I began working on a documentary about workplace bullying in 2007. At that time it was next to impossible to “pitch” my project because no one had a clue what I was talking about. Since then things have definitely changed. A simple google search of “workplace bullying” will bring up tons of hits. Add to that “psychological harassment” “toxic workplace” “hostile workplace” and it’s obvious that we’ve finally made it to water cooler conversations. The downside is that most of the coverage is shallow and simplistic and doesn’t really dig deeply into what we need to understand to really combat this issue proactively in our offices. I’m currently developing a new website that will go beyond my current work at NoJobIsWorthThis.com Feel free to leave a message here, on our Facebook group site, or shoot me an email if you have suggestions for what you’d like to see. Lots more discussion about this to come… [firstname.lastname@example.org]
Ever since the landmark workplace bullying case was upheld by Indiana’s Supreme Court, the Joint Commissions has required that Hospitals address civility issues as a requirement in their accreditation process. Many states require lawyers adhere to civility codes for conduct in the courtroom. Now, according to NewHampshireSentinel.com, Rep. Susan Emerson, R-Rindge, is proposing a bill to stop bullying among legislators in her state capitol.
Prior to Weiner’s heartbreaking Press Conference, Emily Rooney went on WGBH and alleged that Weiner was an aggressive boss who verbally attacked her nephew and other members of his staff. Watch what she has to say for yourself:
Have city workers in Norfolk, Virginia find a solution to clean up toxic workplaces. Is this something you can replicate? Maybe, with a little help from your union…
[ABC WVEC.com David Ham full article and video] NORFOLK – A new workplace bullying policy is being developed for nearly 4,000 city employees.
The new policy would include workplace bullying in its harassment policy.
City workers say bullying has been an increasing problem throughout all departments.
“In some cases, supervisors may just have it in for somebody and then they tend to try to find every little thing they can write them up for,” said Jane Bethel, president of NAGE Local 200.
Assistant city manager Melanie Purcell says she’s drafting the new policy to let all employees know what’s acceptable and what’s not acceptable.
“Bullying is characterized by intimidation- both physical and mental intimidation actions that would make someone uncomfortable, and it’s persistent,” said Purcell.
While she’s drafting the new policy, Purcell has suspended all disciplinary actions until each case can be reviewed again.
The new policy is expected to be formally announced to all employees in June.