Freedom Week: The Time to Break Silence About Workplace Bullying

http://www.workplacebullying.org/2011/10/17/freedom-week/

Bullying at work is a dirty little secret. Though it occurs with epidemic frequency (experienced by 35% of all adult Americans), it is a silent epidemic because it is too rarely discussed. Why the silence?

- personal shame by targets (who would brag about being humiliated?)
- coworkers frozen by bullies into not helping their bullied colleagues
- executives covering up for bullies they sponsor/support
- bullying is the American style of managing

Over time, fear paralyzes us all. Overcoming the inertia of inaction is difficult. We know.

But the most successful personal change plans are the ones triggered by events that suggest karma is working — a sign from above, a coincidental omen. That event becomes the excuse, the rationale, for doing something out of the ordinary.

WBI’s Freedom from Workplace Bullies Week is the reason to change how you are dealing with your bullying situation.

- City and County executives can formally recognize Freedom Week by proclamation. At the start of Freedom Week 2011, over 30 municipalities have issued such proclamations. Visit the gallery of proclamations.

- Bullied individuals and their families can take stock of the extent of the psychological injuries sustained from bullying. It sneaks up on everyone. High blood pressure goes undetected until the family physician asks what is stressful in your life. Use Freedom Week as the excuse to schedule an appointment to have your blood checked and to look for the onset of stress-related diseases. Ignoring your personal health is not a good idea. Bullying can kill. Please give your health as high a priority as keeping the salary to keep a roof over your head. If you die, no salary will have been worth it. Family members: please give your bullied partner or spouse the support she or he requires. They can build up credits that can be repaid when the bullying situation ends. Read the book The Bully At Work.

- Managers and executives need to calculate the financial losses attributable to preventable bullying. Bullies are actually too expensive to retain. However, the truth is that you are too loyal to bullies who have conned you over the years. When you acknowledge that “Bob” is a jerk, you are admitting the problem. But when you consider Bob indispensable, regardless of costs to the organization or his effect on others, you are condemning everyone to a living hell. Balance the needs of the business (profit making or budget balancing) with the narcissistic needs of Bob. Do the math. Talk to your Risk Manager. Bob is a liability. Stay friends if you must, but cut Bob loose for the sake of many. Honor your fiduciary responsibility to the organization. Bob will live on (elsewhere). Read the book The Bully-Free Workplace.

- Insurers and attorneys should warn your employer clients to prevent and correct costly bullying for their own self-interest and cost savings. Whether or not the employer has employment practices liability insurance (EPLI), bullying is costly. Premiums rise when liability increases. Bullies pose increasingly costly risks. Attorneys: you have been writing in recent years how your clients need to squelch bullying even though no specific laws exist. Continue this advice. Use Freedom Week to bolster that message. Visit The Work Doctor website to assure clients that something can be done about bullying.

- State lawmakers should enact legislation to curb bullying in the workplace. The Healthy Workplace Legislative Campaign has been around since 2003. It exists to help sympathetic lawmakers of all political parties to address health-harming abusive conduct at work (no need to call it workplace bullying). The Healthy Workplace Bill (HWB) has been introduced in 21 states. In 2011, the HWB is alive in 11 states, including Massachusetts and New York. During Freedom Week, Wisconsin state Rep. Kelda Roys and Sen. Spencer Coggs are introducing the HWB in both legislative chambers.

Freedom from Workplace Bullies Week 2011: October 16th to 22nd

http://newworkplace.wordpress.com/2011/10/16/freedom-from-workplace-bullies-week-2011-october-16-22/

Oct16 by David Yamada

“Freedom from Workplace Bullies Week,” an annual observance sponsored by the Workplace Bullying Institute, runs from October 16 through 22. It is an important opportunity for supporters of the workplace anti-bullying movement to educate the public and rally others to the cause.

In the U.S., this movement is reaching the point where workplace bullying is a recognized phenomenon. Although there always are new audiences who haven’t named or labeled this hurtful and destructive behavior, these days we’re having to explain ourselves a little less than before. Within wider circles, the term “workplace bullying” is used and understood. Our educational work is far from over — the need will endure — but we’re seeing progress in terms of public comprehension.

For today, I want to center our attention on action. Toward that end, I’m re-posting my article “Ten ways to stop workplace bullying,” from December 2010:

Ten ways to stop workplace bullying

When people talk to me about workplace bullying, they often ask, what can I do to help? The following list is hardly exhaustive, but it’s a starting place:

1. Don’t — Don’t be a workplace bully. It starts with each of us.

2. Stand up — Stand up for someone who is being bullied. Silence equals permission.

3. Support — Similarly, support friends, colleagues, and family members who are experiencing bullying at work. Validate their concerns and, where appropriate, guide them to coaching, counseling, and legal assistance. (For some resources, go here.)

4. Ask — Ask your employer to educate employees about workplace bullying and to include an anti-bullying policy in the employee handbook.

5. Post — If you read an article on workplace bullying, post a comment to it online, voicing your support for taking this problem seriously. Help to generate momentum for the anti-bullying movement.

6. Talk — Yes, just talk about it with others. Without making a pest of yourself to your friends, family, and associates, discuss bullying as part of the workplace experience for many employees.

7. Law reform — Support anti-bullying legislation. For readers in the U.S., get active in the grassroots campaign to enact the Healthy Workplace Bill in states around the nation (link here). (Full disclosure: I’m the author of the Healthy Workplace Bill, so I do have an interest in seeing it enacted!)

8. Unions — If you are a member of a union, lobby your union leaders to educate members about workplace bullying and to negotiate an abusive supervision clause in the collective bargaining agreement, as discussed here.

9. Faith — If you are a member of a church, synagogue, or mosque, encourage your congregational leaders and fellow members to include workplace bullying among their social action concerns.

10. Connect — We must connect workplace bullying to other forms of interpersonal abuse, such as school bullying, cyber bullying, and domestic abuse. There are many unfortunate similarities between them, and helping others to understand this will serve as a powerful consciousness raising mechanism.

Words of caution

Some of these actions carry personal risks. There is something very threatening about this topic to certain individuals and organizations. Furthermore, when someone is suffering due to workplace bullying, they may be in a difficult place psychologically. Thus, please consider:

1. Those who stand up for bullying targets may find themselves next on the firing line. This is a very real possibility.

2. A bad employer may consider you a troublemaker simply for asking that the organization oppose these behaviors.

3. Posting a comment online about workplace bullying may lead to some people to ridicule your concerns.

4. Providing homebrewed psychological counseling or legal advice is not only unwise, but also illegal if you are not licensed to provide such assistance.

October 16-22 Proclaimed Freedom From Workplace Bullies in City of South Lake Tahoe, CA

PROCLAMATION OF THE CITY OF

South Lake Tahoe

DECLARING OCTOBER 16 – 22, 2011

“FREEDOM FROM WORKPLACE BULLIES WEEK”

WHEREAS, the City of South Lake Tahoe has an interest in promoting the social and economic well-being of its employees and citizens; and

WHEREAS, that well-being depends upon the existence of healthy and productive employees working in safe and abuse-free environments; and

WHEREAS, surveys and studies have documented the stress-related health consequences for individuals caused by exposure to abusive work environments; and

WHEREAS, abusive work environments can create costly consequences for employers, including reduced productivity, absenteeism, turnover, and employee health-related expenses; and

WHEREAS, protection from abusive work environments should apply to every worker, and not limited to legally protected class status based only on race, color, gender, national origin, age, or disability;

NOW, THEREFORE, the Mayor, Hal Cole, and Council of the City of South Lake Tahoe hereby proclaim October 16 – 22 “Freedom From Workplace Bullies Week”.

California Healthy Workplace Advocates Agenda for September 24, 2011

Mission - The mission of the California Healthy Workplace Advocates is to raise public awareness and to compel our State to correct and prevent abusive work environments through legislation.

Overview of meeting: Introductions – Updates on progress - Activities - Sharing – Closing

INTRODUCTIONS * UPDATES ON PROGRESS:

Successful Citizen Lobby Day on Thursday, Sept. 15, 2011

Attendees: Sarah, Michelle, Roberta, Kathy, Monica, Carrie, Janet, & Paula

Reports on experiences and follow ups to and from and to legislative assistants

Report on Labor Day Celebration at Land Park in Sacramento: Sarah and Roberta

Report on CELA Conference : Sarah and Roberta

ACTIVITIES:

Anyone who wishes to approach their Mayor to proclaim Oct. 16-22 Freedom from Workplace Bullying Week can provide the city a copy of the Proclamation being used in Texas, Oregon, and Connecticut

Plan to schedule another Citizen Lobby Day in January for follow-up on 2012 Healthy Workplace Resolution and Healthy Workplace Bill

Handouts:

FREEDOM FROM WORKPLACE BULLIES WEEK, Oct. 16 to 22^nd

California Healthy Workplace Resolution 2011 and 2012

Proclamation for City – 2010 Zogby Survey/Research Results Flier

OPEN SHARING

CLOSING

NEXT MEETING: October 22, 2011 3pm – 6pm

www.bullyfreeworkplace.org - www.workplacebullying.org

Stop Workplace Bullying Before it Starts

http://www.workplacebullying.org/2011/09/21/stop-workplace-bullying-before-it-starts/

Jane Applegate President & CEO, The Applegate Group Inc.,
September 20,2011

Everyone has experienced a bad day at the office when people are yelling and screaming at each other in frustration. But, if one person is the target of constant verbal and emotional abuse, it can escalate into a troubling case of ‘workplace bullying.’

Many small business owners refuse to acknowledge workplace bullying, preferring to hope the antagonist will eventually stop picking on a targeted co-worker. But, if you do nothing, the situation usually worsens, creating serious health and emotional problems for the bullied worker—and financial stress for employers, according to experts in the field.

If business owners don’t deal with bullying at work, it could result in a violent act. According to the U.S. Department of Justice, about two million violent crimes occur at American workplaces every year.

“There’s a real bottom line reason for business owners to take this problem seriously,” said David Yamada, professor of law and director of the New Workplace Institute at Suffolk University Law School in Boston. “If you are working in close quarters and things are tense and combative, it’s likely to affect everyone’s morale.”

An expert on workplace issues, Yamada authored the ‘Healthy Workplace’ bill, which has been introduced by legislators in 21 states. Currently, 16 versions of the bill—which aims to protect bullied workers from abusers, extending legal protections currently not available to them—are under review in 11 states. Most people think federal employment and discrimination laws protect workers from bullying, but they don’t, according to Yamada.

Being bullied at work makes life miserable. Experts say bullied workers suffer from anxiety, hypertension, depression and other stress-related illnesses. A 2010 Zogby study revealed that about 35 percent of all adult Americans have been bullied and 15 percent of the population has witnessed workplace bullying. The survey was authored by Dr. Gary Namie, Ph.D., and his wife Ruth.

Considered experts on workplace bullying, they have written extensively on the topic and consult with companies dealing with bullying issues. Their newest book, The Bully-free Workplace: Stop Jerks, Weasels and Snakes from Killing Your Organization, provides readers with an in-depth look at the problem and several strategies for dealing with workplace bullying.

“Bullying runs rampant in small businesses,” said Namie. “The owner wants to avoid conflict and doesn’t know what to do. They prefer to tell the abuser and the target, ‘you guys work this out.’”

Namie said he became interested in workplace bullying issues after his wife, Ruth, who is a psychologist, was bullied at work. “Our research shows 66 percent of women who are bullied at work lose their jobs,” said Gary Namie. “Forty-one percent quit, and 25 percent are fired.”

People bullied at work feel trapped—similar to someone suffering from domestic violence. It’s often worse for a bullied worker who feels he or she has to take the abuse because they really need the job, especially during this lingering economic slump.

How do you know if you have a bully in your midst?

“Bullying is a hostile, repeated behavior meant to make people feel badly,” said Carolyn Fedigan, a Boston-area human resources consultant who helps clients deal with bullying problems.

“I’ve dealt with a CEO who would regularly say to his secretary, ‘What, are you stupid?’”

Fedigan said some bullies take a more subtle approach. “They leave people out of communication loops, they spread gossip or single people out for the silent treatment,” she said.

No matter how distasteful it is, business owners can’t turn their backs on the problem. “There is a real financial cost to companies that let this toxic behavior continue, “ said Fedigan. “Bullied people take sick leaves, go out on disability and lose productivity.”

She said many business owners tolerate a bully if the person is a great salesperson or clients love them. “Sometimes the boss is scared of the bully,” she said. “They worry about the cost of turnover, of recruiting and training a new person.”

Business owners have to put their foot down and say, ‘We don’t accept this kind of behavior.” She said it’s important to have a written policy prohibiting workplace bullying. It’s also important to encourage your employees to report any inappropriate or bad behavior. “You have to have the kind of environment where employees can tell the boss what’s happening to them.”

Companies often hire Fedigan to counsel bullies. She works one on one with them, delving into why they are acting inappropriately towards a colleague. “Often, they have no idea they are a bully,” she said. “They think it’s an okay way to behave.”

Consider drafting an anti-bullying policy for your business that defines the problem and then:

Provides a procedure to report incidents.
Includes a ‘no retaliation’ provision.
Encourages employees to report incidents.
Informs employees that violations may result in discipline.

Workplace Bullying Is No Bull

http://www.harveymackay.com/column/?p=83

September 15, 2011 By Harvey Mackay

The playground isn’t the only place where you’ll run into bullies. Internet bullying has led to suicides. Office bullying is on the rise, and it’s a deal-killer no matter what business you’re in.

If you think people outgrow bullying behavior just because they get older, think again. Bullies come in all ages, shapes and sizes – and on all rungs of the corporate ladder.

Remarkably, bullying in the workplace is among the leading reasons for employees to seek other employment. Even more remarkably, most don’t list bullying as the reason they quit.

Instead, they suffer in silence and take their talents elsewhere.

And “suffer” they do. Scholars at The Project for Wellness and Work-Life at Arizona State University found “workplace bullying is linked to a host of physical, psychological, organizational, and social costs.” Their research indicated that stress is the most predominant health effect associated with bullying in the workplace: “Stress has significant negative effects that are correlated to poor mental health and poor physical health, resulting in an increase in the use of ‘sick days’ or time off from work.”

Can any company afford that?

In a CareerBuilder survey of over 5,600 full-time employees, 27 percent of workers said they have felt bullied in the workplace. Most of them didn’t confront the offender nor report the abusive behavior. What form did the bullying take? Workers gave these examples:

• Comments were dismissed or not acknowledged: 43 percent.
• Falsely accused of a mistake: 40 percent.
• Needlessly harsh criticism: 38 percent.
• Forced into doing work that wasn’t really part of the job: 38 percent.
• Held to different standards and policies from those of other workers: 37 percent.
• Made the focus of gossip: 27 percent.
• Boss yelled at me in front of co-workers: 24 percent.
• Belittling comments during meetings: 23 percent.
• Others taking credit for work: 21 percent.

Does any of this sound familiar?

Management is responsible for keeping the workplace free of sexual, racial or other forms of harassment and inappropriate behavior. If an issue is reported, reasonable action should

follow. Unfortunately, sometimes the manager is the bully. If that manager has a manager, the victim needs to go to that level. They might be doing the company a huge favor by exposing the reason why so many good people in that department are heading for the hills.

The victims of bullying have to take responsibility – it’s not safe to assume anyone else is aware of the bullying if they don’t report the problem. Bullies are notoriously sneaky. They pick and choose their targets carefully. But that doesn’t mean you’re helpless to do anything if you’re a victim.

Take charge by following these guidelines:

• Recognize bullying when it occurs. Mild teasing or isolated comments, even if they’re inappropriate, don’t necessarily constitute harassment under the law. Stand up for your rights by all means, but remember that harassment is more than just behavior that’s unwelcome. Technically, it’s behavior that discriminates against gender, race, national origin, or some other legally protected characteristic.
• Study your policy. Most organizations have written policies that don’t just prohibit harassment but spell out the steps to take if an employee feels uncomfortable. Check out the procedures for reporting unwelcome incidents to be sure you don’t miss any options.
• Speak up to the harasser. Your first step should be to tell the person that his or her behavior, comments or requests aren’t welcome. In some cases the matter may end there. But don’t hesitate to inform management if you can’t comfortably confront the other person on your own.
• Document the behavior. Most important of all: Take notes describing each incident to keep details fresh in your memory. This will add credibility to your claim. And keep a record of your conversations with management concerning the problem.
• Inform management. Follow the procedure for reporting harassment to the proper person. Your own manager is usually the person to start the process with, but if your manager is the one harassing you, you’ll have to go up the ladder to reach the right authority. Document your efforts to report the behavior – dates, times, what was said, and so forth.

Mackay’s Moral: If you’re being bullied, take the bull by the horns before there’s a stampede.

The Workplace Bully: Bringing a Company Down

http://www.safety.com/articles/workplace-bully-bringing-company-down

As surprising as it sounds, bullying has become a major problem in the workplace. Bullying can take the form of threats, sexual and racial harassment, intimidations, and even physical violence. Bullying is not only harmful to the targeted employee. It also brings down a company's overall morale and profitability. Employers should be aware of the problem and then make it clear that bullying has no place in their business.

For the most part, bullying is a form of psychological violence. However, if left
unchecked, workplace bullying can ultimately result in extreme physical violence. In Canada, in 1999, a man went on a shooting spree at his workplace, killing four employees before taking his own life. Investigators later learned he was a victim of workplace harassment. The incident raised awareness about the effects of psychological violence such as bullying.

Profiling the Bully
Typically, workplace bullies are insecure people with few social skills and little empathy. Their insecurity compels them to try and control others by attacking and belittling them. Bullies tend to target the capable, hard-working employees who they perceive as threats. The more capable the employee, the more determined the bully is to cut them down. Bullies also like to target employees who are cooperative, non-confrontational and well liked.

The bullied employees endure unjustified criticism. They're often humiliated in front of co-workers. Eventually, they may find themselves ignored and isolated.

When the Bully is a Boss. While a bully can be a man or woman, studies show that most bullies are bosses (80 percent). The others are co-workers. On rare occasions, workers bully their superiors. If a boss is a bully, he or she may:

* Set the target up for failure by setting unrealistic goals or deadlines.
* Deny the necessary information and resources the victimized employee needs to perform his or her job.
* Either overload the victim with work or take all the work away
* Force the victim to do demeaning tasks

The Cost of Bullying
Ultimately, a workplace bully is a financial burden to a company. A bully's target tends to become unproductive because he or she spends a great deal of time defending themselves or seeking support from peers. They become highly stressed and unmotivated. Often, they lose time at work due to stress-related illnesses.

But the bully's negative influence extends beyond the target. A bully can poison an entire workplace environment by causing low morale, fear, and anger. This, in turn, leads to high absenteeism and turnover. Efficiency suffers, and the employer foots the bill. In extreme cases, bullying can lead to physical violence and lawsuits.

Bully Prevention
Every company's employee handbook should make it perfectly clear that workplace bullying is unacceptable behavior and will lead to termination. In addition, employers should establish processes for investigating, recording, and dealing with the issue. Complaints should be investigated quickly.

Employers will benefit by having a happier, more productive, and profitable place of business.

-- Dan Harvey