Posts Tagged ‘Health harm from bullying’


HR tutorial on handling Depression at work

Wednesday, February 19th, 2014

New from your friends in the legal-averse HR industry: a webinar for HR folks on how to avoid granting (un)paid leave or making federal law mandated accommodations for people with mental disabilities called depression.

Session title: “Depression in the Workplace”

A rational person would think the session would be led by a psychologist, but nooo, it’s an attorney from the Eyres Law Group. Of course, if you or I non-attorneys professed to opine on subjects delving into the application of laws, we would be accused of an illegal act. But attorneys believe mental health and psychology are something not requiring any training or specialization.

The webinar topic list is upsetting, given what we know about the trauma that workplace bullying causes. And the fact that 49% of bullied individuals suffer clinical depression for the first time in their lives at the hands of an abuser at work!

Look at these webinar goals:

• How to tell if a depressed employee is “disabled” under the ADA’s mental impairment definition (WBI: the only thing worse than attorneys playing psychologist is HR doing the same. Yikes!)

• Whether depression is generally a “covered” disability if it’s the result of an underlying medical condition or due to an emotional trauma (WBI: which, of course, would never be caused BY the workplace)

• The medical inquires, limited examinations, and documentation you may legally request that the employee provide in support of a need for leave as accommodation (WBI: here’s where employers hire their own hack shrink who conducts an “independent” medical exam guaranteed to conclude that the problem is not real, these medical professionals rarely practice outside employer panels)

• How to respond to erratic attendance and persistent tardiness, including when to raise potential FMLA leave as an option (WBI: FMLA, in most cases is unpaid leave forcing workers to stay on the job against their physicians’ advice)

• How to successfully manage intermittent leave for chronic depression and curb potential FMLA abuse related to depressed workers (WBI: yes, abuse of unpaid leave is surely a chronic problem in the American laborforce that works more hours than workers in any other industrialized nation because there is no paid sick leave policies and leaves must be begged for. This smells like employer paranoia. Too bad employers don’t have to answer yet for real abuse, abuse of employees!)

• When you may legally discipline or terminate an employee with depression without sparking liability under federal disability and leave laws (WBI: Ah yes, the real agenda — how to fire the harmed employee.)

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Posted in Employers Gone Wild: Doing Bad Things, Tutorials About Bullying, WBI Education | No Archived Comments | Post A Comment () »



Research: Youth bullying effects invade young adulthood

Thursday, February 21st, 2013

Longitudinal studies of the effects of childhood bullying are rare. Now comes a study of western North Carolina children — ages 9, 11 and 13 — and their parents/caregivers begun in 1993 with 6674 annual interviews of 1420 participants through adolescence (9-16 years of age). Then, 3184 interviews were completed in 2010, 18 years later, when the children were ages 19, 21 and 24-26 years old. Over 80% of the original group of children was tracked into young adulthood.

Children and parents reported whether or not within 3 months of the annual interviews (assessments) they were victims of bullying, bullies or had been both bully and victim (bully/victim).

According to the study, victims and bully/victims differed from children not involved in bullying in family background and psychological functioning factors. Victims are described as withdrawn, unassertive, easily emotionally upset, and as having poor emotional or social understanding, whereas bully/victim tend to be aggressive, easily angered, and frequently bullied by their siblings. Thus bully/victims have few friends who would stand up for them. They are the “henchmen or reinforcers” for bullies and the most troubled children.

The prevalence of bullying victims in childhood and adolescence was 26.1% (at least once), 8.9% (repeatedly). Though boys were more frequent targets than girls (28.8% vs. 23.4%), the sexes were statistically equivalent. Bullying in childhood (23.5% for 9-13 year olds), the frequency was halved in adolescence (10.2%).

Overall, 5% were bullies only, 21.6% were victims only, 4.5% were bully/victims, and 68.9% were neither. Of the bully/victims, more were males (72% vs. 48% female). Of the bullies, more were males (69% vs. 48% female).

Family assessment interviews collected information about family hardships — low socioeconomic status, unstable family structure, family dysfunction, and maltreatment. Diagnoses of several psychiatric disorders were made during childhood. If a problem appeared in childhood, it was revisited when the participants were in their 20′s for the follow-up. Adult psychiatric outcomes were assessed using the Young Adult Psychiatric Assessment (YAPA) (developed at Duke Univ.).

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



WBI Workplace Bullying Research — List of 33 studies by topic

Thursday, February 21st, 2013

The Topics Investigated by WBI
Workplace Bullying Research

WBI’s research complements the books, websites designed to help afflicted targets and their families, individualized support we give targets and Workplace Bullying University® for which research — ours and hundreds of others — is the foundation.

Below is the WBI set of 33 studies, arranged by topic, exploring most aspects of the workplace bullying phenomenon primarily from the perspectives of targeted individuals, conducted since the year 2000.

Use links to access all study synopses & downloadable reports.

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Posted in Healthy Workplace Bill (U.S. campaign), Unions, WBI Education, WBI Surveys & Studies, Workplace Bullying Laws | No Archived Comments | Post A Comment () »



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