Stop Workplace Bullies

Stop tolerating intolerable people

"Our prime purpose in this life is to help others.

And if you can’t help them, at least don’t hurt them."

The Dalai Lama

Workplace bullies with their patterns of harassment, emotional abuse and targeted aggression can be found hiding in the best of law firms and corporations.

Abusive behavior that is cause for immediate dismissal in a subordinate is overlooked when exhibited by a "rainmaker" or "sacred cow."

Stress remains the number one injury in the workplace. And yet, excuses are made for these weak but powerful people.

Employees and candidates know where the bullies reside. Law firms and corporations who support this type of behavior are vulnerable to negative recruiting and high turnover.

Who is the weakest victim?

Experts tell us that the weakest victim is not the targeted person. It is management, with all the power and money to do something about it, but lacking the courage to make it stop.

Take a stand against abusive behavior! Promote a bully-free / jerk-free workplace as a recruitment edge to attract and retain employees.

What is workplace bullying?

It is pattern of workplace harassment, emotional abuse and targeted aggression. It is not an isolated incident.

What can you do about it?

Educate yourself

Profile of the serial bully

Workplace Bullies

Bullybusters

Stop making excuses - there is no mediation for bullying. Bullying has to stop.

Create a company-wide policy.

Talk about it, deal with it, and STOP it.

Bordwell & Associates

(949) 724-1466

Court Expands Harassment Protection
September 2005

Harassing conduct does not have to be sexual in nature to be illegal. The federal Ninth Circuit Court of Appeals recently ruled that offensive supervisor conduct, such as shouting, using foul language, invading employees' personal space, and making threatening gestures, may violate the law if it is directed more at one group than at another.

This treatment becomes illegal when it creates a more hostile work environment for that group than others and has substantial and material adverse consequences. The law, in this case Title VII of the federal 1964 Civil Rights Act, is aimed at the consequences of an employment practice and not at the motivation of co-workers or employers. Christopher v. National Education Assoc. 2005 U.S. App. LEXIS 19061 (9th Cir., 2005).

What Should You Do?

Create and publish a strong zero-tolerance policy for all types of harassment.

Include in your policy a process employees can use to raise harassment complaints, including that caused by supervisors.

Train employees and supervisors to understand the kind of conduct that is considered unlawful harassment.

Investigate and remedy all unlawful harassment swiftly and effectively.

Bordwell & Associates

(949) 724-1466