Overview of chart structure

There are two initial steps in this chart: 

1. Bullying or harassment issue raised then
2. Initial meeting between appropriate manager and employee

After these steps a question is asked, is early resolution appropriate?

The chart then branches into two routes. The first follows the early resolution process and the second asks whether the alleged bully is an employee in your organisation. If they are an employee in your organisation, then the chart follows the formal route of the Workforce Policies Investigation Process. Otherwise the issue should be raised with the alleged bully's employer. During the early resolution process if the complainant initiates the formal procedure the flow also joins up with the formal route of the Workforce Policies Investigation Process.

Bullying and harassment flowchart

Chart begins with a bullying or harassment issue being raised. The next step is an initial meeting between the appropriate manager and the employee. Then the question is asked, is early resolution appropriate?

If the answer is yes to the question, is early resolution appropriate, then the employee is made aware of early resolution options. Then the question is asked, has early resolution been achieved? If the answer is yes to the question, has early resolution been achieved, then the process ends.

If the answer is no to the question, has early resolution been achieved, then the question is asked, has the formal procedure been initiated? If the answer is no to the question, has the formal procedure been initiated, then the process ends.

If the answer is yes to the question, has the employee initiated the formal procedure, then the flow connects to the step, use the Workforce Policies Investigation Process. To go to this step follow the next link otherwise skip the next link. Jump to the step, use the Workforce Policies Investigation Process.

If the answer is no to the question, is early resolution appropriate, then the question is asked, is the alleged bully an employee in your organisation? If the answer is no to the question, is the alleged bully an employee in your organisation, then raise the matter with alleged bully's employer.

If the answer is yes to the question, is the alleged bully an employee in your organisation, then refer to the Workforce Policies Investigation Process. Then the Workforce Policies Investigation Report is received. Then two actions are performed:

1. Feedback provided to complainant or complainants
2. Feedback provided to employee or employees under investigation

With action 1, feedback is provided to complainant or complainants, then the question is asked, has a review been requested? If the answer is no to the question, has a review been requested, then the process ends.

If the answer is no to the question, has the review been upheld, then the process ends.

If the answer is yes to the question, has a review been requested, then the question is asked, has the review been upheld? If the answer is yes to the question, has the review been upheld, then organisational learning is required.

With action 2, feedback is provided to employee or employees under investigation, then the question is asked, is the complaint upheld? If the answer is no to the question, is the complaint upheld, then the process ends. 

If the answer is yes to the question, is the complaint upheld, then there are two options:

1. Complaint upheld and justifies learning outcomes
2. Referral to formal conduct hearing

If option 1, complaint upheld and justifies learning outcomes, then use another Workforce Policy.

If option 2, referral to formal conduct hearing, go to the formal conduct hearing stage on the Conduct Policy flowchart.