Posts Tagged ‘Workplace Bullying Institute’


Got a Minute? For Employers

Saturday, July 19th, 2014

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Posted in Commentary by G. Namie, Media About Bullying, WBI Education | 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 () »



HR Exec: Taking Aim at Workplace Bullies

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.

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Posted in Healthy Workplace Bill (U.S. campaign), WBI in the News, Workplace Bullying Laws | No Archived Comments | Post A Comment () »



New WBI poll — believing bullied workers

Thursday, July 10th, 2014

For bullied targets. When I described what happened to me

View Results

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Posted in WBI Education, WBI Surveys & Studies | No Archived Comments | Post A Comment () »



Let’s Talk with Kalola: Bullied in England

Thursday, July 3rd, 2014

Dear Kalola,

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.

Jean


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Adult & Workplace Bullying conference: Broward Crime Commission, July 24

Thursday, June 26th, 2014

Register Here (Program appears here for review)

Host organization: Broward Crime Commission, James DePelisi, President

The Workplace Bullying Institute is a proud participant

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Posted in Events & Appearances, Hear Ye! Hear Ye! 2, WBI Education | No Archived Comments | Post A Comment () »



Workplace Bullying: What Stops U.S. Bullying

Monday, June 16th, 2014

WHAT STOPPED THE BULLYING in 2014

Question: What stopped the abusive mistreatment?


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Posted in WBI Surveys & Studies | 2 Archived Comments | Post A Comment () »



Got a Minute? Coworker Witnesses

Saturday, June 14th, 2014

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Posted in Broadcasts: Video, TV, radio, webinars, Tutorials About Bullying | No Archived Comments | Post A Comment () »



Himmer: Workplace bullying and emotional intelligence

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.

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



Workplace Bullying: U.S. Coworkers’ Actions

Tuesday, May 27th, 2014

COWORKER REACTION TO BULLYING in 2014

Results from several WBI online surveys of bullied targets reliably show that coworkers rarely help their bullied colleagues. Several social psychological processes operate in the group setting to explain the failure to act prosocially.

The perspective of the general public captured in this national Survey describes circumstances somewhat more positively than surveys of bullied targets. We believe the reference to “most of the witnesses” led to these inexplicable results. The flaw is in the design of the question.

Doing nothing was the most cited tactic. Of course, doing nothing to help colleagues when they are distressed is not a neutral act. It is negative. However, it is not the same as betraying the target by siding with the perpetrator(s). Negative actions were taken in 49% of cases.

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