Comments on: HOME

By: Debra Healy

Debra Healy — Thu, 22 Dec 2011 16:10:41 +0000

I know David Yamada and support his Healthy Workplace Bill as a means of raising awareness and providing a remedy for targets of workplace abuse. However, I believe the solutions to this phenomenon will require more than legislation. I’ve been communicating with professionals from a number of disciplines to cross-fertilize ideas.

I was physically abused from age 4 through 16. I worked as an AmeriCorp paralegal for Legal Aid focusing solely on domestic violence cases. I am currently a plaintiff’s paralegal in the area of civil rights and employment law. Additionally, I earned my masters degree in Conflict Analysis/Dispute resolution and have my own small business working as a mediator and conflict consultant.

I am also a member of the Boss Whisperers Institute (founded by Dr. Laura Crawshaw) and have been trained in the Boss Whispering method. I’m excited about this approach for a variety of reasons, one of which is that it addresses the classic conflict behavior of villianization. While villianization is understandable, I have found that it can be an obstacle to understanding and ultimately to change. I highly recommend Dr. Crawshaw’s book: “Taming the Abrasive Manager: How to End Unnecessary Roughness in the Workplace.”

If anyone is interested, I’d be happy to provide a copy of my handout from the 2011 Labor and Employment Relations Association (LERA) annual meeting. I was honored to present with Professor Yamada. I spoke on the topic of: “Mediating Workplace Abuse: Does It Work?” If you would like a copy, please feel to e-mail me at: dhealy@healycms.com.

By: Michelle

Michelle — Wed, 09 Nov 2011 03:15:24 +0000

I have researching workplace bullying for almost 2 months now. My husband is a victim of workplace bullying and has been for quite some time. The only problem is, is that it is the Owner of the company and there is no Human Resource person to turn to. There have been witnesses to the bullying. We live in New York State.

However, after reading everything it sounds like there is nothing that can be done about it. Am I understanding that correctly?

By: pgbarnes

pgbarnes — Fri, 21 Oct 2011 02:07:34 +0000

Many of the problems you describe are classic in the annals of workplace bullying, including failure to give proper guidance and direction so the employee will screw up, constant criticism, demeaning comments, etc. And your reaction to this is classic also. Bullying is devastating to one’s mental and physical health. The stress can affect relationships, including a marriage and a family.
The level of bullying in a company is often related to the company’s commitment to good people management. Many companies show their lack of commitment by failing to provide management or anti-bully training to supervisors and/or by tolerating bullying. Some companies actively use bullying to achieve strategic aims, like forcing good employees to quit so they can downsize without paying unemployment compensation.
But it’s possible that leaders in this company are unaware of what is occurring. You might look at the self-help section of this blog and consider creating an evidentiary record of bullying incidents, witnesses, etc. Start putting things in writing. Ex., if you didn’t get good directions, email your boss and, nicely, ask for guidance. When you have established a pattern of bullying, you might consider complaining to Human Resources so as to put the company on formal notice that you are being harassed. If the company ignores your complaint, or you have reason to think that these steps would be futile, you should talk to a lawyer (maybe me?).

By: CS

CS — Thu, 20 Oct 2011 23:50:26 +0000

I have been subjected to this for several years but most prominently for the past three years since a male VP became my boss. Together with the Senior VP, they have targeted me (and at least one other individual) for mobbing, and I’m at my wits end. I’ve been reduced to coming home crying to my husband, or taking a break at work and calling him to vent. I’ve always been a strong woman but they have been unrelenting in breaking me down. I do believe they are trying to either force me out or put me in such a way as to justify terminating me. They took away my staff but increased my work load several fold knowing I would not be able to manage and keep up with it. I was offered a new position and threatened that if I did not take it I would lose my job, only for them to turn around and offer it to someone else. I’ve been passed over time and again for promotions, only to be made to train those who are promoted over me so that they can do their jobs. My manager ignores most of my emails when I need direction and guidance in making business decisions, he refuses to look me in the eye, he constantly criticizes and demeans me, ignores me, lies to me, defends others over me, and the list goes on and on and on and on and on. It has affected my marriage, my family, my health. When applying for or offered other positions in the company, the VP and SVP always prevent me from moving forward by making sure I do not get the positions.

By: pgbarnes

pgbarnes — Sun, 13 Mar 2011 19:56:20 +0000

HI Laurie – Many states RIGHT NOW are considering workplace anti-bullying legislation. See if your state is, and weigh in. Personal stories are powerful. Thanks for contributing to this blog! And I am interested to know that you were able to take time off to recoup under the Family and Medical Leave Act! For those who don’t know, the FMLA entitles eligible employees of covered employers to take unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave. See: http://www.dol.gov/whd/fmla/

By: pgbarnes

pgbarnes — Sun, 13 Mar 2011 19:52:33 +0000

Hi Lisa -Sorry about what you’ve endured. Here’s some general (non-legal) advice for people who are going through this. If you a dealing with a workplace bully look to see if your workplace has some of policy that would cover abuse – look in the employee manual (which is often on a web site). See how your employer instructs employees to proceed – who to complain to, etc. Follow the instructions to the letter so the employer cannot come back at a future date and say it was not properly notified of the problem . ( Be aware that the sad reality is that most human resource officers are completely clueless about this problem and often make it worse. ) Then look at the advice offered in the Self-Help drop down menu above. Document, document … document. Meanwhile, take care of yourself. There is overwhelming research that bullying can exact a terrible toll on the target’s emotional and physical well-being. And it wouldn’t hurt to start looking for other employment.

By: Laurie

Laurie — Sun, 13 Mar 2011 19:37:53 +0000

I am currently a victim of workplace bullying and have had to take FMLA because it is affecting my health. These bullies should not be allowed to get away with what they get away with and legislation needs to be put into place to stop them.

By: Lisa

Lisa — Sun, 13 Mar 2011 19:32:11 +0000

I have been through this after working 11 years for the same company and being emotionally abused by a new store manager the last year I was there. I no longer work there but wonder how he keeps his job. I wish these people that write these articles on bullying would leave email or phone numbers who to contact when bulleying happens at the work place! Thank you.

By: Jordan

Jordan — Fri, 12 Nov 2010 02:02:12 +0000

Very insightful commentary on what is going on in many workplaces. I find this very useful.

By: Anonymous

Anonymous — Tue, 21 Sep 2010 12:17:42 +0000

Well written. As a victim of bullying, I know that I also bring those tendencies to the work place. I am not saying that I am at fault for abuse, as much as I accept it more readily. As I age, I become stronger and more sure of my position. KBV, ct