Posts Tagged ‘HR’
Tuesday, August 7th, 2012
For decades, the NLRB has been under republican control and served employers’ needs to look the other way as union organizers are indiscriminately fired for doing what should be protected by law. On Jan. 9, 2012, President Obama made a recess appointment of Richard Griffin, a long-time union attorney, to the Board. Griffin joined Sharon Block, winner of the JFK Labor Law Award, and Chairman Mark Pearce whose prior legal experience was with labor. In May, disgraced republican member Terence Flynn resigned after two Inspector General reports concluded that he had leaked information about NLRB deliberations prior to decisions to Mitt Romney’s adviser. There are now 3 democrats and one republican, Brian Hayes, on the Board.
Now come two recent decisions that make employers and HR livid.
Tags: confidential investigations, HR, Mark Pearce, NLRA Section 7, NLRB, Richard Griffin, Sharon Block, Terence Flynn, union organizing
Posted in Rulings by Courts, Tutorials About Bullying, WBI Education, Workplace Bullying Laws | No Archived Comments | Post A Comment (
Friday, May 25th, 2012
Are you out there, professionals in Human Resources, who valiantly and effectively stop workplace bullying for employees where you work? We think so. You are good people, but relatively unknown. We want to hear your stories. WBI wants to promote HR HEROES.
Tags: HR, Masters Series, Teresa Daniel, WBI 2012 Strategy Effectiveness Survey, WBI Instant Poll
Posted in Employers Gone Wild: Doing Bad Things, Tutorials About Bullying, WBI Surveys & Studies | 2 Archived Comments | Post A Comment (
Friday, April 20th, 2012
2012 Workplace Bullying Institute Survey
There are many so-called “experts” in workplace bullying offering advice for bullied targets. Strategies common to their lists are: (1) confront your bully, (2) tell the bully’s boss, and (3) report problems to HR. Some weirdos even suggest that targets have a “personal responsibility” to confront their bullies, that they “owe” it to themselves.
At WBI, we have never advised such actions. Those steps cause greater harm because of the certain retaliation. So, we submitted those suggestions to empirical study. In early 2012, we asked 1,598 individuals personally familiar with workplace bullying what strategies they adopted to get their bullying to stop and if those actions were effective. Here are the results of that survey.
Tags: attorney, bullied targets, confront, Daniel Christensen, David Phillips, Gary Namie, HR, lawsuit, Sean Lunsford
Posted in Bullying-Related Research, Tutorials About Bullying | 23 Archived Comments | Post A Comment (
Wednesday, April 18th, 2012
Since 2008, WBI founders have periodically offered intensive, interactive, small-group training for mental health counselors, human resources professionals, attorneys, trainers and consultants. All have sought to either establish a new practice or expand an existing one to include a specialization in workplace bullying. It is a 3-day training called Workplace Bullying University. Sessions are held in Bellingham, Washington.
The next University is June 15-17 for general professional audiences.
Wednesday, March 21st, 2012
SHRM, the Human Resources professional trade association, released results of a non-scientific workplace bullying survey based responses from 400 members on Feb. 28, 2012. Remember, the phenomenon is seen through the lens of HR staff. Here are the major findings to compare and contrast with the national scientific survey conducted of adult Americans, last done in 2010 by WBI.
Thursday, March 8th, 2012
This is a Kevin Morrissey suicide story update. The Hook’s investigative reporter, David McNair, uncovered the e-mail exchanges between Kevin and University HR rep. Angelee Godbold who was somewhat sympathetic to Morrisseey who had been banned from his office for no ojective reason by his editor boss, Ted Genoways. Godbold characterized Morrissey’s situation as an “awkward workplace scenario,” but advised him to follow orders lest he be called “insubordinate.” Frustrated by the administration’s failure to reign in Genoways, Morrissey went over Godbold to more senior officials and the gentle man apologized to Godbold for doing so! Godbold agreed that HR had no power over Genoways, a manager, because he reported directly to the then campus President Casteen. And the president’s office had done nothing to protect Morrissey. The last disparaging e-mail from Genoways to Morrissey was on July 30 at 9:47 am. Kevin committed suicide shortly after that. – GN
Monday, July 11th, 2011
HRIQ speaks with Gary Namie, co-author of The Bully Free Workplace. Namie explains what managers need to know about harassment and bullying, and what they can do to stop it.
Interview conducted by Taylor Korsak, Editorial Intern for Human Resources iQ.
1. Let’s begin our discussion by defining “bullying in the workplace.” How common is it and why should it be a major concern for company leaders?
First, let me be clear that we distinguish bullying from incivility, inappropriateness, rudeness and disrespect. Our definition is “repeated, health-harming mistreatment by one or more employees directed toward another employee that takes the form of verbal abuse, threats, intimidation, and humiliation, interference with work production or in some combination.” It is a form of abuse. It is recognized by the National Institute of Occupational Safety and Health (NIOSH) as a non-physical form of workplace violence. Bullying is not merely an arched eyebrow or raised voice, it is a systematic campaign of interpersonal destruction launched by one person, with many others soon joining in, to destroy another person’s health, status, identity, job, career, and sometimes even their family.
Thursday, June 16th, 2011
In Ventura County just south of lovely Santa Barbara, California, a remarkable and unusual thing happened. A grand jury (GJ) was convened to act like consultants contracted to investigate complaints (one of their roles in that county) about workplace bullying by current and former county workers. The GJ as investigator concluded that bullying is a problem and employees deserve protection from it. An investigation conducted by HR might have concluded differently (as it nearly always does). The GJ reported that HR procedures are not trusted. Said the county HR director, John Nicoll, “We do not tolerate employees being mistreated because they’ve filed a complaint.” This directly contradicts facts in the GJ report. Note how outsiders found the truth about bullying.
Tags: grand jury, HR, John Nicoll, Ventura County, Workplace Bullying Institute
Posted in Employers Gone Wild: Doing Bad Things, Rulings by Courts, WBI in the News | 2 Archived Comments | Post A Comment (
Friday, December 10th, 2010
Kermit, the HR director for the Washington State Department of Transportation, has reportedly terrorized HR staff for years. He has now been fired for being a bully. And he now chooses to sue the state. Watch the Seattle NBC affiliate KING-TV report that aired on Dec. 9. Great tale of workplace bullying. Everything is accurate except the myth that HR is supposedly the role model for organizational integrity.
Friday, September 3rd, 2010
I want to love HR. I know good HR people. One shining example was a 2009 WBI University graduate. She was accustomed to serving at the executive level, as Senior Vice President, in several hospitals. When we met, she had lost two previous jobs simply because she dared to stand up to senior manager bullies. Each time, the CEOs terminated her and kept their buddies. We withhold her name so she can work again.
Another good person is a New York City-based HR professional who blogs and has written a book called the HR Toolkit and works with our NY State group to pass the anti-bullying Healthy Workplace Bill, despite SHRM’s official opposition to the legislation.
Tags: HR, human resources, WBI-Zogby, workplace bullying
Posted in Bullying-Related Research, Employers Gone Wild: Doing Bad Things, Tutorials About Bullying | 4 Archived Comments | Post A Comment (