Staff education and respectful workplace Policies

AshEse Journal of Business Management                                                                  
Vol. 1(1), pp. 001-009, May, 2015
ISSN: 2059-7835
© 2015 AshEse Visionary Limited
  
Full Length Research
Carol Rocker
University of Victoria, Victoria, BC, Canada.
E-mail: This email address is being protected from spambots. You need JavaScript enabled to view it.  
Accepted May, 2015; Received April, 2015  
 
This review aimed to examine respectful workplace policy in Canada and how its provincial counterparts make available staff education to resolve or diminish workplace bullying. The study was based on the assumption that to understand the delivery of staff education, the broader context of respectful workplace policy building must be fully considered. Findings established that the Canadian government mandated that each province is responsible for ensuring that each of its health authorities or regions establishes Respectful Workplace Policy. Several government regulations exist to help employers with policy-making that direct harassment and bully-free work environment. Other findings from the study of 10 provinces and three territories suggested these complaints of bullying did not have a separate policy; as an alternative, bullying was placed as a subgroup of ancillary behaviours, harassment, discrimination and violence. This review can help all parties better understand the responsibility of staff education together with policy-making and conflict resolution necessary to resolve complaints of workplace bullying. This quantitative descriptive study found differences in respectful workplace policy across provinces as to how policy defines and refers to workplace bullying.  
 
Key words: Bullying, harassment, violence, discrimination, mobbing

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