Here’s a great infographic about #WorkplaceBullying all set for you to share with those people who just don’t seem to get the harm abusive workplaces create.
This year I was honored to be among the experts on the eBossWatch panel to determine the worst bosses of the year. The list included “three mayors, five judges, 19 law enforcement officers and officials, 12 restaurant bosses, and a venture capitalist…The states with the highest number of bad bosses on this year’s list are New York (13), Texas (11), California (11), New Mexico (5), Georgia (5), New Jersey (4), and Kentucky (4).” Many of these harassment cases had already been settled or won in court. But, at least for now, workplace bullying isn’t against the law in the U.S. While it’s often hard to detect, it’s no less devastating financially or emotionally and even the most well-meaning employees can suddenly find themselves at one end or the other of a pile on. Here are 10 simple ways you can stop making your co-worker or employee’s life hell in 2015:
1. Stop calling them “defensive.” In fact, having that label attached to the back of an employee should be a clue to any HR person that they are face-to-face with classic workplace bullying and the victim is getting smeared and blamed for the attacker’s behavior. One glance at a dictionary should tell you all you need to know about the situation: “de*fen*sive: adjective, serving to defend or protect <defensive fortifications>”, “devoted to resisting or preventing aggression or attack<defensive behavior>”. Continue reading
To kick off “October is Bullying Awareness Month,” the National Workplace Bullying Coalition launched their #StopThatNow sign the pledge campaign
asking everyone in the workplace to remember that bullying isn’t just in the schoolyard anymore. Millions of American workers, reportedly 1 in 4, suffer from workplace bullying, an epidemic form of abuse that is directly linked to severe anxiety, depression, debilitating physical harm and even suicide. The vast majority of these targets are unprotected and have no legal recourse. For many, the only hope is to quit and face chronic unemployment. How can we stop this?
“Everyone needs to show support for their co-workers or employees and signing the online pledge to be Bully-Free is an excellent place to start,” says Catherine Mattice, NWBC Board Officer, author and founder of Civility Partners, LLC. “Our Pledge is part of the Coalition’s mission to bring together legislators, legal experts for both business interests and employees, labor leaders, business consultants and other interested parties to develop solutions.” Continue reading
I’m a documentary filmmaker/journalist and since 2007 I’ve been traveling around the country interviewing experts, researchers, legislators, advocates, victims/targets, alleged bullies, business & HR reps, journalists and many others about workplace bullying. I’ve also had the honor of screening my work and taking part in panels that highlight the need to prevent workplace bullying. Recently I helped found the National Workplace Bullying Coalition which is kicking off a national dialog with it’s “Workplace Bullying: Seeking Solutions” convention in New Jersey April 4, 2014 at Rutgers School of Law-Newark. Here on this blog you can scroll down for articles that highlight alternative approaches to legislation, coping, and solutions. Click here for my latest interactive documentary, and check the menu above for links to resources. Feel free to share your story!
The shutdown is looming and hanging over us with a deadline that’s just a few hours away — this HUFFINGTON POST article has important information for those of you filing discrimination claims with the EEOC. The impact on OSHA puts workplace safety in jeopardy. Continue reading
It’s hard for targets of workplace bullying to prove their hostile work environment is a clear case of discrimination — bullying by definition falls outside of the protections of Title VII — but some plaintiffs still managed to win by proving they were fired or demoted in retaliation for filing a claim. Today’s Supreme Court decision just made that harder and a second “get out of jail free” card was awarded to businesses when SCOTUS narrowed the definition of whether that jerk harassing you is “technically” your supervisor. In what the Huffington Post called a “rare move,” Justice Ruth Bader Ginsburg told the court: “Both decisions dilute the strength of Title VII in ways Congress could not have intended,” said Ginsburg, who then called on Congress to change the law to overturn the court.” In Vance v Ball Ginsburg wrote: Continue reading