Posts Tagged ‘abusive conduct’


Workplace Bullying University tuition discounts ends Aug. 24

Tuesday, August 14th, 2018

The Workplace Bullying University August 24 is the deadline to save $500 on tuition for the September 14-15-16 session held in San Francisco.

What is the WBI Workplace Bullying University?

It is the only training in the world designed for professionals which delivers comprehensive, research-driven coverage of every aspect of the workplace bullying/abusive conduct phenomenon. It is a 3-day intensive, immersive, small group experience. The live interactions and discoveries alone among participants are worth the tuition price.

What do participants take home to their practices, organizations or unions?

(1) All the evidence-based materials required to educate/train all workers, including supervisors and managers.
(2) Strategies for a comprehensive employer solution complete with predictable barriers and obstacles to implementation.
(3) All the resources to launch a successful internal anti-bullying initiative in your organization or union.

Who typically attends?

Professionals from the fields of healthcare, mental health, legal, higher education, unions, consulting & training, HR, safety & health, school bullying and individuals charting new career paths.

Who is the instructor?

Drs. Gary and Ruth Namie launched the program in 2008. Gary now teaches the course. He brings 21 years experience in workplace bullying based on: advising bullied targets, coaching high-level perpetrators, conducting research, writing popular books on the topic, serving as expert witness in court cases, creating policies and enforcement procedures for employers, contributing to scientific journals and books, and training teams of experts for unions and employers. Gary’s professional speaking career is backed by his two decades of being an award-winning university professor of management and psychology, trained as a PhD social psychologist.

Does the training cover how to write policies/procedures and how to implement organization-wide campaigns against bullying?

When graduates leave, they will know what their organization needs to do to stop bullying. Policy/procedure guidelines are discussed. Details are available from WBI on a DVD at additional cost.

Do you teach the WBI method of consulting, specifically how to deal with bullies?

No. Our Respectful Conduct Clinic for offenders remains a proprietary process for WBI use with client organizations only.

How often is University offered?

At least four times a year. In 2018, the September session will be the last in the U.S. An October session will be held in New Zealand. January 2019 will start the next year. Dates not set.

What do graduates say about the University experience?

“Gary and Ruth Namie have compiled one of the most impressive educational seminars I have ever attended. Their research and presentation was superb.”

“The most informative, delightful training I have received in 40 years. Dr. Namie is knowledgeable and also cares deeply about employees who are bullied. His sense of humor kept it fun.”

“… the best training I have attended in my twenty-three years as a both a union attorney and union representative. While Dr. Namie’s knowledge of workplace bullying is encyclopedic, he is able to present this information with incredible clarity and passion.”

“This is the first time in my 17 years as a professional that I attended training and walked away with a turn-key program.”

“This is more than a course, a class, or a training. It is truly an experience. I have been in HR for 20 years and I can tell you that attending WBU was one of the most fulfilling and gratifying experiences of my life.”

“This was a unique and remarkable intellectual and personal experience … a jam-packed, soup-to-nuts curriculum … a very, very substantive program”

“I came away with an in-depth perspective that permeated my being”

“Gary is brilliant, charismatic and thoughtful. He keeps the group connected through his experiences and knowledge. I’ve received training on many workplace issues. Finally — now — I have the tools to address one of the most rampant and harmful workplace problems of all — bullying. I’m grateful to have the tools to achieve a psychologically healthy and safe workplace!”

Where are sessions held? Is there an online version?

We meet Friday to Sunday at the Bay Landing Hotel in Burlingame, California (adjacent to the San Francisco airport (SFO)). All travel and meal expenses are borne by participants or their sponsoring organizations.

Currently, there is no online version. When and if there is ever one, enrollees will miss the lively interaction with bright, motivated people who share the commitment to eradicate workplace abuse.

What is the cost?

Normal tuition is $2,500 per person. The time-sensitive discount is $2,000. Organizations can send 3 representatives for the cost of two. Union representatives’ tuition is $2,000.

How do I register?

(1) Visit the University website to learn more about the program or call 360-656-6630 with questions.
(2) Download the Registration Form, complete it and send a check for either a $500 deposit or $2,000 full tuition to be RECEIVED by us on/before Aug. 24.
(3) Complete the online Registration confirming that payment is on its way.

See you there!

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Posted in WBI Education, Workplace Bullying University | No Archived Comments | Post A Comment () »



Washington State Hearing for Healthy Workplace Bill – Jan. 24, 2018

Thursday, January 25th, 2018

Jan. 24, 2018

WA State Senate Labor & Commerce Committee Hearing on SB 6435, the Healthy Workplace Bill.

It is the anti-workplace bullying legislation written by David Yamada, Law Professor, Suffolk University, Boston, for the Workplace Bullying Institute. The principal sponsor is Sen. Annette Cleveland with co-sponsoring Senators Karen Keiser, Patty Kuderer and Rebecca Saldana. Five supporters testified, including WBI Director Gary Namie by phone.

You might find the two business lobbyists who opposed the bill for its reference to “vicarious liability.” Had they known existing law since 1998, they would understand vicarious liability places responsibility on employers for misconduct of their agents — employees and managers.

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Posted in Healthy Workplace Bill (U.S. campaign), Workplace Bullying Laws | 1 Archived Comment | Post A Comment () »



Truthout: Workplace Bullying Affects Nearly Half of US Workers. It’s Time We Did Something About It

Monday, January 15th, 2018

Workplace Bullying Affects Nearly Half of US Workers. It’s Time We Did Something About It
By Micahel Arria, Truthout, Jan. 11, 2018

Many are hoping that 2017 represented a turning point in the fight against workplace harassment, as the #MeToo moment put a spotlight on sexual misconduct. Now some labor advocates are hoping that the momentum of #MeToo helps to fuel an additional campaign against a different and overlapping type of harassment: workplace bullying.

While there’s been increased attention paid to the bullying of children in recent years, there hasn’t been the same kind of focus on bullying among adults, but statistics indicate that it’s a major problem. According to one 2008 study, nearly 75 percent of participants have witnessed workplace bullying at their job and 47 percent have been bullied at some point in their career. Another 27 percent said they had been bullied within the last 12 months. In a 2014 survey by the Workplace Bullying Institute (WBI), 72 percent of the respondents said that their employer either condones or encourages the behavior.

There’s no universal definition of it, but the WBI defines it as repeated, health-harming mistreatment of one or more persons (the targets) by one or more perpetrators. It is abusive conduct that is:

– Threatening, humiliating, or intimidating, or

– Work interference — sabotage — which prevents work from getting done, or

– Verbal abuse.

WBI sprang from a campaign that was started by Ruth and Gary Namie, a husband-and-wife team of psychologists. In the late 1990s, Ruth worked in a psychiatric clinic and was bullied by her supervisor. To their surprise, the Namies discovered there was very little Ruth could do about the situation. Employment discrimination laws existed, but they didn’t cover things like your boss screaming at you daily or a co-worker trying to sabotage your imminent promotion. If you hadn’t been targeted for abuse because of your race, sex or national origin, or because you blew the whistle on something related to the company, there wasn’t a legal avenue for you to pursue.

The Namies also discovered that there were no organizations working on the issue in the United States, so they started the Work Doctor at the WBI website, where they wrote about the issue, drawing heavily on existing research from countries where it was taken seriously (such as Sweden, Belgium and France). They also created a toll-free hotline for workers to call, counseled thousands of people on the issue, and hosted the first US conference dedicated to the subject of workplace bullying.

At the end of 2001, the campaign moved from California to the state of Washington. At Western Washington University, Gary Namie taught the first US college course on workplace bullying, and the campaign evolved into WBI after a group of research students volunteered to do more survey research.
(more…)

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Posted in Healthy Workplace Bill (U.S. campaign), Media About Bullying, Print: News, Blogs, Magazines | 1 Archived Comment | Post A Comment () »



If wishing could make it happen – have an abuse-free 2018

Sunday, December 31st, 2017

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Posted in Hear Ye! Hear Ye! 2 | Comments Off on If wishing could make it happen – have an abuse-free 2018 | Post A Comment () »



WBI’s take on the #MeToo Sexual Harassment Revolution

Wednesday, December 13th, 2017

An incomparable amount of public attention has been fixed on sexual harassment in the latter half of 2017. It’s a tsunami, a virtual revolution.

We are finishing a short book, a primer, a white paper on lessons and opportunities for bullied targets to apply from the new movement and changing employer landscape.

The publication will be available for sale at a nominal price in early January 2018.

Check back to get your copy.

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Posted in Books, Hear Ye! Hear Ye! 2, Media About Bullying, Products & Services, Tutorials About Bullying, WBI Education | No Archived Comments | Post A Comment () »



California Cities & Counties Recognized Freedom From Workplace Bullies Week

Tuesday, October 24th, 2017

The California Healthy Workplace Advocates, CHWA, is one of the most active state-based groups in the nation. They are volunteer citizen lobbyists for the WBI anti-bullying Healthy Workplace Bill. They have members statewide. Monthly meetings are held in Sacramento. Details here.)

WBI established Freedom Week from Workplace Bullies Week, the third week in October during Domestic Violence Awareness and Bullying Prevention Month. CHWA routinely solicits proclamations from California cities and counties that declare the municipalities’ endorsement of the following principles:
• government has an interest in promoting the social and economic well-being of its citizens
• that well-being depends upon the existence of healthy and productive employees working in safe and abuse-free work environments
• abusive work environments are costly for employers with consequences including reduced productivity, absenteeism, turnover, injuries
• protection from abusive work environments should apply to every worker, and not be limited to legally protected class status based only on race, color, gender, national origin, age or disability

Here are the cities and counties that proclaimed Freedom Week in 2017. Use links for viewing.

Alameda County
Arcata
Azusa
Belmont
Brentwood
Buena Park
Calaveras County
Calistoga
Canyon Lake
Cathedral City
Colusa County
Corona
Costa Mesa
Cupertino
Daly City
Del Norte County
Dinuba
Downey
Duarte
East Palo Alto
El Centro
El Dorado County
Emeryville
Fontana
Fortuna
Fowler
Hermosa Beach
Hesperia
Hollister
Humboldt County
Indio
Jackson
La Canada Flintridge
Lafayette
La Quinta
Livermore
Loomis
Lompoc
Mailibu
Manhattan Beach
McFarland
Mendota
Menifee
Montclair
Moraga
Moreno Valley
Morro Bay
Mountain View
City of Mt. Shasta
Murrieta
Norco
Oakley
Oceanside
Ontario
Rancho Cordova
Rancho Santa Margarita
Redlands
Ripon
Riverbank
Riverside County
Rocklin
Rosemead
Roseville
Sacramento/a>
Sand City
San Fernando
San Pablo
Santa Clara
Santa Cruz
Santa Maria
Santa Monica
Saratoga
Scotts Valley
Sebastopol
Shafter
Sierra County
South El Monte
South San Francisco
Tehachapi
Temecula
Thousand Oaks
Torrance
Tustin
Upland
Vacaville
Vallejo
Walnut Creek
Wasco
West Hollywood
Wheatland
Windsor
Yorba Linda
Yountville

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Posted in Events & Appearances, Freedom Week, WBI Education | No Archived Comments | Post A Comment () »



Freedom From Workplace Bullies Week

Tuesday, October 17th, 2017

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Foreign employer extortion to create jobs for Americans: Costs vs. benefits

Tuesday, August 1st, 2017

The first glowing positive public headline read “Apple will make products (iPhones and iPads) in the U.S.” Yea! Good news, right? Maybe not so. Reading the details revealed that one of Apple’s major manufacturers in China, the Tawainese company Foxconn, was searching for an American location. Not Apple itself — its contracted manufacturer. Apple not only makes its gizmos offshore; it hoardes millions in profits offshore to avoid a US tax bill.

Foxconn, the astute reader remembers, was rendered infamous years ago when it coerced a spate of employee suicides. Investigations uncovered the fact that young workers were crammed into tiny employer-provided apartments too many for the space allotted. (Think factory towns under total employer control.) Then, at the worksite, the workers were forbidden to speak with one another on the Apple products assembly line. The prohibition extended to any talking, not gossip or non-work-related communications — any interpersonal contact!!!!

Worker have a fundamental human need to belong to groups, to be included. When that need is thwarted in cases of social exclusion or ostracism, individuals suffer social harm. Neuroscience research reveals that the social pain endured is real pain — the kind taking painkillers will reduce. Hence, the suicide by jumping off the roof of Foxconn buildings in China.

Foxconn institutionally abused its workers for some unknown reason. The solution to their suicide “problem” — probably considered nothing more than a public relations crisis — was to install netting to catch the jumpers before hitting the ground below. Great fix, huh? No need to attack the root cause — the Foxconn policy and practice. Better to simply minimize the deaths by suicide with “safety” nets. Stupid (or as Trump would say “Sad!).

Foxconn couldn’t convince Pennsylvania to give them a substantial prize for the locating there. But union-busting Scott Walker delivered Wisconsin. As the following report from the Milwaukee Journal Sentinel states, the state will pony up $3 billion of taxpayer funds to entice the company to locate in either Racine or Kenosha counties. Further, the full-control Foxconn style practiced in China is likely to be replicated, or attempted, in Wisconsin. The newspaper story stated that the “factory project would involve a virtual village, with housing, stores and service businesses spread over at least 1,000 acres.” That is, employer-controlled housing.

Will Americans be willing to cram 10-15 people into spaces designed for two or three? Or will the company simply provide gymnasium-size quarters with cots so workers can sleep up to 6 hours before getting back to the assembly line?

Most important, watch to see how they manage interpersonal relations in the factory. Will Foxconn prohibit workers from talking to one another as they did in China? There’s not a single U.S. labor law to prevent it. [The Wisconsin legislature in the session immediately prior to Walker and the Republican takeover, not only sponsored the WBI Healthy Workplace Bill, it held hearings I attended. The bill did not pass, but at least workers’ rights were on the lawmakers’ agenda. Now, not so much.] And Walker and his Republican thugs have paralyzed once union-proud Wisconsites into fear of union organizing.

Watch for the proactive installation of nets to catch suicide leapers in Wisconsin. Why do we let this happen in America????

Read the Journal Sentinel article that follows.

(more…)

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Posted in Bullying & Health, Employers Gone Wild: Doing Bad Things, WBI Education | 1 Archived Comment | Post A Comment () »



2017 WBI U.S. Survey: Strong Support for a New Law Against Abusive Conduct at Work

Friday, July 7th, 2017

2017 WBI U.S. Workplace Bullying Survey
Support for a New Law Against Abusive Conduct At Work


77% of Americans support a new law to address abusive conduct at work

The Workplace Bullying Institute commissioned Zogby Analytics to conduct the 2017 national scientific U.S. survey across two days in late April. The stratified random sample of 1,008 individuals represented all adult Americans. [Zogby methodology and sample details here.] It was WBI’s fourth national survey.

We used the definition of workplace bullying that matches perfectly the definition codified in the Healthy Workplace Bill. Bullying is repeated mistreatment but also “abusive conduct.” We asked American survey respondents to consider only the most serious forms of bullying.

When the 2017 WBI U.S. Workplace Bullying data were collected, legislation written to address abusive conduct in American workplaces – the Healthy Workplace Bill – had been introduced in 30 states and Territories. The bill had not yet been enacted into law in its complete form.

We asked all respondents [N = 1,008] whether they supported or opposed such a law.

Wording of the Support for New Law Question: Do you support or oppose enactment of a new law that would protect all workers from repeated health-harming abusive mistreatment in addition to protections against illegal discrimination and harassment?

It is clear that the American public wants to see worker protections against abusive conduct extended beyond the anti-discrimination statutes – 77% support specific anti-bullying legislation when strongly support and somewhat support proportions are combined.

Self-described political ideology was one of the demographic variables provided by Zogby. There were 242 liberals, 314 moderates and 369 conservatives. Table 12 shows the pattern of support and opposition for the new anti-abuse workplace law. The phenomenon of bullying ignores ideological boundaries (with the possible Trump effect being the exception, see the analysis of the final question). Nevertheless, liberals and moderates showed the strongest support for the bill. It is noteworthy that two-thirds of conservatives support enacting the law against abusive conduct at work.

Gary Namie, PhD
WBI Research Director

Download the pdf version of these Support for New Law findings.

View findings related to other questions asked in the 2017 Survey.

Download the complete report of the 2017 WBI U.S. Workplace Bullying Survey.

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Posted in Bullying-Related Research, Social/Mgmt/Epid Sciences, WBI Education, WBI Surveys & Studies | 2 Archived Comments | Post A Comment () »



2017 WBI U.S. Survey: What Stops Workplace Bullying?

Friday, July 7th, 2017

2017 WBI U.S. Workplace Bullying Survey
Stopping Workplace Bullying


65% of bullying stops when the target loses the job held when first bullied

The Workplace Bullying Institute commissioned Zogby Analytics to conduct the 2017 national scientific U.S. survey across two days in late April. The stratified random sample of 1,008 individuals represented all adult Americans. [Zogby methodology and sample details here.] It was WBI’s fourth national survey.

We used the definition of workplace bullying that matches perfectly the definition codified in the Healthy Workplace Bill. Bullying is repeated mistreatment but also “abusive conduct.” We asked American survey respondents to consider only the most serious forms of bullying.

At WBI, we have been immersed in the lives of bullied targets for two decades. Ideally, employers would recognize the risks workplace bullying/abusive conduct pose and act rationally to stop it. However, we know from targets, this is not the case.

Bullying in its simplest manifestation is dyadic. There is a target and a perpetrator. This question explores how much each player contributes to stopping the bullying and through which personal consequences. [N = 350 with no experience respondents and “not sure” respondents deleted.]

Wording of the Stopping the Bullying Question: What stopped the abusive mistreatment?

This Survey question provided the response option: “It has not stopped” that was chosen by 25% of respondents. Thus, the sample was reduced to N = 263 when those respondents were eliminated. The subsequent percentages in the above Table are based on the new sample that excluded the 25%. The options were chosen only by those for whom the bullying had stopped, either for targets or witnesses.

The sad reality is that even the general public seems to know that it is the target, the victim of the abuse, who is asked to make additional sacrifices to stop the bullying. In 54% of cases, bullying stops only when the target loses her or his job. Remember that individuals do not invite this severe misery into their work lives. Therefore, once a person is targeted for bullying – a choice made by the perpetrator(s) – that person has a 5 out of 10 chance of losing her or his livelihood. If one adds the 11% of targets who had to transfer to retain employment, 65% of targets had to leave the job they loved for no cause.

Furthermore, the target is driven to quit. Voluntary quitting (23%) is usually based on escalating health problems that families and physicians recognize, then encourage the target to leave the job. But 12% of quitting is based on decisions made after work conditions become untenable, so cruel as to drive a rational person to escape. Constructive discharge is the goal for many perpetrators. Terminations (8%) of the skilled but threatening (to bullies) targets are typically based on fabricated lies. Several WBI surveys of bullied targets substantiate this claim.

Accepting a transfer to retain a job (11%), to bullied targets, is often a source of perceived injustice. Their reasoning is “I did nothing to deserve the abuse, why should I be the one to leave the job I love and am best qualified to perform.” To many, transfers are punitive. On the other hand, it prevents economic devastation and might provide a degree of psychological safety.

The pattern of results from this national sample stands in marked contrast with WBI studies asking the same question of a sample of only bullied targets. To them, the ratio of negative consequences experienced by targets is 7:1 when compared to negatives for perpetrators. The public overestimates the proportion of negative consequences suffered by perpetrators.

In this 2017 version of the national survey, we added the option for respondents to choose –employers stopped the bullying by doing something positive and proactive such as creating a policy or conducting credible investigations. Ten percent of respondents chose this option.

Gary Namie, PhD
WBI Research Director

Download the pdf version of these Stopping the Bullying findings.

View findings related to other questions asked in the 2017 Survey.

Download the complete report of the 2017 WBI U.S. Workplace Bullying Survey.

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Posted in Bullying-Related Research, Social/Mgmt/Epid Sciences, WBI Education, WBI Surveys & Studies | No Archived Comments | Post A Comment () »



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