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Workplace Bullying is not a “silent epidemic” anymore…
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… [bullyinworkplace@yahoo.com]
Workplace Bullying may be a thing of the past — for legislators only!
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. Continue reading
Unions join fight to stop bully bosses…
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.
Myth Busting: Same-Sex Harassment is not always legal!
Lately a slew of major newspaper and television news stories have highlighted woman on woman bullying. Almost all of them quote advocates who say that “status blind” harassment is legal. But, that’s not always true. If a woman can prove that, as surveys show, she’s being singled out by a female boss because the bully feels more comfortable harassing women than men then she may well have a claim under Sexual Harassment. Why is it so important for advocates to keep the message as pure as possible? While dramatic messages sell papers, books, and can propel the agenda of a cause it can also unfairly limit the needed information that traumatized victims/targets receive. ALWAYS speak with an attorney to understand the options that may or may not be open to you. Continue reading
Are you a “bully boss”?
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. Continue reading
OUR BULLY PULPIT 