Posts Tagged ‘workplace bullying’
Thursday, June 13th, 2013
A story of double jeopardy — a victim of domestic violence is treated like a criminal by her employer. Carie Charlesworth, 2nd grade teacher at Holy Trinity school in San Diego, warned her principal that her ex-spouse was on the grounds despite a court restraining order. The school went into lockdown. The abusive man subsequently went to prison for other crimes. Carie was fired and prevented from working for any other school in the diocese (district). Read the termination letter. Sadly, her four children enrolled at the school were also tossed out.
Simply put, because the violent man broke his restraining order, teacher and mother Carie was punished.
Video from NBC-TV-7, San Diego
A 2011 study by Legal Aid Society-Employment Law Center Project SURVIVE found that nearly 40% of survivors in California reported being fired or fearing termination due to domestic violence.
Tags: Carie Charlesworth, domestic violence, Holy Trinity, teacher fired, workplace bullying
Posted in Broadcasts: Video, TV, radio, webinars, Media About Bullying, Tutorials About Bullying, WBI Education | No Archived Comments | Post A Comment (
Monday, June 10th, 2013
Listen to the reasoning Ed Snowden, the self-confessed NSA whistleblower, describes. He chose to not remain “comfortable” while he watched top secret surveillance (of dubious constitutionality) turned on Americans grow year by year. He has sacrificed his career and safety to convince Americans that they should tell Congress to stop spying on its citizens. Watch the reactions.
Who will give him credit for bravery? Not Sen. Dianne Feinstein who spoke of a “culture of leaks,” and not the President whose pledge of transparency rings hollow in light of the evidence Snowden outed. Snowden is out of the U.S. and is certain he will be hunted like prey. Read the smears by New York Times columnist David Brooks.
The bullying, no the torture, of the whistleblower has just begun. Follow the assassination of his character as defenders of the status quo rally to brand him a traitor (he rebuts that argument in this interview). Reports about an abnormal childhood will surface. Former love partners will suddenly appear proclaiming him an inadequate young man. Coworkers will say he was always a bit “off” and “different.” His managers at Booz Allen will say they had no idea he was so untrustworthy. Here’s the job description to be Snowden’s replacement in Hawaii. Blah, blah, blah. All garbage manufactured by people with 1/100th of Snowden’s ethics.
The older ones among us remember the condemnation of Daniel Ellsberg who leaked the Pentagon Papers that showed government lying about Vietnam. Would we ever have left there without that disclosure? Unlikely. And it is Ellsberg who considers this leak the most important in American history.
We need truth tellers. Why must telling the truth cost principled people their jobs, careers and safety?
Those who are bullied at work and reveal the truth about the abuse and abusers are similarly discredited and blamed. All whistleblowers are bullied. Not every one bullied is a whistleblower. All are made to suffer for taking a principled stand.
I think the followers of WBI can identify with Snowden.
Tags: character assassination, Ed Snowden, ethics, principled, truth telling, whistleblower, workplace bullying
Posted in Broadcasts: Video, TV, radio, webinars, Media About Bullying | No Archived Comments | Post A Comment (
Friday, June 7th, 2013
Amherst Bulletin Editorial
June 5, 2013
Bullying has become a major issue over the past few years, and rightfully so. The focus has been mainly on children and teens and the sometimes tragic results of the emotional battering that is still far too commonplace. But at least public schools in this state have taken a strong no-tolerance stand and imposed measures to educate children and swiftly deal with incidents. That does have an impact.
But bullying is not reserved for the young. Though it is not so openly discussed, adults are mistreated this way, too, and the workplace is an area where victims are particularly vulnerable, as their livelihoods are at stake. Therefore, we applaud University of Massachusetts Chancellor Kumble Subbaswamy and other campus officials for publicly recognizing this and taking steps to improve the work environment for campus staff.
Troubled by statistics and comments gathered in an online survey last fall, Subbaswamy sent a memo to faculty and staff recently saying that although the UMass results line up with data gathered at other workplaces across the country, the university finds this unacceptable and is working on ways to eliminate bullying from campus offices.
Tuesday, June 4th, 2013
PROTECTING WORKPLACE BULLIES
WBI 2013-F Instant Poll
At WBI, we have documented how bullies rarely face personal negative consequences for their misconduct. Too often, complaints about bullying are discounted, dismissed or completely ignored. This indifferent response by the organization implicitly rewards the bullying. The uncoupling of bullying from negative sanctions outrages bullied targets. It is the injustice that infuriates targets.
WBI national American studies show that the vast majority of perpetrators (72%) are bosses. Organizational support for managers trumps support for non-supervisory workers.
In this survey, we sought to clarify the sources of support, or protection, for bullies. Protective support prevents punishment for bullies and blocks accountability. Of course over time, protecting bullies sustains a workplace culture that is bullying-prone and unsafe for prospective targets. Protection ensures that bullying continues with impunity.
Tags: bullying with impunity, executive sponsor, Gary Namie, protecting bullies, WBI research, workplace bullying
Posted in Tutorials About Bullying, WBI Education, WBI Surveys & Studies | 3 Archived Comments | Post A Comment (
Monday, June 3rd, 2013
Monday, June 3rd, 2013
[The unspoken, unwritten message employers need to hear.]
I love my job. I apply my education and experience to the task that keeps me stimulated and for which I can still get excited.
When I took this job I didn’t agree to be abused in exchange for a paycheck. I didn’t ask if you had abusers on the payroll and if you were sending me to work with them. I assumed the goodness in everyone as a starting point. I know now I should not have.
It was you who assigned me to a work group managed by a person you chose. I assumed you had managers trained in the interpersonal art of managing people. Evidently you think that is too expensive and rely instead on on-the-job training. All of us pay for that shortsighted decision.
Thursday, May 30th, 2013
By Alexandra Wilson Pecci, Health Leaders Media, May 28, 2013
For many nurses, leaving high school doesn’t mean leaving the bullies behind. Bullying has been called nursing’s “dirty little secret,” but judging by the numbers, it’s hard to believe it could be kept secret at all.
Most women can relate in some way to the 2004 Lindsay Lohan movie Mean Girls, in which her character encounters a group of bullying high school girls who say things like this: “Half the people in this room are mad at me, and the other half only like me because they think I pushed somebody in front a bus.”
But while most women can leave memories like this behind when they graduate from high school, for those who enter nursing and become victims of nurse-on-nurse bullying, leaving high school hasn’t made the mean girls disappear; they’re just wearing scrubs now.
Bullying has been called nursing’s “dirty little secret,” but judging by the numbers, it’s hard to believe it could be kept secret at all.
Twice as many nurses as other Americans have experienced bullying in the workplace. According to study of 612 staff nurses in the Journal of Nursing Management, 67.5% had experienced bullying from their supervisors, while 77.6% had been bullied by their co-workers. Compare that to the 35% of Americans outside healthcare who’ve reported workplace incivility, says the Workplace Bullying Institute.
Tags: Alexandra Wilson Pecci, Cheryl Dellasega, health leaders media, Journal of Nursing Management, mean girls, toxic nursing, workplace bullying, Workplace Bullying Institute
Posted in Bullying-Related Research, Print: News, Blogs, Magazines, Social/Mgmt/Epid Sciences | No Archived Comments | Post A Comment (
Thursday, May 30th, 2013
UPDATE: To write the best workplace bullying policy and enforcement procedures, go here.
On April 16, 2013 the Pima County (AZ) Board of Supervisors approved a new policy to prevent, identify and address workplace bullying. Pima, which includes the city of Tuscon, joins the growing list of U.S. counties (see Fulton County, Georgia) to adopt such measures. You can read the entire policy here.
Workplace bullying is intentional behavior intended to create an abusive work environment for an employee or employees. Bullying behavior is behavior in the workplace that a reasonable person would find hostile, offensive, and not obviously related to an employer’s legitimate business interests.
Features of the Policy:
• It can come from any direction — manager, co-worker, subordinate, appointing authority, elected official, vendor, contractor or member of the public.
• Witnesses, not just direct targets of bullying, may complain
• The list of illustrative examples is long, but nicely categorized as follows, bullying: in general, by supervisor, by coworkers, by sabotage and by shunning.
Tags: Arizona, county employees, government anti-bullying policy, Pima County, policy, Tuscon, workplace bullying
Posted in Tutorials About Bullying, WBI Education, Workplace Bullying Laws | 2 Archived Comments | Post A Comment (
Wednesday, May 29th, 2013
Abuse of power: Dealing with a bully lawyer. By Barbara L. Jones, Minnesota Lawyer, May 10, 2013.
CLE examined the cost of bullying in the legal profession
When Minneapolis attorney Bernice Fields organized a CLE on Bullying in the Legal Workplace, some legal secretaries told her they were afraid to ask for time off to attend.
At least one person in the audience cried at the description of being a bully’s target and what that can do to your health.
And the Minnesota Supreme Court last week confronted bullying in the profession when it suspended attorney Peter Nickitas for 30 days, followed by two years of supervised probation. There were several charges against Nickitas, but they included behavior that could readily be described as bullying. The petition said he made insulting remarks to opposing counsel during an arbitration, even screaming nose-to-nose with one attorney, the petition said. Nickitas could not be reached for comment.
The topic of bullying has taken center stage lately. The Anoka-Hennepin School District entered into a consent decree in 2012 governing discrimination and bullying after seven students there committed suicide. The Minnesota House of Representatives has passed the Safe and Supportive Schools bill requiring schools to have tougher antibullying policies. Hennepin and Ramsey County have “respectful workplace” policies that encompass bullying.
Tags: attorneys, Barbara L. Jones, Bernice Fields, Gary Namie, Hennepin County Bar Association, lawyers, legal secretaries, workplace bullying, Workplace Bullying Institute
Posted in Target Tale, Tutorials About Bullying, WBI Education, WBI in the News | No Archived Comments | Post A Comment (
Wednesday, May 29th, 2013
I’ve worked for a large Big Ten University for 11 years. I met my husband here, we got married, we were a ‘dream team’ together. We worked in separate but related fields and both were at the top of our field.
Then, our college hired a new Dean. This Dean first dismantled my husband’s research. Then he dismantled my job. But instead of just ending my position because of lack of funding, he wrote inaccurate and scathing letters about my performance and personal relationships with colleagues that were simply full of lies.
Overwhelmed with our work issues, my husband and I separated. As soon as we were separated the bullying that targeted me intensified.
I was eventually fired for ‘not getting enough done’ the year my mother died, and my son ended up in the hospital. Because my son is covered by FMLA, I filled a claim of violation with the state and Federal FMLA. At this time, the state has found probable violations and the DOL has found the University in violation.
But, during this time my husband killed himself. The atmosphere in the University is so toxic, that when I called to talk to him that morning, I was told he hadn’t shown up for class (which was unusual) my coworker admitted some concern, but not much at the time. I called back and talked to a different coworker who laughed at me when I asked if anyone knew about my husband’s whereabouts. She laughed and said, “no not about Bill”…laugh laugh laugh. I eventually called the sheriff’s department, and eventually received the terrible news.
The first thing our Dean did was to call into HR to tell them that he knew better than the sheriff’s department and that we weren’t married, we weren’t separated, but we were divorced. That was not true, and both the Sheriff’s representative and the campus police had told the Dean that my husband and I were separated but married. This messed up our benefits for months. I had to prove that we were married.
The college then didn’t invite me to a program at which they honored my husband. I found out about it, but the college told me it wasn’t for me or my son to attend.
At this time the DOL has told the University to give me my job back. But the University is choosing to go into non-compliance. It breaks my heart to think about how much my son has lost because of workplace bullying. And now, because the University is choosing to go into non-compliance, we will have to move just months after his dad passed away. He will now be losing his friends and the only home he’s ever known.