Reasonable Management Action Taken in a Reasonable Way

It is reasonable for managers and supervisors to allocate work and to give fair and
reasonable feedback on a worker’s performance. These actions are not considered to be workplace bullying, harassment, or discrimination if they are carried out lawfully and in a reasonable manner, taking the particular circumstances into account.

Examples of reasonable management action can include but are not limited to:

– setting reasonable performance goals, standards and deadlines
– rostering and allocating working hours where the requirements are reasonable
– transferring a worker for operational reasons
– deciding not to select a worker for promotion where a reasonable process is
followed
– informing a worker of their unsatisfactory work performance
– meeting with a worker to discuss performance and/or conduct
– informing a worker of their unreasonable or inappropriate behaviour in an objective
and confidential way
– implementing organisational changes or restructuring and
– taking disciplinary action including suspension or termination of employment.