London, UK (PRWEB UK) 4 September 2013
The 2013 Alfred P. Sloan Award for Excellence in Workplace Effectiveness and Flexibility has been awarded to inthinc Technology Solutions Inc., it was announced August 20th. The global provider of telematics went thought the Sloan Award’s rigorous, two-step selection process, which involves an evaluation of employers' flexibility programmes and practices, and a confidential employee survey on the key ingredients of an effective and flexible workplace. Ellen Galinsky, president of the Families and Work Institute that administers the award, commented, "As a recipient of the 2013 Sloan Award, inthinc ranks among the top 20% of employers nationally in terms of its programmes, policies and culture for creating an effective and flexible workplace. In addition, what makes this honour so special is that their employees have corroborated this." (http://www.marketwire.com/press-release/inthinc-recognized-for-exemplary-workplace-practices-1822896.htm)
With this in mind, Yourwellness Magazine turned to the other end of the scale, and explored bullying and harassment in the workplace. Yourwellness Magazine noted that bullying is not unlawful, but it is possible, as a victim of workplace bullying, to make a claim under harassment laws. According to Yourwellness Magazine, “Harassment is offensive behaviour and unwanted conduct and can be related to age, race, religion, sex, disability, sexual orientation or nationality. Harassment is unlawful behaviour and can result in a tribunal, often with a large amount of damages being paid out to the victim. Bullying and harassment can take the form of face to face conduct, email, letter, telephone or text message. It can be an isolated incident or a continuous episode of unacceptable and offensive behaviour towards an individual or a group of individuals.” (http://www.yourwellness.com/2011/06/bullying-and-harassment-in-the-workplace/#sthash.IU7ZP0HF.dpuf)
Yourwellness Magazine commented that employees who are being bullied should first try to solve the problem informally by talking to colleagues and the employer. Then the next step would be to make a formal complaint and follow the company’s grievance procedure. If this still isn’t resolved and the employee is forced to resign because of bullying, Yourwellness Magazine noted that they may be able to make a claim for constructive dismissal.
To find out more, visit the gateway to living well at http://www.yourwellness.com.