Federal Judiciary Recognizes Civility And Respect In Its Workplace

The federal judiciary routinely hears (and often dismisses) lawsuits filed by workers who have suffered soul crushing disrespect, humiliation and abuse from an employer.

This is one reason why the recommendations of The Federal Judiciary Workplace Conduct Group matter.

The group this week re-committed to the promotion of an “exemplary workplace” for the 30,000 employees of the federal court system “through engaged leadership and more expansive education in the areas of civility, respect and communication.”

Historically, federal judges have graduated from elite colleges and law schools to high-paid jobs in private law firms representing employers to the bench. There, they are exempt from federal discrimination laws. And they have lifetime tenure and can’t be forced to retire.

The federal judiciary’s workplace was the antithesis of democratic. Federal judges were the equivalent of kings in their chambers, and many young law clerks were treated more like serfs than workers.

After several high profile cases where staff complained of sexual harassment and workplace bullying by federal judges, U.S. Supreme Court Chief Justice John G. Roberts, Jr., in 2018 appointed the workplace conduct group to improve the environment in which federal employees work.

If federal judges must treat their workers with dignity and respect, perhaps they will expect this of other employers?

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Workplace Bullying Affects Family Relationships

There’s an old saying: When mom is unhappy; everyone is unhappy!  (Presumably the same goes  for Dad.)

A study by a Baylor University researcher has found that workplace incivility can be so intense that, at the end of the day, the target brings it home, where it impacts the well-being of the worker’s family and partner.

The study’s author, Merideth J. Ferguson, Ph.D., an assistant professor of management and entrepreneurship at the Baylor University Hankamer School of Business, says:   “Employees who experience such incivility at work bring home the stress, negative emotion and perceived ostracism that results from those experiences, which then affects more than their family life – it also creates problems for the partner’s life at work.”

Since the employee is stressed and distracted, the partner is likely to pick up more of the family responsibilities, and those demands may interfere with the partner’s work life. The study also found that such stress also significantly affected the worker’s and the partner’s marital satisfaction.

“This research underlines the importance of stopping incivility before it starts so that the ripple effect of incivility does not impact the employee’s family and potentially inflict further damage beyond the workplace where the incivility took place and cross over into the workplace of the partner,” said Ferguson.

The study included 190 full-time workers, who all had co-workers and had an employed partner, who agreed to complete an online survey.  After completing the survey, workers were asked to have their partners complete a separate survey.  Approximately 57 percent of the employee sample was male with an average age of 36, while 43 percent of the partner sample was male with an average age of 35. Of these couples, 75 percent had children living with them.

“Unlike the study of incivility’s effects at work, the study of its impact on the family is in its infancy. However, these findings emphasize the notion that organizations must realize the far-reaching effects of co-worker incivility and its impact on employees and their families,” Ferguson said.

“One approach to prevent this stress might be to encourage workers to seek support through their organization’s employee assistance program or other resources such as counseling or stress management so that tactics or mechanisms for buffering the effect of incivility’s stress on the family can be identified,” she said.

Ferguson advises workers who are experiencing “chronic rudeness” to get help with stress management techniques. “Rudeness and instability can result in things like anxiety and depression, so we suggest people get in touch with a counselor,” she said. “If it starts impacting their physical and mental health, they should seek a job elsewhere.”

The study results were announced in an August 16, 2011 press release by Baylor, which is based in Waco, TX.