Workplace bullying survey: call on an IPRP expert authorized by the DIRECCTE
When a situation of tension or conflict persists, it is essential to act methodically and neutrally. The psychological harassment investigation conducted by Qualisocial makes it possible to analyze the facts, to gather the views of the actors concerned and to objectify situations in order to prevent psychosocial risks and secure the organization.
What is the mobbing at work?
In the eyes of the law, it takes the form of malicious or non-malicious acts, repeated and resulting in a deterioration of the victim's working conditions. Contempt, intimidation, verbal abuse, manipulation or even denial of recognition, psychological harassment can take various forms.
If a Alert is raised within an organization, conducting an investigation for psychological harassment is a priority. Calling on an external expert makes it possible to obtain a detailed and objective view of the context, facts and their consequences both on the individuals concerned and on the social climate of the company.
Why the company should be vigilant about cases of mobbing at work?
Mobbing is a crime punishable by 3 years in prison and a fine of €45,000. When acts of psychological harassment occur, the employer is required to make every effort to put an end to the disputed facts in order to protect the health of its employees. In the event of inaction (negligence) or bad action (fault), civil liability may be sought as well as the criminal liability of internal referees (HR, HR, Managers, Managers, IRP,...).
However, between a conflict situation at work, poor managerial practices or a situation of psychological harassment, the difference is not always easy to identify.Relying on a neutral, external, competent and authorized expert makes it possible to obtain an objective analysis of the situation.
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The psychological harassment investigation process is divided into 3 steps
It is clearly defined that it is not a question for the intervener to arbitrate between one or the other of the parties, the qualification of the facts of psychological harassment falling within the jurisdiction of a judge, but simply of setting out, in a detailed manner, the facts that led to this situation of harassment at work.
Define the survey methodology, the scope of interviewees, the documentation to be analyzed, the communication to be planned and the retro-planning
Documentary analysis and individual meeting with the actors directly and indirectly concerned until the drafting of the investigation report
Present the situation to the commissioners of the investigation
Thanks to the completion of the survey of Mobbing by an expert, you will be able to:
✅ Identifying sources of harassment at the origin of the situation
✅ Collect the facts in a detailed manner
✅ Understand the impact of the situation on the health of the individuals concerned, that of the colleagues exposed and on the organization of work
✅ Benefit from recommendations for actions in the face of the situation
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The psychological harassment investigation is carried out in a framework strict deontological
✅ Confidentiality of the remarks and the return of the remarks only with the agreement of the person
✅ A position that consists in hearing situations without judgment
✅ Clinical listening, that is to say listening that promotes development, the ability to think, the construction of meaning, formalization
The analysis of the results of a survey and the development of recommendations aim at the co-construction of an action plan adapted to the context and operation of the company. This action plan must include measures to put an end to recognized actions but also to implement a comprehensive preventive approach aimed at eliminating risk factors and reacting more quickly and effectively.
The opinion of The expert
There were too many conflicts of interest with Management for the investigation to be conducted internally. Thanks to Qualisocial, we had all the neutrality we needed to resolve the situation.
Helene H.
Staff representative and secretary of the CHSCT
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Our team supports you with tailor-made interventions, adapted to your challenges and your context. Whether it is an audit, a diagnosis, training or targeted support on psychosocial risks, we build a pragmatic, concrete and mobilizing approach alongside you.
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How to fight effectively against mobbing at work?
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The Harassment referent is a person appointed within a company to prevent, detect and deal with situations of sexual harassment and mobbing. Its role, established by the Freedom Act of 5 September 2018 choosing your professional future is central in the fight against these behaviors.
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