AOL CEO: “at a human level it was unfair”

Imagine 1,000 people listening in as you get sacked. If you haven’t heard the audio tape of AOL’s Chairman, Tim Armstrong, sacking an employee during a teleconference call you can hear it for yourself [ UPI link]. Armstrong has since apologized not just to Abel, the employee he fired, but everyone in the company. CNN Money posted his memo: “…I am writing you to acknowledge the mistake I made last Friday during the Patch all-hands meeting when I publicly fired Abel Lenz. It was an emotional response at the start of a difficult discussion dealing with many people’s careers and livelihoods. I am the CEO and leader of the organization, and I take that responsibility seriously. We talk a lot about accountability and I am accountable for the way I handled the situation, and at a human level it was unfair to Abel. I’ve communicated to him directly and apologized for the way the matter was handled at the meeting…”   Continue reading

Why me? How Gender Impacts Targets of Workplace Bullying

definition-150x150I’ve been hosting discussion groups and interviewing targets of workplace bullying for over 7 years and most victims of abuse really want an answer to what is no doubt the hardest question of all: why me?  An excellent article by Salin & Hoel in the new Journal of Managerial Psychology argues that part of the answer may be linked to how differently men and women perceive the severity – and definition – of bullying: Continue reading

Codes of Conduct Can Protect Employees From Bullying

“…Managers must foster an environment of integrity, honesty and respect. This includes creating a work environment that is free from discrimination, harassment, intimidation or bullying of any kind. This type of behavior will not be tolerated and is inconsistent with our values and the Code of Conduct…” BNY MBNA Code of Conduct

Corporate Codes of Conduct

courtroomWhile the U.S. may not have a law in place yet to protect workers from the devastating impact of workplace bullying — or even an agreed upon definition — there are major corporations that recognize the vital role of mutual respect and professionalism. The recent decision of Mark A. Kuzma (Plaintiff) v. MBNA Institutional PA Services, LLC (Defendant) brings home just how powerful these corporate “Codes Of Conduct” can be. According to court papers, Kuzma was terminated by MBNA for repeated breeches of professional conduct as outlined in this 2007 memo Kuzma received putting him on notice:

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Governor Vetoes Workers Comp Study to Address Workplace Bullying

Gov. Paul LePage

Gov. Paul LePage (Photo credit: MaineDOE)

Maine’s Governor just sent a harsh message to the State’s labor force by vetoing a bill to study how Workers Compensation can be used to help alleviate the suffering of employees deeply impacted by workplace bullying. The Bangor Daily News quotes Governor LePage: “I cannot understand what additional policy recommendations could come forward from this study.” Ummmm, that’s the purpose of a study. Fingers croxx’d his veto will be overturned but historically that’s a slim chance. Both New Jersey & Wisconsin have shown that Workers Comp have the potential to become useful tools in the fight to prevent and offer help to dealing with the ramifications of  psychological harassment. Continue reading

WARNING: How We Discuss Bullying Can Make Things Worse

Two must read mainstream articles were published this week. USA TODAY quoted an expert, Dorothy Espelage, who argues that because it’s “being used for everything from rolling eyes to ‘not wanting to be your friend’ to sexual assault, the word ‘bullying’ has really obscured our ability to focus on what’s happening… To call what’s happening with 18-to-22-year-olds ‘bullying,’ when in fact some of it is criminal behavior … it’s a disaster.” In Psychology Today Dr. Janice Harper brings the “bully label” argument to adult behavior in the workplace.”I don’t know what scares me more,” she writes, “the memoriesof venomous torment I’ve personally endured in school and in the workplace, or the troubling tide of anti-bullying rhetoric that I fear will do far more to embolden than control those mean-spirited people who consider their behavior acceptable as long as they convince themselves that it’s “deserved.” But I have discovered that to even discuss these concerns often leads to accusations, hostility and silencing responses nearly as aggressive as bullying itself…” Harper makes a strong argument and she’s not the only one pointing to the “demonizing” rhetoric used by “society” as part of the problem.

Research shows that how we discuss bullying can hurt targets/victims

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SEIU’s Workplace Bullying Legislation Stalled

New Hampshire’s 2013 version of the Healthy Workplace Bill HB 591 has been tabled for this year and a rewrite is in the works. Fingers crossed that legislators have recognized the need to remove “malice” from the text because it creates a virtually impossible hurdle for targets of abuse to overcome in order to actually use this law to protect themselves. We’ve written about this before and below is the SEIU article about New Hampshire.  We applaud SEA for getting this legislation started and hope they use this opportunity to bring in new voices as several other states have begun to do in order to craft a target centric approach that’s also fair to businesses (instead of the other way around).  Continue reading