Brodie Law

Question: Explain Brodie Law. Answer: The Brodies law had been implemented in June 2011. This law had been implemented after the tragic suicide of a young woman who had been victim to bullying (Buchan and Cruickshank 2013). According to this law, criminals are liable to face punishment of at least 10 years imprisonment for committing such serious bullying crimes. It has been observed that the Crimes Act 1958 has been applied for the serious criminal offence in the Brodies death case. Workplace Bulling: Workplace bullying is the persistent pattern of mistreatment from others in the workplace that causes harm. This behavior can be in the form of verbal and physical assault, psychological abuse such as physical and verbal abuse, using offensive language in workplace, separating employees according to their culture, emotional harassment in the workplace, intimidation and assigning impossible jobs to the employees (Neumann et al. 2013). Duties in relation to workplace bullying: The employees and the managers of the organization have implemented the Occupational Health and Safety Act 2004 for the employees. It has been noticed that the Occupationally Health and Safety Management is reasonably practicable for the employees. However, it is based on the hazard or arising risk from activities of the business (Maharjan 2013). The managers have taken the decision about the risk of the employee health and tried to control those risks. As stated by Neumann et al. (2013), Occupational health and Safety law has been formed based on the duties on the employees and protection of the employees. It has been observed that the Occupational Health and Safety Act have been placed in the workplace to take reasonable care for the health and safety of the employees (Maharjan 2013). It has been observed that the Occupational Health and Safety Act has maintained the safe working environment and reduced the workplace bulling. The organization has implemented the code of conduct of the standard behavior for employees to remove the work place bulling. Preventing workplace bullying: It has been observed that the Occupational Health and Safety Act have been implemented to maintain environment bullying free environment, harassment of the employees in the work place, workplace discrimination and violence of the organization (Neumann et al. 2013). The policy development consultation has been implemented for the employees. It has been observed after getting complained from the employees. The human resource management has taken action to address those issues as early as possible. The human resource management has assessed the whether the workplace is free from the bulling prevention (Maharjan 2013). The human resource management has observed that whether the bulling prevention strategy is working or not. it has been found the Occupational Health and Safety Act has provided a prompt assistant and support to the employees. The Occupational Health and Safety Act assist the employees with a consistent approach (Neumann et al. 2013). The workplace procedures have been impl emented according to the size and structure of the business. Workplace was aware of the companys policy on workplace bullying: The Occupational Health and Safety Act have provided the workplace safety to the employees. It has been observed that the managers have provided the instruction, information, training and supervision to remove the workplace bulling (Neumann et al. 2013). The human resource managers have collected the feedback from the managers and supervisors or other internal and external parties have informed the employees about their appropriate skill and role in the organization (Buchan and Cruickshank 2013). The human resource management has supervised the appropriate skill and development planning. The human resource management has provided the managers and the supervisors before started their duties. Handling a bullying complaint: As stated by Maharjan (2013), the management has managed the bullying complaint according to the Occupational Health and Safety Act. This Act covers some areas and provides decision about the action taken. The human resource management has observed the written and verbal report of the employees (McCrystal 2014). The human resource management has directly observed the behavior of the employees. It has been observed that the Health and Safety Risk has been raised the issues for the member of the designated work group (Buchan and Cruickshank 2013). The human resource management has effectively responded on the issues when they are raised. Reference list: Buchan, R. and Cruickshank, M., 2013. Security for costs against foreign claimant in Scottish patent infringement action.Journal of Intellectual Property Law Practice,8(3), pp.184-185. Maharjan, M., 2013. Conflict in World Heritage Sites of Kathmandu Valley: a case study on the conservation of private houses in three durbar squares.Nepal Tourism and Development Review,2(1), pp.87-104. Neumann, T.C., Taylor, J.E. and Fishback, P., 2013. Comparisons of weekly hours over the past century and the importance of work-sharing policies in the 1930s.The American Economic Review,103(3), pp.105-110.