Most people during childhood have had an unfortunate run in or two with the schoolyard bully. But bullying is not just a problem for kids. Some of the most vicious acts of intimidation, sabotage and alienation occur in workplaces among adults. Those who are targeted can become prone to depression, illness and financial difficulties. Here are a few important points to consider for employees who believe they are being bullied by coworkers or a boss.
What is Bullying?
Conflict, heated discussion and disagreements can be a normal part of life in the workforce. Different personalities and working styles force teams to adjust and compromise in order to get tasks done. However, when conflict turns to domination, yelling, insults, sabotaging of work and isolation it becomes toxic and is considered to be bullying. If more than one person targets an individual systematically causing them distress in the workplace it is referred to as mobbing.
Documenting Incidents of Bullying
It is imperative that individuals being bullied take note of each incident. They must write down the date, time, description of the act that took place, any witnesses and the bully’s identity. Including words said, gestures made and the effect they had on the victim’s workday and personal life can lend credibility to the report. A well-documented list of incidents will be essential if the employee decides to pursue their bully or bullies in court.
Reporting Harassment
Medium and large organizations usually have a Human Resources department. It is in an employee’s right to file a complaint with the HR department if they feel they are being bullied. A bully may change their behaviour once they see that the target is not a vulnerable victim but someone who will stand up for themselves. The target can also speak to their boss (if the bully is a coworker) or some other trusted person in a position of authority. Employees should not keep bullying a secret as this serves only to strengthen the bully’s power.
Legal Recourse for Victim of Harassment
If the organization is unsympathetic to the bullied employee’s distress even though the target has expressed their suffering, it is important that definitive action be taken to protect the victim’s health. In many parts of the world, bullying is recognized as illegal in the workplace and there are steps employees can take to ensure that their rights are protected. In Quebec, for example, the Commission des Normes du Travail (CNT) defines bullying as psychological harassment, specifically: “…any vexatious behaviour in the form of repeated and hostile or unwanted conduct, verbal comments, actions or gestures, that affects an employee’s dignity or psychological or physical integrity and that results in a harmful work environment for the employee.”(1)
If a worker has experienced bullying on the job then the CNT provides an investigator and lawyer to handle the case. If the employee and employer cannot come to an agreement during mediation, the case goes to court.
Moving On
Once the victim has decided whether to handle the bully in-house through the HR department; quit and find another more suitable workplace; or take formal legal steps against the bully, there will come point when the targeted individual will need to move on. Going through a bullying experience can take a serious toll on an employee’s psychological health and well-being. For some individuals, therapy can help alleviate feelings of betrayal, sadness and anger making recovery easier. In any case, the survivor of the bullying behaviour must come to a realization that bullying was not their fault and does not reflect their own performance.
Sources:
- Commission des Normes du Travail, Awareness Promotion Guide for Employers and Employees: A Work Environment Free from Psychological Harassment. 2004.
- Clifford, L., Survive Bullying at Work, A&C Black, London, 2006.
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