Cyber Harassment In The Workplace

Most organisations address cyber harassment in the workplace with a general behaviour clause, and general clauses do not reach the situations that arise.

A policy that works names five things explicitly.

• The channels covered. Work systems, messaging apps, social media and personal devices where the contact is work-related.
• That timing does not matter. Outside hours and outside the workplace are in scope where the connection to employment exists.
• Group chats. Including that being in one does not oblige anyone to accept its content, and how to leave without penalty.
• Evidence. That screenshots are appropriate and how to provide them.
• Third parties. Conduct directed at staff by clients, patients or members of the public online.

Without those five, managers are left interpreting a clause written for face-to-face conduct.

The Australian Human Rights Commission covers the duties. This is general information rather than legal advice, and obligations vary by state and territory.

See Sentrient’s workplace policy templates and policy management software.