication of a dispute.
- Workplace bullying complaints can be handled through a variety of mechanisms. Asquith Bowling & Recreation Club recognises that, as a highly sensitive and complex matter, bullying harassment is best dealt with informally through discussion between the parties or with some assistance from an independent third party, so as to minimise its damaging and disruptive effects. An informal resolution is not always possible and it may be necessary to resort to formal procedures to resolve the complaint.
- Asquith Bowling & Recreation Club encourages individuals who experience bullying harassment to inform the alleged harasser that the behaviour is unwelcome, unacceptable and contrary to policy, and ask that the behaviour stop. Individuals should also keep notes documenting incidents of the behaviour, time, place and any witnesses.
- If it is not possible to confront the alleged harasser, or if this course of action fails to stop the behaviour, then the matter should be brought to the attention of your duty manager for advice.
- The role of the duty manager as a first-line-of-contact, is to serve in an unbiased/impartial capacity to listen to the complaint, offer support, provide advice on procedures and refer to the Secretary Manager when appropriate. It is not the role of Duty Manager to try to resolve a grievance.
- The role of the Secretary Manager is to determine whether a complaint has substance, inform the person accused of harassment of the nature of the complaint, inform both parties of their rights and responsibilities in proceeding with a grievance, act as mediator/conciliator between the parties to resolve the complaint, follow up after a complaint has been resolved to ensure there is no recurrence and refer serious matters to management, or to an external agency.
It is the prerogative of the complainant to decide to proceed with, or dissolve a complaint.
- Asquith Bowling & Recreation Club recognises the importance of providing a choice of reporting mechanisms to complainants in order they may feel comfortable to come forward to discuss or report on an incident. It also recognises that in some instances, the manager or supervisor may be too close to the problem to serve without bias.
- The complaint may be resolved informally between the complainant and the alleged harasser through discussion, an apology, and a commitment to stop the behaviour. In this case, the Harassment Grievance Officer (or manager, supervisor) assisting an informal resolution will establish a follow up date to ensure the behaviour does not recur, otherwise no further action is necessary.
- In the event that the complaint cannot be resolved informally, the complainant may lay a formal complaint. In this case, the complainant is required to prepare and sign a formal written complaint to the Harassment Grievance Officer who, in turn will ensure the alleged harasser is provided with a copy of the complaint.
- Asquith Bowling & Recreation Club management responsible for this policy is responsible for ensuring the complaint is investigated and mediated or conciliated professionally and confidentially, in an unbiased and prompt manner. Asquith Bowling & Recreation Club will fulfill this responsibility either a) by establishing a comparable grievance mechanism within its own structure to handle the complaint, or b) contacting Workcover NSW, part of work health and safety act 2011.
- The review panel will comprise three members, at least one female and one male. Decisions of findings and recommendations of disciplinary action are the responsibility of the review panel.
- Asquith Bowling & Recreation Club will ensure that all steps in the complaints procedure are handled promptly, and that the period given to investigation, hearing and release of the decision does not exceed eight weeks.
Right to appeal
- Both parties to a complaint have the right to appeal the decision and recommendation of a panel if a matter of procedure, bias, or fairness is called into question. An appeals panel, made up of members other than those who formed the original review panel should handle formal appeals.
- Both complainant and alleged harasser may pursue advice or action from an external authority at any stage of the complaint procedure. In NSW, WorkCover NSW is the authority responsible for receiving complaints of workplace bullying.
policy review and approval
- The Secretary Manager of Asquith Bowling & Recreation Club will ensure a review of the policy is conducted periodically.
Asquith Bowling & Recreation Club
Asquith Bowling & Recreation Club does not permit members or non-members to smoke in enclosed areas of the Club. Smoking is only permitted in designated outdoor areas which are clearly marked as smoking areas.
Asquith Bowling & Recreation Club abides by the Smoke-Free Environment Act 2000.
For and On Behalf of the Board of Directors
Asquith Bowling & Recreation Club