Archive for the ‘Employer Action/Inaction’ Category
City of Norfolk reneges on promise to create workplace bullying policy
Tuesday, December 27th, 2011
VA State Coordinator for the Healthy Workplace Bill, Jane Bethel, holds City of Norfolk accountable for promise to create a workplace bullying policy. Nothing done as of Dec. 27, 2011.
Tags: Jane Bethel, NAGE, Norfolk, Virginia, workplace bullying policy
Posted in Employer Action/Inaction, Legislative Campaign, Social Justice | Post a Comment »
Penn State defended abuse conduct as most employers do
Wednesday, November 23rd, 2011
Penn State, the University as employer, is tainted because of the alleged cover-up of a former employee’s criminal and socially despicable actions on campus. Senior managers may have deliberately decided, with full awareness, to ignore the report of a child rape in the locker room shower. It’s more likely that decisions were made by people on auto-pilot. Selfish CYA decisions at the executive level are rarely challenged (who would be powerful enough to do so?) and couched in lofty, selfless terms such as “for the good of the institution.”
Tags: organizational behavior, Penn State
Posted in Employer Action/Inaction, Social Justice | 7 Comments »
NBA players are union; they are among the 99%!
Monday, November 21st, 2011
Basketball fans are impatient to have the contract negotiations end, to let the season begin. Professional players are in a union. As with all union contract negotiations, owners play hardball. They locked out the players, not vice versa. Don’t just blame the union for postponing your pleasure.
Tags: Dave Zirin, NBA, NBA Players Union
Posted in Employer Action/Inaction, Unions | Post a Comment »
Lessons for people bullied at work from the Cain harassment fiasco
Saturday, November 5th, 2011
Sexual harassment violates state and federal laws. Harassers pose a legal liability to employers. Therefore, employers will pay cash to bury the secrets.
Tags: Cain, discrimination, gag clauses, harassment, lawsuits, settlement agreements
Posted in Bullying Tutorials, Employer Action/Inaction | 3 Comments »
New national British Survey sheds light on workplace bullying and violence
Thursday, November 3rd, 2011
The British Workplace Behaviour Survey released this week at the Festival of Social Sciences in London is a 21-question instrument designed to cover a 2-year period in respondents’ lives. It was administered to 3,979 employees in home, face-to-face interviews. The representative (and thus scientific) survey explored prevalence of a wide range of behaviors that comprise “ill treatment” in the UK workplace. This is a major study with several significant findings, including conclusions about why employers do so little to eliminate it.
“Ill treatment” included: unreasonable treatment (reported by 47%), denigration and disrespect (40%), 33% experienced both unreasonable treatment and denigration and disrespect, and 6% experienced violence.
Tags: British Workplace Behaviour Survey, disrespect, Duncan Lewis, ill treatment, unreasonable treatment, workplace bullying, workplace violence
Posted in Bullying Tutorials, Employer Action/Inaction, Science | 1 Comment »
Webinar: Practical Strategies to Minimize the Effects of Workplace Bullying
Wednesday, November 2nd, 2011
Webinar for business audiences by Dr. Gary Namie
November 15, 2011, from 2:00 PM – 3:30 PM, ET
Hosted by BNA, Bureau of National Affairs. CPE & HRCI credits available.
Register online or call 800.372.1033, option 6, then option 1
Tags: BNA, CPE, Gary Namie, HRCI, webinar
Posted in Announcements, Employer Action/Inaction | Post a Comment »
The Ventura County (CA) Workplace Bullying Story
Wednesday, October 26th, 2011
The Ventura County Workplace Bullying Story
updated Oct. 27, 2010
Follow the story of a worker-driven push for change of a government workplace culture to drive out bullying. No ending yet. We support the unions whose workers deserve to be free from abusive conduct and retaliation. And we support the County administration that has the opportunity to turn a PR disaster into triumph and do the right thing.
Tags: grand jury, SEIU local 721, unions and bullying, Ventura County, workplace bullying
Posted in Employer Action/Inaction, Social Justice, Unions | 2 Comments »
In light of New York Workplace Bullying legislation: NY legal opinion
Monday, October 24th, 2011
Workplace Bullying: a Global Issue
by Erika C. Collins, New York Law Journal, Oct. 24, 2011
The United States has had status-based harassment and discrimination laws in place for decades, well in advance of most other countries. Though the United States has taken several measures to protect those who are harassed in the workplace based on “protected categories,”(1) it has not introduced legislation to assist those who are “bullied” in the workplace, but do not have such a protected status on which to base a claim. Recent surveys indicate that a significant portion of U.S. workers may fall into this category; 35 percent of U.S. workers reported experiencing workplace bullying, the majority of which was same-gender harassment.(2)
Tags: France, Healthy Workplace Bill, Protection from Harassment Act, Social Modernization, Sweden, UK bullying law, Victimization at Work
Posted in Bullying in the News, Bullying Tutorials, Employer Action/Inaction, Legislative Campaign | Post a Comment »
To Stop Workplace Bullying — Sponsors Must Cut Bullies Loose
Wednesday, October 19th, 2011
Memo to Executives: Let the Bully Go, Boost the Bottom Line
Bob is the proverbial bully (Bobette when a woman). He operates freely without risk of being punished or terminated. So, every week is Freedom Week for bullies. Since Bob is free 52 weeks a year, dear executive, please use this one week, Freedom from Workplace Bullies Week, to end your relationship with Bob that makes life miserable for everyone else except you and Bob. It will take courage, of course. Here’s why and how to do it.
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Tags: executive sponsors, Freedom Week, ingratiation
Posted in Bullying Tutorials, Employer Action/Inaction | 6 Comments »
Mediation at the EEOC, Lower Your Expectations
Friday, September 23rd, 2011
As followers of WBI know, we oppose the use of mediation as a resolution strategy except in the mildest of all bullying cases. Most bullying cases are characterized as a form of violence, non-homicidal and non-physical, but clearly more severe than harassment and more impactful with respect to the target’s health (more depression, anxiety, hostility, trauma). So, it was a special opportunity for me to see mediation from the inside when I was asked to participate in an EEOC mediation session between a bullied target and her employer.
(more…)
Tags: bullying case, EEOC, mediation
Posted in Bullying Tutorials, Employer Action/Inaction | 7 Comments »
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