Posts Tagged ‘Workplace Bullying Institute’
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?
Tags: 2014 U.S. Workplace Bullying Survey, bullying statistics, causes of workplace bullying, Daniel Christensen, Dave Phillips, Gary Namie, Workplace Bullying Institute
Posted in WBI Surveys & Studies | No Archived Comments | Post A Comment (
Saturday, July 19th, 2014
Tags: employers, Gary Namie, got a minute, workplace bullying, Workplace Bullying Institute
Posted in Commentary by G. Namie, Media About Bullying, WBI Education | No Archived Comments | Post A Comment (
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.
Tags: amendments, business lobby, Chamber of Commerce, David Yamada, Gary Namie, Healthy Workplace Bill, Unions, vicarious liability, workplace bullying, Workplace Bullying Institute
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 (
Thursday, July 10th, 2014
By David Shadovitz | Human Resource Executive, July 10, 2014
Anti-bullying legislation continues to gain momentum in state legislatures, with Tennessee becoming the first state to pass anti-bullying legislation.
On June 17, Tennessee Gov. Bill Haslam signed into law the Healthy Workplace Act, a law that affects the practices of state and local government agencies. Private employers are not affected.
The law defines “harassment, intimidation or bullying” as any act that “substantially interferes with a person’s work performance or creates an intimidating, hostile or offensive work environment,” and instructs the Tennessee Advisory Commission on Intergovernment Relations to create a model policy by next March. Employers have the option to adopt the TACIR policy or not. Those deciding to enact it would be immune from claims arriving from bullying behavior.
Proponents of anti-bullying legislation and experts believe other states could soon follow in the Volunteer State’s footsteps, with some pointing to New York and Massachusetts as the most likely to pass anti-bullying laws that would also include private-sector employers.
So far, 28 states have introduced anti-bullying legislation this year, according to the Workplace Bullying Institute in Bellingham, Wash.
In June, Puerto Rico Governor Alejandro Garcia Padilla vetoed legislation that would have held both public- and private-sector employers in that territory accountable for workplace bullying. In doing so, Padilla pointed to the Department of Justice’s view that the definition of “workplace harassment” is too vague and the fact that victims of workplace bullying can still seek protection under the territory’s Constitution.
Gary Namie, national director of the Workplace Bullying Institute and a chief architect of the Healthy Workplace Act, says his reaction to the Tennessee law is generally positive. Any legislation that focuses on abusive conduct in the workplace breaks the silence, he says. “You’re going to have all of the institutions talking about it now.”
But while he considers the Tennessee law a good first step, Namie adds that he’s disappointed by the legislation’s limited scope and authority, describing it as a “gutted” version of the Healthy Workplaces Act.
Namie notes that it’s also unfortunate that under the act “all of the processes still happen in-house under a shroud of secrecy . . . . “Everything remains internal.”
Recent studies confirm that bullying continues to be a widespread and troubling issue in workplaces.
Tags: david shadovitz, Gary Namie, Healthy Workplace Bill, human resources executive, Puerto Rico, Tennessee, Workplace Bullying Institute
Posted in Healthy Workplace Bill (U.S. campaign), WBI in the News, Workplace Bullying Laws | No Archived Comments | Post A Comment (
Thursday, July 10th, 2014
Thursday, July 3rd, 2014
My story started when a new manager came to run the store. I had been working at the store for 12 years. I am a good team leader popular with everybody, ie., staff and customers. I am helpful and willing to share my knowledge. I am diligent and industrious and willing to stand up against injustice.
The new manager began nit picking, criticism of trivial nature all the time asking me to show others my duties then took all my achievement.
I went sick and blamed myself. I was so depressed. I picked myself up and asked for a meeting. Went to the meeting, a new area manager told me straight away I was not up to job.
With all of the prolonged negative stress, I had very bad stress and a breakdown. Sorry out of space.
Thursday, June 26th, 2014
Tags: adult bullying, Broward Crime Commission, conference, Gary Namie, James DePelisi, July 24, workplace bullying, Workplace Bullying Institute
Posted in Events & Appearances, Hear Ye! Hear Ye! 2, WBI Education | No Archived Comments | Post A Comment (
Monday, June 16th, 2014
WHAT STOPPED THE BULLYING in 2014
Question: What stopped the abusive mistreatment?
Tags: 2014 U.S. Workplace Bullying Survey, bullying statistics, Daniel Christensen, Dave Phillips, Gary Namie, Workplace Bullying Institute
Posted in WBI Surveys & Studies | 2 Archived Comments | Post A Comment (
Saturday, June 14th, 2014
Tags: bullying statistics, coworker, Gary Namie, got a minute, Workplace Bullying Institute
Posted in Broadcasts: Video, TV, radio, webinars, Tutorials About Bullying | No Archived Comments | Post A Comment (
Friday, June 13th, 2014
By Richard P. Himmer, an Emotional Intelligence Consultant and Affiliate of the Workplace Bullying Institute. He is conducting research for his dissertation and will soon be soliciting for volunteers to be part of the study. He can be reached at EQMicroSkills.com.
For many employees, going to work each day requires all their strength — not because they are physically challenged, but because they have a bully in their life. Fifty-two percent of a target’s day is spent avoiding the bully. Workplace bullying is described as psychological terror and it continues to escalate.
In 1996, 75 percent of surveyed organizations said they had no bullying in their organization, executives in sum denied that it existed. In a recent 2014 survey by the Workplace Bullying Institute (WBI) more than 65 million American workers are affected by what is called the American Cancer and public awareness is 72 percent.
Tags: emotional intelligence, Richard Himmer, workplace bullying, Workplace Bullying Institute, Workplace Bullying University
Posted in Tutorials About Bullying, WBI Education | No Archived Comments | Post A Comment (