Posts Tagged ‘Gary Namie’


Boston Globe: Dealing with bullies in the workplace

Tuesday, July 29th, 2014

Victims say the problem is tangled by workers’ fear of retribution, lack of legal protections, and concerns about what constitutes abusive behavior.

By Bella English – The Boston Globe – July 29, 2014

Carol Anne Geary is a veteran librarian who loved her profession and went back to school, while working, to earn a master’s degree in library science. But her passion turned into a nightmare when, she says, she was bullied on the job to such an extent that she was hospitalized with high blood pressure and other health issues.

Geary, who lives in Shrewsbury, was working at a library in another town where she says other staffers verbally abused and excluded her, spoke to library patrons about her in derogatory terms, and made disparaging remarks about gay issues, knowing that she has a gay son.

When Geary took a short leave, on her doctor’s orders, she was bombarded with phone calls, asking her why she couldn’t work from home. The truth was, she could hardly get out of bed. The library, she says, fought her workers’ compensation claim, and then fired her when she was too sick to return to work. “Workman’s comp — they understand if you hurt your leg on the job. But it’s almost impossible to prove that you’re sick because of bullying,” says Geary, who doesn’t want to identify the library because she fears her former co-workers. “We need to make the workplace safe and healthy.’’

In recent months, a spotlight has been turned on the issue of workplace bullying by some high-profile local cases, including Suffolk County Register of Probate Patricia Campatelli, who was suspended over allegations of punching a subordinate after a holiday party. A report by a court-appointed investigator said she “created a fearful atmosphere” in the office.

In July, Leslie Berlowitz resigned as head of the American Academy of Arts and Sciences in Cambridge following several accusations that included subjecting employees to frequent tirades, prompting some to quit in a matter of days or weeks. One former worker recalled that Berlowitz barred entry to the employee kitchen for weeks by posting yellow crime scene tape over the doorway because a worker left a dirty spoon in the sink.

Research suggests that the problem is widespread, with as many as one in four workers saying they have been subjected to abusive conduct on the job. And state legislators are considering a bill to combat it.

Given the apparent scope of the problem, why does it remain so shrouded?
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Sun Sentinel: No tolerance for bullying, experts say

Monday, July 28th, 2014

By Marcia Heroux Pounds, (Florida) Sun Sentinel, July 24, 2014

Bullying in the workplace happens at all levels and in many different workplaces, even to 6-foot, 300-lb. Miami Dolphins football players, experts said at a conference Thursday in Deerfield Beach.

The Broward County Crime Commission gathered local and national experts to talk about adult and workplace bullying.

“When you have zero tolerance, employees understand, ‘we don’t want to get near that locker room mentality that the Dolphins had,’ ” said Jack Seiler, mayor of Fort Lauderdale, referring to Dolphins linemen’s vulgar text messages, voice mails and behavior that prompted teammate Jonathan Martin to quit the team last year.

The city has a zero-tolerance policy against bullying, Seiler said.

But 27 percent of U.S. workers have been bullied and 21 percent have witnessed bullying in the workplace, according to a 2014 survey by the Workplace Bullying Institute. Workplace bullying is defined as repeated mistreatment; abusive conduct that is threatening, humiliating or intimidating; work sabotage; or verbal abuse.

Nearly 70 percent of bullies are male and 31 percent female, according to the Institute.

Improved economic conditions in the country have not lessened the bullying, said Gary Namie, research director of the Workplace Bullying Institute. Victims may be ostracized in the workplace and set up for errors, he said.
“I’m going to add to your job and not give you training and then call you ‘stupid,’ ” he said as an example of a bully boss.

While many bills have been floated, including in Florida’s state legislature, none have passed to take action against workplace bullying.

“Once management understands what the costs of bullying are, they’ll get it,” said Kelly Kolb, a labor lawyer for Buchanan, Ingersoll & Rooney in Fort Lauderdale.

Research has shown that bullying can result in “clinical depression, anxiety, high blood pressure, ulcers, loss of sleep, a variety of problems. That’s going to translate into absenteeism, loss of productivity, more sick days, workers comp claims, health insurance claims, short- and long-term disability claims,” Kolb said. “Productivity is going down, expenses are going up, all because of this, usually one male, individual,” he said.

Maureen Duffy, a workplace consultant and family therapist in South Florida, said once a person is targeted for bullying, it doesn’t always end after the person is fired or quits.

“They get tracked down at their new employment, anonymous phone calls saying, why did you hire this person?,” Duffy said. The former employer may withhold references when the person is trying to get a new job, she said.

Sometimes, the situation is even worse. Conference attendees heard from the mother and sister of Jodie Jones Zebell, a 31-year-old mammographer who took her own life after feeling bullied at work.

“Even if something seems trivial, it adds up,” said her sister Joie Bostwick. “Listen, and make sure they know how much you love them.”

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Also presenting at the event were WBI friends.

Associate Law Professor Kerri Stone, Florida International University

Attorney Wm. David Cornwell, Gordon Rees, attorney for Jonathan Martin

Associate Professor Alexia Georgakopoulos, PhD, Nova Southeastern University

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Workplace Bullying: About U.S. Bullied Targets

Monday, July 28th, 2014


ABOUT BULLIED TARGETS in 2014

Finally, we asked the American public what type of person is targeted for abusive mistreatment in the workplace. Though this was a short, not exhaustive, list of personality traits, the results are clear. Those who claimed to have been aware that workplace bullying happens, believe that the overwhelming majority of individuals targeted possess positive attributes.

That is, the same respondents who believed that targets are mostly incapable of defending themselves against bullying assaults believe targets are kind, cooperative and agreeable. Perhaps these same traits render the guileless person vulnerable to unpredictable attacks. This Survey does not provide a way to draw the causal link between the traits and targets’ ability to defend themselves.

It is noteworthy that only 6% of targets are considered abusers themselves.

Question: Which personal style best describes the targeted person?

Download the About Bullied Targets mini-Report

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Gary Namie, PhD, Research Director
Research Assistants: Daniel Christensen & David Phillips

© 2014, Workplace Bullying Institute, All Rights Reserved

Download the complete Report | Access individual sections of the Report

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Got a Minute? Workplace Bullying Kills!

Saturday, July 26th, 2014

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Let’s Talk with Kalola: Screaming Mimi

Wednesday, July 23rd, 2014

Dear Kalola,

I began a job a few months ago as a bookkeeper for a medium size company. There are 8 bookkeepers in the company. There is one bookkeeper that is terrorizing everyone and the owner of the company is doing nothing about it. She screams, swears, throws things and decides what part of her job she is going to do. The best I can figure is the owner is afraid of her because he hasn’t fired her. Instead he takes her work and makes other people do it. If you approach her on a bad day to give her work that belongs to her, she will throw it at you and tell you she isn’t doing it. Then she will sit there sing real loud or start laughing like something you would see in a horror film. She is doing it on purpose. She has told me the owner isn’t going to fire her so she will do whatever she wants. I have seen her make another employee cry and I know people have quit because they can’t deal with her.

My concern is a safety issue, what if one day she really does flip out? what if someone gets serious hurt. Who is going to be held responsible? I don’t have patience for bullies and I can’t believe in the year 2014, we do not have laws to protect us from such treatment. I really hope pressure can be put on our elective officials to get things moving.

I really enjoy the work I do but I refuse to allow someone to treat me like garbage or throw things at me. Not sure what will happen when she thinks she can treat me like she does everyone else.

Linda


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Workplace Bullying: Causal Factors in the U.S.

Monday, July 21st, 2014

CAUSAL FACTORS in 2014

Two questions explored with varying levels of accuracy the public explanation for why bullying happens.

In the better of the two Survey items, we asked respondents to choose one primary factor or reason for the bullying.

Question: Which one factor is most responsible for abusive mistreatment at work?

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Got a Minute? For Employers

Saturday, July 19th, 2014

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South Florida Workplace Bullying event July 24

Wednesday, July 16th, 2014

If you are anywhere near Deerfield Beach, FL, you owe it to yourself to attend the Broward Crime Commission Workplace Bullying event. Come meet Dr. Gary Namie (WBI Director, co-author, The Bully At Work), Dr. Maureen Duffy (co-author, Overcoming Mobbing), law professor Kerri Stone, and Jonathan Martin attorney David Cornwell.

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Posted in Hear Ye! Hear Ye! 2, NFL: Jonathan Martin | No Archived Comments | Post A Comment () »



Healthy Workplace Bill legislation: A 2014 perspective on distorted amendments

Monday, July 14th, 2014

The Healthy Workplace Campaign is WBI’s effort to enact anti-bullying legislation for the American workplace state by state. The model bill is called the Healthy Workplace Bill (HWB).


Features of the HWB

• Suffolk University Law Professor David C. Yamada, text author, used federal Title VII Civil Rights laws as basis

• Defines severe abusive conduct — does not use term workplace bullying

• Provides legal redress for anyone subjected to abusive conduct, whether or not the person is a member of a protected status group

• Requires that abusive conduct result in either demonstrable health or economic harm to plaintiff

• Plaintiffs who file lawsuits make public formerly hidden, confidential employer processes that hide and deny bullying

• Prohibits retaliation against any participant in procedures involved in dealing with the abusive conduct complaint

• Requires plaintiffs to hire private attorneys, no fiscal impact on state government

• Provides incentives (affirmative defenses) for employers who implement genuine corrective procedures

• Preserves managerial prerogative to discipline and terminate employees

• Does not interfere with state workers’ compensation laws or union CBAs

We named the HWB in 2002. All other uses of the name HWB are unauthorized by us. California first introduced the HWB in 2003. It has been carried in over half of states and two territories since. The Workplace Bullying Institute trains and provides support to a national network of volunteer Sate Coordinators who lobby their respective state legislators to sponsor the HWB. You can track its status at the HWB website.

Botched Amendments & Unanticipated Consequences

As authors of the HWB, we naturally want the full and original version of the bill enacted into law. And we realize compromises will be made during the process. It is “sausage making,” after all. We just wish all bill sponsors would refuse to allow major revisions that change the spirit of the bill from protecting abused workers to something else. Since the HWB was first introduced, different amendments have been proposed or made.

Often the well-intended sponsor, a pro-worker advocate, agrees to compromise adopting the belief that the law can be built in steps. Let’s get this version passed now and it will be revisited in the coming years and supplemented with the other desired provisions.

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Posted in Employers Gone Wild: Doing Bad Things, Fairness & Social Justice Denied, Healthy Workplace Bill (U.S. campaign), Tutorials About Bullying, Unions, WBI Education, Workplace Bullying Laws | No Archived Comments | Post A Comment () »



Workplace Bullying: Support for U.S. Laws

Monday, July 14th, 2014


SUPPORT FOR A LAW in 2014

Question: Do you support or oppose enactment of a new law that would protect all workers from repeated abusive mistreatment in addition to protections against illegal discrimination and harassment?

The respondents who answered this question were individuals who were directly bullied, those who had witnessed it, the few who were perpetrators, and those with no personal experience but who believed it happened and those who believed it was exaggerated. Those groups taken together constituted the American public who were “aware” of abusive conduct at work, the 72% (See National Prevalence).

It is clear that those respondents, the American public aware of abusive conduct, want to see worker protections extended beyond the anti-discrimination statutes – 93% support specific anti-bullying legislation.

Furthermore, 50% of Survey respondents self-defined as Conservatives strongly support the Healthy Workplace Bill. With such little opposition from
those expected to oppose the bill, it is a certain conclusion that now is the time for passage of this new law.


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