Mobbing in Norway also occurs. What's more - like in other countries, it can take many different forms. These are behaviors that repeat systematically and are also aimed at a specific person. It is worth knowing how to behave and who to inform about mobbing in the workplace.
Various forms of mobbing
Mobbing in Norway may be, for example, the exclusion of a given person from social life in the company. Such behaviors can also be manifested in notorious omitting the obligation to perform when delegating. Any manifestations not being informed about important things related to the company or constant criticism regardless of behavior they are also manifestations of mobbing.
Mobbing in Norway is not allowed
Norwegian regulations make sure that mobbing in Norway he was punished with the utmost severity. The Labor Code guarantees the employee the right to maintain their own dignity and care for their personal rights. Therefore, any undesirable behavior should be reported either to the superiors or the Labor Inspectorate. Ultimately case can find its final in court.
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The company should have procedures
According to the Arbeidstilsynet, each company should have routines and procedures developed reporting of adverse events behavior. This also applies mobbing in Norway. Moreover - such procedures should be known to all employees. Best when they stay published in the form of a publicly available document. It should contain information such as: how to apply mobbing in Norwayand to whom to report this type of behavior.
Whom to report to?
If you are a victim mobbing on the part of another employee, you should report it to manager. However, if this manager is the perpetrator, a report should be made to him superior. The principle is the same in all other cases - any undesirable behavior should be reported to a higher level. You should inform as well shop steward.
Worth remembering!
The employer has a duty to provide the best working conditions. This also applies to counteraction procedures mobbing. If the business owner does nothing for this purpose, you have the right to inform the Arbeidstilsynet about this.
Expectations are important
The Arbeidstilsynet also advises that in many cases victim of mobbing has unrealistic expectations as to how the problem should be resolved. In each case reporting such behavior be prepared to attempt mediation. The employer's job in such situations is proper identification facts and steps to resolve the conflict.
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Responsibility in the company
Mobbing in Norway is taken very seriously. This is indicated both by the Norwegian Labor Code and by numerous signed agreements. They all raise the fact that cooperation is the best form of assurance optimal working conditions. A well-organized company is one in which all employees are responsible for what is happening there.
Mobbing in Norway cannot occur in a well-organized company. That's why it's on employer is responsible for ensuring safe working conditions the emergence of undesirable behavior. It is also in its tasks solving arising conflicts.
Employee he should ensure that his employer and the shop steward have been informed about the result mobbing. It also bears joint responsibility for quality of the working environment.
Shop steward should first be informed about mobbing. He is responsible for representing other employees in front of the employer. It also plays a major role in countermeasures undesirable behavior. It is also responsible for correct consideration mobbing reports.
Arbeidsmiljøutvalget (in abbrev. AMU) literally translated means "Workplace Environment Committee". The job of this authority is to make sure you have filed worker's are consistent with reality - including those concerning mobbing. AMU may also decide about discontinuance of proceedings. It also has the right to implement solutions aimed at improving the working environment.
When the employer does not react
It may also happen that even when the employer is informed about mobbing in Norway it does not take any action to correct the problem. In such a situation, he can inform Labor Inspection about the situation. This institution may then initiate proceedings as well inspect the company and interview employees. It is worth remembering that this solution is a last resort.
