July 17th, 2010
Do we need a workplace bullying law?
Check your local Sunday newspaper Parade magazine on July 18 for brief mention of the Healthy Workplace Bill legislative campaign. But go online to this page and vote now
UPDATE: As of Thurs. July 22, 93% of those who voted want a law! To elected state & federal legislators: if you are looking for a “populist” thing to do to help your beleaguered constituents, turn your back on SHRM and the Chamber of Commerce and do something for the “small people” (aka, the real persons, not Supreme Court “persons,” the corporations.)
For those new to the Workplace Bullying Institute, visit our Healthy Workplace Bill Legislative Campaign website to see the history of the anti-bullying bill movement led by State Coordinators and citizen lobbyists just like you. Sign up to help in your state.
Tags: Gary Namie, Healthy Workplace Bill, Parade, Workplace Bullying Institute
This entry was posted on Saturday, July 17th, 2010 at 12:46 pm and is filed under Bullying in the News, Media. You can follow any responses to this entry through the RSS 2.0 feed. You can leave a response, or trackback from your own site.
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As someone who’s tolerated workplace bullying on a number of occasions I have to say no. The kind of people who bully are often very good at convincing others that they are a victim and anti bullying laws would just become another offensive rather than defensive weapon.
I think effort is far better spent on education. To see bullying and bullies for what they are is definitely the best defence imho.
I know exactly what you mean when you said: “The kind of people who bully are often very good at convincing others that they are a victim.” There is such a bully, who has gathered a mob to bully in a workplace I’m familiar with. This bully is a very dangerous woman, who also happens to be the EEO officer of the organization where she works.
I am in full support of the HWB. I agree that education is important. Education does no good when it falls on deaf ears. Having that said, accountability must lie with the employer. I have heard too many times from manager(s) that they cannot ‘change’ the bully. Fundamentally, that is a true statement. Management (in conjunction with HR) does have the authority and the resources to provide incentives for change or face consequences. Bullies are very good at initially appearing to be the ones being targeted – at least until you ask them to justify their claims. Outside of Corporate USA Inc., there are laws to protect people from things like this. Spoken or written accusations without justification could fall under slander and libel laws. Depending on the scope of the claim(s) both could also fall under defamation of character. Accusations without an admission from the accused, or other evidentiary means are considered hearsay and not even heard.
I am ready for the lies to end and have the bullies and their supporters put up or shut up.
Thanks
Actually, the individuals you term “bullies” can change, if pressured by their companies and if provided specialized coaching that addresses their aggressive management styles. Legislation will not entirely solve the problem of workplace bullying because the abrasive leader who causes distress in one company and is terminated will only go on to cause distress in the next company they are hired into.
Laura – Perhaps some “bullies” can change with the help of programs within organizations, however, my particular bully is a classic sociopath. She knows how to work and manipulate the system and, as she said, how to play the game. These individuals are:
- deceitful and manipulative and they have a goal of enslavement of their victim(s) and control over every aspect of the victim’s life
- unable to feel remorse or guilt and are pathological liars
- they appear to be charming at times but exhibit a Jekyll and Hyde personality. They play a part so in order to get what they want, often seeing themselves as the victim and, lack remorse or the ability to empathize with others
- play on the fact that most of us are trusting and forgiving people. The warning signs are always there; it’s just difficult to see them because once we trust someone, the friendship becomes a blinder. They are habitual liars and seem incapable of either knowing or telling the truth about anything.
- They are egotistical to the point of narcissism. They really believe they are set apart from the rest of humanity by some special grace
- They scapegoat; they are incapable of either having the insight or willingness to accept responsibility for anything they do. Whatever the problem, it is always someone else’s fault
I have experienced all of these traits with not only my supervisor, but my ex husband so I am very familiar with these patterns. I suppose it’s unfair to say these individuals can’t be rehabilitated, but I believe it will take more than just addressing their issues with management training. I have heard my supervisor on numerous occasions say, “they don’t know who they’re dealing with.” These types of people are dangerous we should never, ever underestimate what they are willing and capable of doing.
Lisa,
I do not doubt that a certain proportion of bullying bosses do fulfill the diagnostic criteria of sociopath or narcissistic personality disorder. However, having coached over 400 individuals who were identified as workplace bullies over the past 20 years, I discovered that the majority are not emotionally disturbed, but instead lacking any insight into their impact on others – they’re interpersonally “clueless” and do tremendous damage in their crusades to achieve objectives. Much of this derives from earlier family or work experiences. But please, do not interpret my comments as a statement that all such individuals can respond to specialized coaching. I am coming to think the combination of established societal sanctions (e.g. legislation) along with rehabilitative programs (such as specialized coaching) could offer a more comprehensive solution to the problem. We see this to be the case in other forms of abuse, such as child abuse, where legal prohibitions exist along with programs to help abusive parents learn better ways to treat their children. Nations that have enacted legislation in the hopes of ending workplace bullyingare finding that the problem is growing rather than improving, as evidenced in reports from researchers at the Seventh International Conference on Workplace Bullying & Harassment held one month ago.
Thank you for your response, Lisa
Laura Crawshaw, Ph.D.
The Boss Whisperer®
Suggest reading my new book of actual cases.
The Boss Is In: Incapable, incompetent, ineffective, inferior, inflated-egotist, ingrate, inhuman, insane, insecure, insensitive, insincere, insufferable, insulting, intolerable,. . . by Robert M. Hardy
Most of us have had a bad boss at sometime. Consequences range from minor annoyances to health issues to life or death.
The author takes true stories of stand alone cases from big company environments and identifies bad boss behaviors. He looks at serious cases — cheating, lying, discriminating, stealing, cultural diversity, gender and even religion related problems. Also intricately planned unfairness. Some are contrary to what one is accustomed to reading. Each case focuses on a snapshot or a moving account that exemplifies a boss’ behavior — like an unauthorized biography. Some are under the radar of the higher leadership — some are in line. The cases play out in the longer term.
Facts in each case are analyzed. A case might have a simple solution except for the reluctance to discuss taboos or politically incorrect issues.
While there is no condoning bad bosses, there may be identifiable (treatable) reasons — such as the case of the boss with Attention Deficit Hyperactivity Disorder (ADHD), and others.
See if you would come to the same conclusions. See if you agree with the actions taken by the players. See what you would do if faced with any of these situations.
Also be aware (as shown in the book) that the higher courts generally favor the employer. It’s doubtful to this writer that a new law would change anything.
I still have depression, professional self doubt and sadness over the events causing me to leave an 8 year job. My supervisor and the Manager were very close friends…thus nothing was ever done about the verbal abuse, demeaning comments and outright insults from this supervisor directed to me. My Manager said ‘You have to get some thicker skin”, to “You are unstable”. I always had good performance reviews, but her abuse resulted in an increased absentee rate and I changed shifts to no avail. I thought I had no recourse when Management would do anything. I was hospitalized for depression and I feel my marriage suffered because of these events.
Management wouldnt do anything.
I am currently on medical leave due to the hostile environment I was subjected to. The psychological and verbal abuse as well as the sabotage of my work, among many other things caused PTSD, anxiety and depression. My supervisor and her manager too are friends so going to him was useless because he defended her. HR is a management support function and each time I went to them my supervisor made things worse. Her abuse was witnessed over the years by many co-workers, non of whom reported it. After ending our personal relationship, she lied on my performance review and no one questioned it, given the fact I have had excellent reviews for the last 7 years. When I posted my comments in response to hers on my review, HR made me change them because I used the words hostile environment, demeaning remarks and unprofessional language. When I asked to be relocated due to my “disability” I was told no due to the reporting structure, though others report to people on different floors. Then, I was demoted to a file clerk position but given the title of Legal Admin Assist. My job is to assist the department in all areas of filing. This is what finally did it for me. I now have a new boss, but am going to therapy twice a week to help me cope with what I will have to go back to. I have thought about writing to the CEO but I wasn’t sure if this would be appropriate. This is a problem not only in our dept, but within the company.
What on earth do you mean by the following? It sounds extremely hostile: “If you are looking for a “populist” thing to do to help your beleagured constituents, turn your back on SHRM and the Chamber of Commerce and do something for the ‘small people.’”
Tina,
1. Scroll down and read about the HR association’s stance on our legislation. 2. As for the Chamber of Commerce, their state affiliates are our main opponents in every state legislature (read the history of the bills at healthyworkplacebill.org). 3. “Small people” was the term uttered by BP International Chairman (Tony Hayward’s boss) outside the White House. 4. The bill is for working people while simultaneously giving good employers a pass (escape from vicarious liability).
Lisa,
If you haven’t already, keep a list of dates, times, Dr. Names, and $$$ related to your medical leave (e.g. not just medical bills; how being absent from work affects your coworkers). Do not hesitate to continue the chain of command. Be prepared. Be prepared not only in your documentation, also in the mind-set that this may not be a solution to your problem. Before you engage in this type of plan you need to be fully aware that your employment status could be determined by someone other than you. You will need to ask yourself if you are prepared to engage in this type of battle or if it would be better just to move on.
Daily journals are good as well. When journaling, don’t think about what you are writing – just write it all down. Review it later for assessment, validation, and prioritization.
I love this quote out of the Dr(s). Namie book (Namie & Namie, 2009):
What counts is not necessarily the size of the dog in the fight,
but the size of the fight in the dog.
–Dwight D. Eisenhower
Bibliography
Namie, G., & Namie, R. (2009). They Bully at Work: What You Can Do to Stop the Hurt and Reclaim Your Dignity on the Job. In G. Namie, & R. Namie. Napperville: Sourcebooks Inc.
Mich,
Thank you for your information. I have documented everything from emails to meetings to even keeping a daily log of things that were said and done. I have a list of the all of the sick time taken from work, a lot of which can be accompanied by receipt from a doctor’s appointment. I have also started a list of how much it has cost me for co payments, missed time from work, tests, and, the eeg I had to have due to the seizure she caused me to have at work. I do, however, need to document my time off and expenses since being on medical leave. I had not thought about adding that, thank you!
I have been told others have spoken to HR and were not supported as well. Unfortunately Texas is a state that supports employer rights, not the employee.
This is a really good company (as I am sure many are) if they would get rid of (or as Laura stated above, provide coaching or management training on this topic)the bully’s. It is my hope that with the therapy and unfortunately, medication I can overcome the humiliation of my new job. It’s very tough because I also have ADHD so I need stimulation. My new job description does not exactly give me this but perhaps over time, after I proven “prove myself” I will be allowed to move forward. I have worked here for almost 9 years with a good, professional record and now must “prove myself.” In all of the research that I have read on this subject, I once read to hang in there, you just might see the bully float by you one day, as in out the door.
Something else Laura said above (not sure this is exactly what she is saying) but often times bully’s have been abused as children. And not just physically. I believe this bullying behavior starts at home, not in all cases, but many. School bullying has been in the news quite a bit lately, and I too was bullied in school. If kids exhibit violent, aggressive and abusive behaviors parents should immediately get them into counseling. However, there is a flip side to that too! My husband was this way, and his parents told me that he manipulated the psychologists into thinking there was nothing wrong with him! Trust me, there was! I also have to wonder sometimes if kids do these things to get attention. I believe at times my supervisor did because she was jealous that I had so many friends, and would even interrupt our conversations, making them about her.
Jenn,
I am so sorry for what you went through. It takes a long time to overcome this type of mistreatment and yes, this effects your family and friends because you retreat from everyone thinking they will not understand. Bully’s know the personalities they can manipulate and control, and these are the ones they seek out for friends. Therapy can help you in not allowing this to happen again, but it will take some time. Hang in there, and don’t ever let anyone make you feel like you are stupid and not capable. These types of people do this because we are in fact very smart and capable and they are jealous, and it makes them feel better about themselves when they put others down. Good luck to you.
Correction above – I said husband, I meant EX-HUSBAND!!
I would like to take a quick minute to thank Dr. Gary and Ruth Namie and all of the others who work so hard on the behalf of those of us who are bullied. It was last year that I stumbled upon this website and realized that I was actually a target of bullying. Then, I became obsessed with the topic and began reading everything on it. My husband and friends said this was “consuming me.” I guess one would think that not having been in our situation.
I am taking college classes to obtain a bachelors degree and have recently completed a Business Law class and a Psychology class. For the BL class we had to write and essay interviewing an attorney familiar with our topic. My topic was WPB and the attorney I use to work for was very familiar with it. I received an A on this essay.
In my PSYC class we had a journal assignment, but the journal had to be published by the APA. The one I choose was U.S. Workplace Bullying: Some Basic Considerations and Consultation Interventions, by Gary Namie and Ruth Namie. Very interesting article. My professor was very specific about his grading criteria. I received a 100! Here were his comments:
Length 3-4 pages = 10 points
Your article is interesting and deals with current issues = 10 points
Your assignment is complete: you have answered all of the questions. The article is in your own words and not the author’s words. =10 points
Grammar, spelling, typing, syntax and sentence construction are correct. =10 points
Your writing is well organized, logical and sequential and you have answered all questions correctly =20 points.
Your article is dated 2006 and up. No credit for entire assignment if not current.
You have correctly identified the method of research used in the study which is one of the 5 methods located in Module 1 of your textbook. =10 points.
Your summary reflects that you understand the article and the basis of why it was written. =30 points.
Again, thank you Mr. and Mrs. Namie and everyone who works so hard on behalf of WPB. It is deeply appreciated. I have learned so much from all of you. It is my hope that one day I can be strong enough (I’m getting there!) to stand up for and to help those who are unable to stand up for themselves.
The thing I find most paradoxical about “laws” is, that they are enacted not for those that abide, but for those that don’t abide, and the purpose of laws is for behviour modification, so as not to impose one’s will over another, without consent.
Bullies will most likely not abide to a “workplace bullying law”, because, in order to modify behaviour, one must comprehend that their actions may or may not adversely affect another.
Bullies do not place a law before their own perception of reality, so filtering their behaviour is not even a question in their mind’s.
A law may help prevent some from bullying, but I personally believe that in order to stop workplace bullying entirely, the only method for controlling bullies, is to hand them the same sentence they perpetrate on targets’s, that is,
Strip them of their job, their livelihood, their income, their health benefits, and pschologically reduce them to an empty shell with absolutely no way of ever returning to living in a civil society with other’s who oppose any form of “bullying/abuse”.
Then maybe, the tables will be turned to a point where such a law is not required.
I am not suggesting that a law will not help, I am only pointing out that bullies will use whatever means possible to attain their insidious ends. Slapping bullies on the wrist only makes them more agitated.