Posts Tagged ‘workplace bullying’


Let’s Talk with Kalola: Industrial Worker

Wednesday, February 13th, 2013

Let’s Talk with Kalola, where targets can share their experiences with WBI’s blog readers. Here we go!

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Canadians mark Anti-Bullying Wear Pink Day: Feb. 27

Monday, February 11th, 2013

What began as a high school initiative, wearing pink to signify a commitment to end bullying, evolved into a Union-supported event for adults suffering workplace bullying. The day is February 27.

Here is the notice on the BCGEU site.

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Posted in Events & Appearances, Unions | No Archived Comments | Post A Comment () »



Open Door Policy: How’s that working for you?

Saturday, February 9th, 2013

Management tells non-supervisory workers (underlings, subordinates) that direct, honest communication with your boss is possible, as if both are equals. It’s called an “Open Door Policy.” Sounds great, but rarely practiced. Just another disingenuous biz buzz phrase that rings hollow. Here’s an example of the words:

At Cablevision we maintain a true culture of family and teamwork based on mutual respect. We foster an environment of camaraderie, equality, cooperation, dedication, and recognition. We believe in the importance of supporting our employees by providing excellent career-development opportunities, tuition assistance, valuable training, and maintaining an open door policy.

An “Open Door” is offered as an excuse to convince workers there is no need to bring in a union for representation. Target, the retailer, uses the ploy. Watch the video to see for yourself.

But workers and managers are not equals. Here’s an example of what actually happened when workers try to use such a policy. 23 Cablevision (see its policy above) Brooklyn, NY union workers were fired on Jan. 30.

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Posted in Employers Gone Wild: Doing Bad Things, Unions | 3 Archived Comments | Post A Comment () »



Workplace bullying without consequences is not bullying

Thursday, February 7th, 2013

WBI introduced the British term “Workplace Bullying” to the U.S. back in 1997. We sometimes cringe when we see the bullying or bully terms tossed around glibly when people really mean to say “mean.” Bullying is so much more.

WBI defines workplace bullying as repeated, health-harming mistreatment of one or more persons (the targets) by one or more perpetrators that takes one or more of the following forms:

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Posted in Bullying & Health, Tutorials About Bullying, WBI Education, WBI Surveys & Studies | 2 Archived Comments | Post A Comment () »



CBS Miami Interviews Target of Workplace Bullying

Wednesday, February 6th, 2013

Feb 6, 2013 – CBS-Miami

Carla Parmejano recounts how she was treated while working at a restaurant where she was bullied by the owners and her coworkers.

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Posted in Broadcasts: Video, TV, radio, webinars, Media About Bullying, WBI in the News | 5 Archived Comments | Post A Comment () »



PA State Coordinator for Healthy Workplace Bill on Philly TV

Wednesday, February 6th, 2013

Pennsylvania State Coordinator for the WBI anti-bullying Healthy Workplace Bill is featured on Philadelphia KYW-TV (CBS) on Feb. 5, 2013.

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Posted in Broadcasts: Video, TV, radio, webinars, Healthy Workplace Bill (U.S. campaign), Media About Bullying, WBI in the News, Workplace Bullying Laws | No Archived Comments | Post A Comment () »



No excuses. Workplace bullying & abuse are perpetrated by people.

Monday, February 4th, 2013

I’m old enough to remember when prostitution was rationalized as a “victimless” crime. The lies included: no one gets hurt, everyone is an adult free to choose, customers aren’t bad people just doin’ what comes naturally, blah, blah. Then newer generations discovered the sex slave trade, exploitation of young children, crime syndicates keeping the spoils. There certainly were then, and are, victims.

In our 15-year (16 in June) American campaign to raise awareness about the dangers of workplace bullying, we’ve seen some similar nonsensical rationalizations about this particular form of interpersonal violence. Excuses and protections for offenders delay societal rejection of workplace bullying. We call for an increased sympathy for bullied targets, the victims, to accelerate change.

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Posted in Commentary by G. Namie, Tutorials About Bullying, WBI Education | No Archived Comments | Post A Comment () »



The corporation that protected workplace abusers

Monday, February 4th, 2013

Imagine the largest U.S. corporation in its industry harboring abusive managers, 124 of them, despite complaints from people closest to those harmed and even inquiries from the police. It was the kind of abuse that can permanently traumatize individuals and families. Further imagine excusing the accused (because they said they did not do it) and allowing them to continue to work with no penalties or accountability for the wrongs committed. When evidence rose to undeniable levels, the CEO never admitted what the abusive managers did, never helped the people harmed, but chose to move offenders out of state or out of the country! Still no punishment. And if that wasn’t outrageous enough, imagine that the CEO claims credit for an “evolved” attitude toward the abuse after his retirement only after public revelations of his unconscionable decisions.

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Posted in Employers Gone Wild: Doing Bad Things, Fairness & Social Justice Denied, Media About Bullying, Print: News, Blogs, Magazines | No Archived Comments | Post A Comment () »



Let’s Talk with Kalola: Clinic Nurse

Wednesday, January 30th, 2013

Let’s Talk with Kalola, where targets can share their experiences with WBI’s blog readers. Here we go!

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Fast Company: Good article on woman-on-woman bullying

Friday, January 25th, 2013

We reprint a good article on the topic of woman-on-woman workplace bullying. You can read our own thinking about it here. The W-o-W bullying phenomenon was also captured in the WBI 2010 U.S. Workplace Bullying Survey in which women bullies (38% of all bullies) targeted other women in 80% of situations.

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Every Office Has Its Bullies, Here’s How to Outwit Them
by Jude Stewart, Fast Company

All of us can be difficult to work with at times, in ways we’re usually blind to. Here’s how to deal with others (and your own flaws) to defuse difficult work situations, from the authors of “Mean Girls at Work.”

Everybody knows them, that ragtag parade of office meanies: the inveterate gossip, the underminer, the credit-stealer, the boss rolling his eyes or openly playing favorites. But discussions of workplace conflict too often focus on poor innocent me, persevering amid difficult coworkers. Less discussed is a more uncomfortable fact: All of us can be difficult to work with at times, in ways we’re usually blind to. This is particularly pernicious when you’re the boss, since you’re both too pressed for time to recognize your shortcomings and–let’s face it–even your most forthright direct reports may be reluctant to point out your flaws.

Office squabbles seem minor, but their costs to individuals and organizations can rack up. In a 2011 white paper, the Center for Resolution estimated a typical manager spends 20-40% of her time dealing with employee conflicts. Office disputes are a decisive factor in most employee departures, and 90% of cause-related terminations. Truly intractable conflicts can wind up in litigation with price tags of $50,000 to $100,000 in attorney fees.

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Posted in Print: News, Blogs, Magazines, Tutorials About Bullying | No Archived Comments | Post A Comment () »



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