Bullying amongst teens has been in the news of late. However, Bullying on the job, can cost companies good workers. Business Writer Marcia Pounds takes a look at bullying in the workplace in a recent article on the workplace.
Although some may think that bullying can be a good management strategy, it is hardly motivatioinal. Many fear that they will be retaliated against if they raise a fuss.
Research on the subjuect matter, show that Thirty-five percent of adult Americans say they have experienced bullying in the workplace, first hand. Workplace bullying was defined as "repeated, health harming abusive conduct committed by bosses and co-workers" and "repeated mistreatment, including sabotage by others, verbal abuse, threatening conduct, intimidation and humiliation.
The breakdown is as follows: 62 percent are male and 38 percent are female. It is alarming that nearly 60 percent of the bully targets are women.
If an employee feels that they are being harrassed at work by a bully, they should file a complaint and get it on the record. Employers should have a policy in place to address the issue of harassment and disciplinarian actions. It is not an excuse to say that the person is mean to everyone, therefore, this is not an issue. In the area of employment law, an employer may be liable for a hostile work environment and harassment if the employee can show a pattern.
An employee that is retailiated against for notifying an employer of a hostile environment and harassment from another employee may have a claim against the employer. They should seek legal counsel to discuss their rights.
The Equal Employment Opportunity Commission (EEOC) enforces Federal laws prohibiting employment discrimination. These laws protect employees and job applicants against employment discrimination when it involves:
• Unfair treatment because of race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information.
• Harassment by managers, co-workers, or others in the workplace, because of race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information.
• Denial of a reasonable workplace accommodation that the employee needs because of religious beliefs or disability.
• Retaliation because the employee complained about job discrimination, or assisted with a job discrimination investigation or lawsuit.
It is important to note that not all employers are covered by the laws we enforce, and not all employees are protected. This can vary depending on the type of employer, the number of employees it has, and the type of discrimination alleged.
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