Opezerera anzawo kuntchito ndiofala kwambiri kuposa momwe timayembekezera. Ngakhale atanyalanyaza, kuzunza, kupatula kapena kuopseza, m'modzi mwa anthu khumi amachitiridwa zachipongwe ndi anzawo kapena akuluakulu ena. Komanso mavuto omwe amabwera chifukwa cha kupezerera anzawo pantchito sayenera kuchepetsedwa. Kupatula apo, kupezerera antchito kuntchito sikumangowonjezera olemba anzawo ntchito masiku owonjezera mamiliyoni anayi pachaka ndi ma euro mamiliyoni asanu ndi anayi pakupitiliza kulipira malipiro chifukwa chotsala ntchito, komanso kumayambitsa madandaulo antchito ndi akadaulo. Chifukwa chake, kupezerera anzawo kuntchito ndi vuto lalikulu. Ichi ndichifukwa chake ndikofunikira kuti onse olemba anzawo ntchito komanso owalemba ntchito achitepo kanthu akadali achichepere. Ndani angachite kapena akuyenera kuchitapo kanthu potengera malamulo omwe anthu ovutitsa anzawo akuyenera kuwalingalira.
First, bullying at work can be classified as a psychological workload within the meaning of the Working Conditions Act. Under this law, the employer has a duty to pursue a policy aimed at creating the best possible working conditions and preventing and limiting this form of labour tax. The way this must be done by the employer is further elaborated in article 2.15 of the Working Conditions Decree. This concerns the so-called Risk inventory and evaluation (RI&E). It should not only provide insight into all risks that may arise in the company. RI&E must also contain an action plan in which the measures relating to the identified risks, such as the psychological workload, are included. Is the employee unable to view the RI&E or is the RI&E and therefore the policy within the company simply missing? Then the employer violates the Working Conditions Act. In that case, the employee can report to the SZW Inspection Service, which enforces the Working Conditions Act. If the investigation shows that the employer has not complied with his obligations under the Working Conditions Act, the Inspectorate SZW can impose an administrative fine on the employer or even draw up an official report, which makes it possible to conduct a criminal investigation.
In addition, bullying at work is also relevant in the more general context of Article 7: 658 of the Dutch Civil Code. After all, this article also relates to the employer’s duty of care for a safe working environment and stipulates that in this context the employer must provide measures and instructions that are reasonably necessary to prevent his employee from suffering damages. Clearly, bullying at work can lead to physical or psychological damage. In this sense, the employer must therefore also prevent bullying in the workplace, ensure that the psychosocial workload is not too high and ensure that the bullying stops as soon as possible. If the employer fails to do so and the employee suffers damages as a result, the employer acts contrary to good employment practices as referred to in Section 7: 658 of the Dutch Civil Code. In that case, the employee can hold the employer liable. If the employer then fails to demonstrate that he has fulfilled his duty of care or that the damage is the result of intent or deliberate recklessness on the part of the employee, he is responsible and must pay the damage resulting from bullying at work to the employee.
Ngakhale kuti ndi kopanda nzeru kuti kupezerera anzawo kuntchito sikungapewereke konse, olemba anzawo ntchito ayenera kuyembekezera kuchitapo kanthu kuti athetse kupezerera ena kwambiri kapena kuti athane nawo mwachangu momwe angathere. Mwanjira imeneyi, mwachitsanzo, ndibwino kuti wolemba ntchito asankhe wothandizira wachinsinsi, kukhazikitsa njira yodandaula komanso kudziwitsa antchito mwachangu za zomwe achitiridwa anzawo komanso zomwe angatsutse. Njira yofunika kwambiri pankhaniyi ndi kuchotsedwa ntchito. Izi zitha kugwiritsidwa ntchito osati ndi olemba anzawo ntchito, komanso ndi antchito. Komabe, sizingatenge nthawi zonse kuchita, kutenganso wogwira naye ntchito. Zikatero, wogwira ntchitoyo amakhala ndi mwayi wokhala wolandila malipiro, komanso ufulu wopeza ntchito. Kodi izi ndizochitidwa ndi olemba anzawo ntchito? Kenako pali mwayi wabwino kuti chisankho chothamangitsidwa chikhale chotsutsidwa ndi wogwira ntchitoyo.
At Law & More, tikumvetsa kuti kupezerera anzawo kuntchito kungakhudze kwambiri abwana komanso antchito. Chifukwa chake timagwiritsa ntchito njira yathu. Kodi ndinu owalemba ntchito ndipo mukufuna kudziwa kudziletsa kapena kuchepetsa kupezerera anzanu pantchito? Kodi inu ngati wogwira ntchito muyenera kuthana ndi kupezerera antchito kuntchito ndipo mukufuna kudziwa zomwe mungachite nazo? Kapena kodi muli ndi mafunso ena mderali? Chonde dziwani Law & More. Tithandizana nanu kuti mudziwe njira zoyenera kutsata. Oweruza athu ndi akatswiri pantchito yamalamulo olemba anthu ntchito ndipo ali okondwa kupereka upangiri kapena thandizo, kuphatikiza pankhani yazamalamulo.