{"product_id":"workplace-bullying-harassment-policy-2026","title":"Workplace Bullying \u0026 Harassment Policy 2026","description":"\u003cp\u003e\u003cmeta charset=\"utf-8\"\u003e\u003cspan\u003eA Comprehensive Standalone Policy for Australian Dental Practices Covering the Prevention and Management of Workplace Bullying, Harassment, and Sexual Harassment\u003c\/span\u003e\u003c\/p\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003eEvery Australian dental practice has a legal obligation to provide a workplace that is safe, respectful, and free from bullying, harassment, and sexual harassment. Under the Respect@Work legislation, employers now have a positive duty to actively prevent sexual harassment from occurring — not merely to respond when it does. Most small dental practices have no policy in place, no defined reporting procedure, and no documented investigation process. That is a significant legal and cultural risk.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003eThe \u003cstrong\u003eWorkplace Bullying \u0026amp; Harassment Policy 2026\u003c\/strong\u003e is a comprehensive standalone policy for Australian dental practices covering the prevention and management of workplace bullying, harassment, and sexual harassment — with clear definitions, real-world examples, a reporting procedure, a 6-step investigation process, manager obligations, a prevention framework, and a team member acknowledgement form. Ready to implement, ready to induct new team members with, and ready to reference when a complaint is made.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003eThe policy is structured across 5 parts:\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 1 — Policy Statement and Scope\u003c\/strong\u003e A clear commitment statement that every team member has the right to come to work without being subjected to behaviour that demeans, threatens, or humiliates them. Covers the scope of the policy — all team members including permanent, part-time, casual, and contracted staff — and the important clarification that the policy applies to behaviour at the workplace, at work-related events, and to behaviour conducted via electronic means (text, email, social media) that affects the workplace. Covers the legal framework: workplace bullying is defined under the Work Health and Safety Act 2011 as repeated unreasonable behaviour directed towards a worker or group of workers that creates a risk to health and safety. A worker who believes they are being bullied may apply to the Fair Work Commission for a stop bullying order. Serious cases may also give rise to workers' compensation claims, general protections claims, and civil liability.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 2 — Definitions and Examples\u003c\/strong\u003e A clear, practical explanation of the three distinct categories — bullying, harassment, and sexual harassment — with real-world examples of each and, critically, a clear table of what bullying does and does not include. Bullying does include: repeated verbal abuse or humiliation, deliberate exclusion from work activities, unreasonable workload manipulation, repeated unjustified harsh criticism, spreading malicious rumours, and threatening employment status to intimidate. Bullying does not include: reasonable management action taken in a reasonable way, setting clear performance standards and holding team members accountable, rostering decisions made for legitimate operational reasons, a single incident of conflict or difficult conversation, firm but respectful management of underperformance, or redundancy managed fairly and transparently. This distinction is one of the most important and most misunderstood in workplace relations. Covers harassment (unwanted behaviour related to a protected attribute including race, sex, age, disability, religion, pregnancy, or sexual orientation) and sexual harassment (unwanted conduct of a sexual nature that a reasonable person would find offensive, humiliating, or intimidating — intent is not required, impact is what matters). Includes the Respect@Work positive duty: employers must take reasonable and proportionate measures to prevent sexual harassment from occurring, not merely respond when it does.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 3 — Reporting Procedure\u003c\/strong\u003e A clear, practical reporting procedure covering who to report to (PM in the first instance; Practice Owner if the concern involves the PM; Fair Work Commission, state anti-discrimination body, or union representative if the concern involves the Practice Owner), how reports can be made (verbally or in writing — the practice will not require a written complaint before commencing an investigation), and how confidentiality will be managed. Includes the no-retaliation commitment: a team member who makes a complaint in good faith will not be penalised, regardless of the outcome. Any retaliation against a person who has made a complaint is itself misconduct and will be dealt with under this policy.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 4 — Investigation Process\u003c\/strong\u003e A 6-step investigation process: Receive (acknowledge the report in writing within 24 hours), Assess (determine the nature and seriousness and consider immediate interim measures such as separating the parties or changing rosters), Investigate (speak separately with the complainant, the respondent, and any witnesses — maintain confidentiality throughout, do not conduct joint meetings unless both parties agree), Decide (assess the evidence on the balance of probabilities), Act (take appropriate action ranging from mediation and coaching to formal disciplinary action up to and including dismissal), and Close (inform both parties of the outcome to the extent appropriate, document in the complaints register, follow up with both parties within 4 weeks).\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 5 — Manager Obligations and Prevention\u003c\/strong\u003e The prevention obligations that sit with the Practice Manager and Practice Owner — modelling the expected behaviour, addressing concerning behaviour early before it becomes a formal complaint, inducting all new team members on the policy at commencement with a signed acknowledgement, annual refresher training for all team members, and awareness of early warning signs (exclusion, cliques, and gossip) before they escalate. Includes the critical vicarious liability reminder: if a manager is aware of bullying or harassment and fails to act, the practice may be held liable for the behaviour. Includes a team member acknowledgement form — name, role, signature, and date — ready to be signed at induction and filed.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003eWho this is for:\u003c\/strong\u003e Practice Managers who need a compliant, ready-to-implement bullying and harassment policy that covers every scenario the practice is likely to face. Practice Owners who want confidence that their practice meets its positive duty obligations under the Respect@Work legislation and the WHS Act. Any practice that currently has no bullying and harassment policy — or one that has never been reviewed, does not cover sexual harassment, or does not include a defined reporting and investigation procedure.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e📄 Format: 7-page editable Microsoft Word document (.docx) — complete the practice-specific fields, provide to every team member at induction for signature, and retain the signed acknowledgement form in each team member's personnel file. General guidance only — not legal advice. For complex complaints or investigations involving potential criminal conduct, engage a solicitor or HR specialist immediately.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e⬇️ Instant digital download — available immediately after purchase\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e🦷 Built for Australian dental practices — references the Work Health and Safety Act 2011, the Fair Work Act 2009, the Sex Discrimination Act (Respect@Work amendments), state anti-discrimination legislation, and the Fair Work Commission stop bullying jurisdiction\u003c\/div\u003e\n\u003c\/div\u003e","brand":"Resolve Dental Consultancy","offers":[{"title":"Default Title","offer_id":53881733251436,"sku":null,"price":29.0,"currency_code":"AUD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0988\/9657\/6876\/files\/photo_reception_4.png?v=1777692441","url":"https:\/\/www.resolvedentalconsultancy.com.au\/products\/workplace-bullying-harassment-policy-2026","provider":"Resolve Dental Consultancy","version":"1.0","type":"link"}