A draft of a staff rights document for the 3000 employees of the Otago District Health Board is expected to be approved later this month.
The document was drawn up through the board's workplace culture development group which was established after reports of workplace bullying were raised through the Otago Daily Times in 2007.
The rights document, which will go before the regional executive for approval on February 19, covers respect, being valued, a safe working environment, appropriate communication, working relationships, access to information and support.
Attempts by the Otago Daily Times to get a copy of the draft, which has not been regarded as controversial, were refused twice on the grounds that the final document would soon be available.
Chief operating officer Vivian Blake, who has been leading the workplace culture development project, apologised for this, providing a copy of the amended draft.
The first draft of the document which went out to all staff last year drew comments from 66 employees, with minor amendments suggested.
Mrs Blake said the feedback had been positive, although there had been some people who said: "We shouldn't have to have this".
She could appreciate that sentiment, but said it was designed to make sure that everyone from the chief executive down was clear on how they should behave.
Many organisations pushed bad behaviour under the carpet or accepted it as "part of a person's make up. We're saying that's not acceptable".
It was important to note, however, that some analysis of research around the incidence of bullying indicated that the board was no better or worse than any other organisation of its size.
It was expected the staff rights, once approved, would sit alongside the already established set of patients' rights and the board's vision and values (these cover integrity, professionalism, innovation, teamwork and responsibility).
Once the document was approved, it would be a matter of asking what needed to be done next.
It would need to be linked to other policies, and the issue of whether staff needed extra training on how to manage conflict would also need to be looked at, Mrs Blake said.
