Horizontal Workplace Violence And Bullying

[PTSD sufferer]

This is my current situation - we were already a competent team and worked well together, so it's not so easy for the new boss to intimidate someone when he kicks furniture, yells, accuses them of his mistakes, crticises them in front of others etc.

Hashi,

I hope you have reported his 'kicking of furniture' to HR, the Union and the Management Team!!!!This is a blatant act of physical violence.

You and your team have rights and he is trespassing on you and your teams right to a safe and secure workplace. In addition, this act of violence is damaging company property and a trespass on the corporation. All of which is intentional.

Displaying physical violence, including psychological intimidation by physical acts of aggression is not something to dismiss or learn to 'manage'. It shows you that he has the intention of being violent, and it may not be the furniture next time - that is the threat he has waged against you and your colleagues!

If he kicks the furniture again, do not hesitate to contact the security desk (in your company or in your building) and have him escorted from the premises.

Please seek external legal advice for yourself and your team, this is not an acceptable situation and shame on your HR and Management team for their failure to act! If something more happens, and if anyone in your team is hurt, it will be negligence on their part.

I am livid!!! PS

 

[BloomInWinter]

I agree with PTSD sufferer. Call the police. EVERY TIME.

File a report, EVERY TIME.

Every time something happens, send an email and keep using the term 'this worker's hostility is...[frightening, distracting, troubling, bothersome, triggering, etc.]' to begin documenting the hostile workplace.

That person is a bully and silence is one of his weapons. Documentation is one of your defenses, though it is frightening.

I survived and got a bully moved from my workplace this past year. I have been there. It was documentation that forced the higher ups to do something. Once I learned to NOT accept 'verbal promises' from higher ups, and instead reported and relied upon documentation, it got changed.

...and it was difficult, frightening, and totally worth it.

Hang in there!

 

[PTSD sufferer]

He's now starting to target someone else in a more subtle way and set them and the rest of us against each other.

Hashi,

Sorry one more point....

What you have said above is that he is alienating people. Bullies can also alienate people by making promises or bringing one person on his side. This one person, although you think they are protected (and they may too) by taking his side, is at high risk...everyone is a potential target. Remember, alienation and separation are the modus operandi.

If you choose to stay in the situation, you must keep your team together. Remind them of how good it was before the manager arrived. Bring everyone back together. Let them know that you think you should all look out for each other because you are more than colleagues you are friends...don't leave anyone out, even if they appear to be on his side, remind them that you are all there for each other. Safety in numbers...and continue to report, keep a paper trail and call security at any sign of violent behaviour.

PS

 

[lil_fighter]

I agree with the above posts with regards to Hashi's situation (which by the way is disgusting, the way this guy feels so comfortable to behave the way he does).

I think if any physical violence occurs, even if he is aiming it furniture, should be documented and reported - no question. You should in a way take advantage of the fact that it is abuse and bullying in a 'physical' sense and also the fact that your team have witnessed the behaviour.

Psychological bullying - which is also what he is doing- is as we know much more difficult to prove. Strike while the iron is hot and use the physical acts against him.

PTSD Sufferer said:

If you are being harmed (physically or psychologically) walking away, is just as powerful as fighting back, and sometimes walking away is the smarter thing to do. Ignoring may signal that the bully can get away with it, so it may not stop it. Fighting back, may create a situation where you become more of a target. Hence, sometimes walking away is best.

and thank you so much for pointing this out. I left that workplace at the end of 2010 but was thinking of it before christmas recently because it was the 'anniversary' if you like. I definitely see the positive in walking away now and if I hadn't have walked away, I would never have met the interesting, decent people I have since met and I would never have had the experiences I was fortunate enough to have. I started a job with another school after being unemployed and doing voluntary work for a few months and saw the staff of the old school I worked at when I was on a school trip with the kids from the new school (some event for lots of local schools. You'd think they'd be smug or happy that I left and had moved on...but no, this one ringleader was absolutely fuming and really uncomfortable and this is a whole year later!...haha and so that proves your point. By leaving, sometimes you are preserving yourself (and your sanity) by not allowing them to have a piece of you, it's like they live off of the bullying and you provide them with some kind of valuable source by being the target all the time. You get away and a part of them dies almost - until they find a new victim.

 

[PTSD sufferer]

Very well said. By walking away you win every time. I am so happy that the situation worked out for you and that you had the fortunate opportunity to stand tall and show the bully and old coworkers that you walked and won. You go girl!

 

[PTSD sufferer]

Hi Hashi,

I have pulled the following together for your benefit, and it may help others. Knowledge is power and familiarising yourself with your company’s Code of Ethics and Conduct is important, but it is even more important that you familiarise yourself with the law.

Not many people realise that the law is there to protect them. Regardless of how 'big' or 'scary' a company may seem, a company is classified as a legal 'person' and therefore subject to the same laws people are.

There are various organisations that can help you in your situation, please remember to always keep a written record of your emailed grievances, of meetings and write incident reports relating to his behaviour. This behaviour is a 'Tort' under 'Common Law' and if he kicks the furniture again, the penalty is quite significant.

What you can do to tackle a bully at work

Please note that keeping a record of complaints and meetings is important. If you can access a union, have them present. If you cannot access a union ask a trusted colleague to attend the meeting with you. These are you rights.

[DLMURL]http://www.worksmart.org.uk/health/what_can_i_do_to_tackle_a[/DLMURL]

These pages also stipulate what a company should do in the case of bullying, harassment and other grievances when you make a formal complaint or grievance. This includes:

1) Investigating your complaint promptly
2) Interviewing you, allowing you to accompanied by a fellow worker or union rep
3) Interview the bully, making sure they may face disciplinary action
4) Deal with the complaint under the disciplinary procedure of the company

UK Protection from Harassment Act 1997

In the UK, this Act gives you protection as it is a high level offence to put people in fear of violence and the lower level crime of harassment (general bullying). See PFHA 1997 Sections 1 and 2.

http://www.legislation.gov.uk/ukpga/1997/40/crossheading/england-and-wales

Please also be aware of the penalty that the UK enforces for bullying and harassment at work includes 6 months imprisonment and fines.

http://www.legislation.gov.uk/ukpga/1997/40/section/2

Then read section 4: 'Putting people in fear of Violence'.. of the Act (1997). If the action of kicking the furniture happens he is causing fear and violence. If he does it for a second time, he is guilty of an offence. For which he can be criminally charged and will face up to 5 years in prison, a fine or both. Also a good idea to read the Act (and thus your statutory rights) in full.

http://www.legislation.gov.uk/ukpga/1997/40/crossheading/england-and-wales


Global Human Rights

‘Everyone has the right to [...] a just and favorable conditions of work and has the right to form or join trade unions for protection of his interests’ (UDHR Article 23).

I think it is a good idea for anyone facing your situation to look into the laws that are there to protect your human right to a safe workplace. All Acts, whatever country you reside in, are made publicly available through the internet.

Sorry it has taken me so long to post this, PS

 

[Kris1984]

Thanks for all the conversation and replies, it has been awhile since I have been on so I have a lot of catching up to do.

 

[PTSD sufferer]

Last posting on familiarising yourself on your rights in workplace bullying situations...

Australia

Australia’s Work Safe Act (2009) and the collection of laws under the Work Health and Safety Act (2011) and Discrimination Act (1991) and Public Sector Management Act (1994) all provide legislation to protect you against bullying, harassment and violence in the workplace.

http://www.worksafety.act.gov.au/page/view/1211#Legislation

You can also approach the Australian Human Rights Commission to help you. Your employer is legally responsible under (at least three) laws for providing you with a safe workplace. Employers have a duty of care to your health and wellbeing whilst in their employment. Bullying and harassment are considered under these laws. Here is a link to the Australian Human Rights Commission and you can lodge a complaint with them and they will investigate.

[DLMURL]http://www.hreoc.gov.au/bullying/factsheets/workplace_bullying.html[/DLMURL]

US

Look into the the US Workplace Bill of Rights, pay attention to the section on 'Intentional Infliction of Emotional Distress'. This law states that it is unlawful for an employer to deliberately cause an employee serious emotional harm. You may have been treated unlawfully if your employers conduct towards you was:

1) Extreme and outrageous, beyond the bounds of acceptable conduct in a civilised society
2) Intended to, or could reasonably be foreseen to, cause a reasonable person serious emotional trauma
3) Actually the cause of severe and serious emotional distress for you.

http://www.workplacefairness.org/your-rights

The US Healthy Workplace Bill is being tabled in early 2012 for consideration under federal (national) law. There is quite a bit of campaigning for its introduction in the US, which I support whole heartedly and I hope the bill will be passed to support victims of workplace violence. This bill has been adopted in a number of states, so its worth looking at Dead Link Removed for information.

Keep in mind that you are also expected to abide by the law and your colleagues and bosses are also protected under these laws...

Hope this all helps, PS

 

[Kris1984]

Thank you for that information, I will certainly look into it!

 

[Tessa]

None of these contacts helped me. I was subjected to humiliating acts and contacting these organisations only led to prolonged trauma.

 

[Kris1984]

I am sorry for what you have gone through Tessa!

 

[PTSD sufferer]

None of these contacts helped me. I was subjected to humiliating acts and contacting these organisations only led to prolonged trauma.

Hi Tessa,

I am so sorry to hear that you did not receive the support you needed. I was very unsupported too and the best solution for me was to walk away.

I have spent a huge amount of time educating myself since. But if I was back there with the knowledge I have now, I would have still walked away - sooner despite not being able to pay the bills.

If you feel comfortable, can you share more about your experience? We are all hear for you.

All my love, PS xxoo