Tag Archives: health

The Final Chapter: Tracey’s Law Against Workplace Bullying

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Why Tracey’s Story Is So Important:

To me, Tracey’s story shows how complicated the answer is to the first question that victims are always asked: “if you don’t like it there why don’t you just get another job?”  Personally, I began making films about workplace bullying because I was smack in the middle of my own office drama.  I was attracted to Tracey’s story because she was about to go on a journey that represented my worst fears.   I needed to find bully free work but I was terrified what would happen if I didn’t land one of the 2 open jobs I was qualified for in the Metro NYC area — where my husband is employed, our careers are based, and our friends and family live.   I knew I was extremely lucky to land one.  Part of the short documentary I made about Tracey’s situation included scenes of her daughter, Kali, lobbying for legislation while her mom was traveling around the Carolinas and Georgia looking for a job.  It’s been nearly over 3 years since I filmed that deeply moving scene with Kali yet still no legislation has passed.

Q: Why do you think that the HWB hasn’t passed yet?

Tracey: Why do I think there has not been a HWB passed yet is a tough question to a tougher answer. Personally, I do not like the bill to begin with. I believe it is too corporate friendly in that there is no really big reason for corporates to embrace a law that has very small consequences. Having a cap on the claim a target can obtain is ludicrious. My real belief though is that there continues to be a blindfold on this real issue to our senators and congress men and women.  While some have been very supportive, others don’t.  I find this rather silly when I sit and listen to how the parties behave in the senate and treat each other. They are bullies!  I don’t really know why the bill hasn’t passed but I’d sure like to hear other’s opinions on it.

Q:  Is there anything you would particularly like to add…

Tracey: I want to thank everybody who have worked tirelessly at getting a HWB passed. I know that many of you have suffered personally due to tragedies that happen in the workplace. My heart is with you. I hope that one day I might feel better to re-join you but in the meanwhile, know that my heart is with you all and I am so grateful for all your work.

Tracey’s Law is featured on our “Virtual Town Hall” page or can be accessed for free on both YOUTUBE & Vimeo.

Joint Commission, Nurses and Bullying

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Yesterday I put out a request for input into the expansion and development for our website and what we should focus on and include.  A member of the nursing profession asked that we discuss nurses with seniority who bully younger nurses.  A few minutes later I came upon this article, DO NURSES STILL “EAT THEIR YOUNG, ”  written by Jennifer Olin, BSN, RN.  She argues that it’s no longer just newbies that are impacted and has gone so far as to encompass the entire hospital staff.

Continue reading →

A plea to fellow fighters of Workplace Bullying

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I became a co-founder of the fledgling cyber-group called the International Educational Coalition on Workplace Bullying. I’m excited that the Coalition allows me to join so many others in freely promoting critical discussion, context and analysis of all the research taking place and how it impacts the overall understanding and  prevention of hostile work environments.  Everyone visiting our Facebook Page is encouraged to add their own opinion and approach.  Do I personally agree with everyone who posts on the site? No, and I’m proud to say that even the three of us who originally founded the IECWB don’t agree on all aspects of the issue and encourage everyone visiting the site to have that same healthy discourse. Our International focus has allowed different perspectives, coupled with personal experiences, to come together on one page.  It’s been eye opening to see how even countries with Workplace Bullying legislation in place are still struggling to define the best resolutions.

We bring together psychologists, lawyers, researchers, business & Human Resource representatives, advocates and victims to create a forum for all our voices.  And, there are so many things to discuss, below is just a sampling:

Support of strong Workplace Violence legislation that includes Workplace Bullying (Type 3 Workplace Violence) and making the link to Type 4 which includes Domestic Violence in the workplace as well as specific issue Workplace Bullying bills

Strengthening OSHA health harming protections

Strengthening Workers Compensation and how it can help targets currently suffering

Exploring Arbitration, ADR & Mediation as a way for targets to find relief

Putting aside the demonization of HR and Business owners and creating a true dialogue with those that want to support us

Discussing the types of policies and approaches that are actually effective and encourage a healthy workplace that discourages bullying behavior.

Staying current with evolving research in PTSD, Stress, Anxiety Disorders

Please take a moment to visit the IECWB site to find information, share information, and join the global discussion.

Here’s a link to our Press Release if you are interested in learning more about the IECWB. http://prlog.org/10829919

Are you a “bully boss”?

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While researching my documentary on Workplace Bullying, I have often heard people say that it’s impossible to know whether or not a boss is actually a bully or just a tough manager.   The definition and list of examples is often so vague and all encompassing that it’s really not unusual for this to be followed by something like, I mean I have to manage people and I suppose I could be considered a bully boss.  Which, I suspect, gets to the root of the problem.  Finding the right words to convey that seemingly common actions in an office can be devastating when used to demean and humiliate.  I recently came across a great series of FREE Powerpoints created by Acas [ http://www.acas.org.uk/elearning/ ] which has a section on bullying & harassment.  Here are some things we all need to keep in mind when working with others:

Know your employees?

Do you know everything about the opinions, beliefs and lifestyles of your employees? As the answer to this question will inevitably be ‘no’, is it possible that you might be using language or expressing opinions that effectively amount to harassment?

Too much of a perfectionist?

Do you sometimes feel frustrated by your employees? Do you find yourself getting irritable at what you consider to be their lack of competence or initiative?

If so, are you, perhaps, a true perfectionist unable or unwilling to accept that not everybody will work to your exceptionally demanding standards?

Passion and commitment

If you are the owner/manager of a small business, are you perhaps failing to recognise that your employees can never share the passion or commitment that you will have?

Speed of learning

Are you an exceptionally fast learner who can pick up new skills and carry out new tasks with a minimum of effort?

Remember, this may not be true for all your employees. Perhaps you are forgetting to see a situation through the eyes of someone who needs a little more time to assimilate new information.

Fast-paced market?

Is your organisation selling into a fast-paced, ever changing market? If so, are the requirements you have of your employees constantly shifting?

Is it possible that this could be creating an environment of fear and uncertainty?

Too much change?

Are you simply asking your employees to deal with too much change? Is it possible that they feel they spend their working lives in a permanent state of flux? Have you considered how unsettling this could be for some people?

Keeping the business afloat

If you are the owner/manager of a business, are you constantly struggling to bring in enough revenue to cover all your overheads?

If yes, is it possible that you are constantly communicating your concerns about this in a way that makes your employees just worry about job security?

Could you communicate this information in a way that emphasises a team-spirit and encourages a desire to work together to improve profits and job security?

Feeling irritable?

Are you often tetchy and irritable during the working day?

Do you fly off the handle when faced with the smallest problem or challenge?

Getting access

Are you inaccessible to your employees when they need a decision from you?

Indecision

Are you constantly changing your mind?

Do you explain why decisions might need to change or do you simply communicate the change?

Just as your language and opinions could unwittingly be causing offence, so could your body language.

Too close?

What distance do you stand or sit from employees? Might some of them consider that you stand or sit too close when giving instructions or explanations? Might some of your employees interpret this as being intimidating?

A touch on the arm

Do you sometimes touch people lightly on the arm or shoulder during conversation. You may feel this is a warm and friendly gesture. Is it possible that some employees may see this behaviour in a different light?

Eye contact

Do you avoid making eye contact with people during conversation or perhaps you make an effort to maintain eye contact. Your reasons for doing this are perfectly innocent. Could they be misinterpreted by someone else?

Bullied at work in the UK

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Recently I asked people who are currently being bullied to send me their stories to share with others.  Here’s one from TWITTER representing the UK:

Anonymous: “I’m still with the same employer, its been an an absolute nightmare.  It started with a newly appointed manager; being particularly nasty, abusive voice mails on my personal phone which escalated to not being invited to meetings, disability discrimination both direct and third party.  I’m partially deaf and was refused safety equipment that the same manager provided for another member of the workforce, being told I would gain no further promotion owing to my disability, being accused of lying about attending the hospital when our son, who is autistic, was rushed into hospital. So, I took that through the grievance procedure and the manager was moved to a more prestigious job with more responsibility and even perks. His PA developed stress and eventually resigned at his new place of work owing to his behavior and treatment towards her…I’ve been with the company for 15 years, and worked hard to get to where I was.  Continue reading →

China and workplace suicides

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This week the New York Times reported that a young Chinese factory worker  jumped to his death from his dorm window.  He worked 11 hours a day, 7 days a week for about $1 an hour.  A demotion left him cleaning toilets.  He was one of 10 workers from the same company who committed suicide and media attention has resulted in several large pay increases for employees.  Continue reading →