08BULLYING

I have started a new petition to Stop Bullying in The Workplace. It's Called 09Bullying could please sign it and pass it on? http://petitions.number10.gov.uk/09Bullying/ When you complete the petition - it will email you a link which you have to click to actually have your name added to the list. Please do remember to check your spam folder if your email doesn't appear and make sure your name is on the list!

Stop Bullying in the workplace

40% of UK organisations still do not have an effective policy
on bullying. Introduce legislation that makes it compulsory
that all workplaces have an effective policy on bullying. All
organisations will submit a report on how many staff have
submitted grievances or complained of bullying to the local
newspapers who will report the bullying figures. Reports
repeatedly reveal that between 10-50% of employees experience
bullying which prevents them from fulfilling their duties the
absence of legislation on bullying at work leaves both
employees and employers unprotected. Bullying is the cause of
underperformance, not the solution. Stress is now the number
one cause of sickness absence; bullying is a major cause of
stress. The cost of bullying to industry and taxpayers is
estimated to at least £12 billion annually. The cost of
conflict in the workplace could be in excess of £20-30 billion
annually. This is equivalent to a hidden tax burden of over
£1000 per working adult per year. Protect the worker change the
law.


Thanks


Vicky

This post has been removed because it contravened our guidelines.

I think people may find this site helpful. http://www.bullyeq.com/

Janet

Yes! And in the case of bullying it can help define a pattern. If you can show what duties you have undertook previously and if those duties change when things go wrong it is clear evidence.

Carl -
I agree totally about keeping records. Even when your manager is great and work life is fantastic, it can all go wrong very quickly. A diary of your work load clearly indicates levels of work - so if (like me a few years back) your great boss leaves and then you get inundated, it shows clearly the difference.
It has helped me a few times when I have refused to be pressured into deadlines. Not that I ever refuse to do specific tasks; I just have very good evidence to show how long things will take, so negotiate deadlines and re-arrange other tasks if urgent work takes priority.

Just been reading about Union of Democratic Mineworkers and their solicitors Beresfords. Sounds similar to Unite-T&G and their now sacked lawyers Edwards Duthie. I think that's vague enough to say without come-back!
What's the better union that you've discovered?

Oh: "swinging from one to another aspect" as C Walsh quite rightly says above, I'm interested in the Sweeny and Simmonds comments above with this to add: when the boss is like a courtier, looking for political contacts or whitehall grants, they don't have time to know the ropes or the tricks of the trade or all the things that go wrong every day. In Rotherham hospital the surgeons hint that things go wrong quote often and that's why they don't want to do operations on Fridays when there is nobody to clear-up the mess over the weekend. In Harringay Social Services one of the problems was the fax machine not working - everyone was too grand or too mad to notice. And the problem of staff being half-good: the social worker in the Victoria Climbie case was great but she was only in her early 20s, had never done an overlapping social work and criminal case before, and her boss was mad. I'm going-on a bit but this kind of hidden territory of medical mistakes and social work mishaps where the boss is called a Chief Executive and has never visited seem a common theme. Maybe I've gone on too much!

Very Disapointed that yor Union is not doing their job. We had T&GWU (unite) at our work and they were useless. Absolute no support! I have since jioned and become shop steward for another union. May I say I think alot of the time it comes down to your members and your reps. Unfortunately some reps are in it for themselves, and the members couldn't care less. A strong union is a huge benefit in the workplace and the first thing it should instill is respect. Respect for the union and respect for its members. If you don't have that management will get away with murder.

As for bullying, here is how I would deal with it. Keep a diary, keep one now before any bullying occurs. Be brave! Realise you are gonna upset the heirachy and you may be forced out. Write a letter immediately to your manager or your managers manager. At the next sign of any bullying write another expressing your disappointment that the bullying is continuing. If it still goes then carry on up the food chain attaching copies of previous letters. If they don't stop get in touch with ACAS who will direct you to a solicitor. Take your diary and copies of letters and your stress report from your doctor and they will be only to happy to help.

Personally I won't except any bullying and I will be in that office kickin off if I see any. But everything hoes down on paper.

I have never worked in LA but I have lived on a small island where it was common place for once ordinary people to suddenly find themselves in positions of great power and above all in charge of huge budgets! A bit like somebody going from a small village to being the Mayor of London.

What goes with that are the airs of grandeur, self importance and no one knows better than me attitude. The hangers on to those in authority all have the same attitude especially as they have all grown up knowing each other, and the culture it breads is a dangerous one. Bullying is just part of that culture which is a normal part of “I want what you have got and if you got it I don’t see why I can’t have it too!”

The point I make is that I am sure that in LA there are strong parallels because of the authority given to quite local people and the villagee attitude that prevails. As Daniel says don’t give power to people who want it and until that is taken care of I suspect LA will continue to be somewhere to be wary of working in.

Its funny reading these posts how similar many peoples experiences are of working in Local Authorities. I was in the same boat over here in Northern Ireland at one stage, where Tammany Hall and Pork Barrel politics are the norm in these organisations.
Add in a healthy dose of sectarianism and bigotry with Counsellors being a little too close to the local terrorists (both republican and loyalist depending on the area), and your life can be really .....interesting. I think the abiding lesson here is that LA is prone to a bullying culture, Both by senior officers and counsellors (the latter often installing the former on the basis of patronage). Very often the local political types confuse a party mandate with a personal licence to misbehave.
A clear code of practice that is binding and that has clear sanctions, may go some way to addressing the problem but there will always be nastly little people in the game. Bearin mind Plato's maxim and dont give power to people who want it. Invariably they dont want it for your benefit!

This has been going on for sometime now. swinging from one to another aspect with lots of posts critical of others.

My LA employer made me ill with stress for 8 months and I mean made me very ill. I had a breakdown which had a very serious impact on my family. My immediate Head of Service NEW what had caused it (bullying by my Exec Director) and even admitted as much in writing when my counsellor interviewed him.

When I went back to work, he went on sick leave about six weeks later assuring me that nothing would happen in his absence, two weeks later I was suspended on some ridiculous allegation.

Christmas 2007 was an absolute nightmare for me and my family, you have no idea how frightened and upset we all were. No communication at all from my employer, my Union Rep did nothing!

Eventually I resigned but on the condition I signed a "gagging order" to say nothing about anything when I left.

I have been at the end of this, it is not nice and it caused me ill health and dire stress for my wife and family.

Oh, and perhaps I am a wimpy type chappy who cant stand being criticised? I spent 17 years in the Royal Marines so I think I could handle "some" stress dont you? But not when these people are out to destroy you and discredit you they were very, very good at it!

I'm out of LA work now and settled into a very nice family run business where "mutual respect" is key. Never again would I consider returning to the close knit "community" of a Local Authority!

It looks like a consequence of

1) A single management line
This tends to pass credit upwards and blame downwards: no works council, no good collection of feedback by a recognised union, no walk-abouts and availability-for-a-quick-work by the directors, no reason to trust any whistleblowing system, no reward for independent criticism and opinion

2) A machiavellian culture
In the two of three programmes "Can Gerry Robinson save the NHS?" made for the Open University, we saw a director who simply believed he couldn't sack a surgeon who refused to try quick keyhole surgery. "You can't sack anyone except in a rather Machiavellian way?" Robinson says after he has been victim of something similar. The director doesn't disagree. In this culture it is an unspoken badge of honour to have taken part in an unfair dismissal and slightly mad people can rise to the top or be promoted near the top as henchmen. Certainly they don't get fired for dishonesty. They come close to admitting it on TV.

I think one solution is to attempt more straightforward payment by performance, difficult though this is in a service to people like teaching or nursing.

I think another solution is to have plenty of management lines: walkabouts, unions that use paid staff to canvas members and feed-back to management, and separate organisations to recieve filter and monitor good suggestions and whistlblowing about bad practices. In the programme one operating theatre admin worker who is also line managing surgeons says "they're like little children and one game we play is trying to think what age they're acting today"; a matron says of her nurses "they don't like an anaesthetist collecting patients bacause it's different, and also because you're Greek. That's being honest". Comments like this by colleagues about each other can only be tested for truth if there is more than one management line. I guess.

Lastly, there is an over-lapping list of genunine nastyness in most of the points above to disliking, cold-shouldering, and failing to be friendly in one or two of them. If staff are over-crowded, forced to work together and make decisions together more than needs-be, this messy side of whatever bullying is will be exaggerated. A workplace with plenty of space and where each person achieves results their own way is less likely to have reports of bullying.

My writing style is a little over-confident, as though I really knew the answer or had managed anything large, but I'd be interested to know if others have better ideas.

Disappointed to note that withholding training opportunities for personal/career progression is not included on this list.

25 TOP WORKPLACE BULLY TACTICS
Workplace bullies use many methods to intimidate their targets. Based on studies of toxic workplaces, the Workplace Bullying Institute has identified 25 of the Top Workplace Bully Tactics employed by workplace bullies (see here).


Falsely accused someone of "errors" not actually made (71 percent).


Stared, glared, was nonverbally intimidating and was clearly showing hostility (68 percent).


Discounted the person's thoughts or feelings ("oh, that's silly") in meetings (64 percent).


Used the "silent treatment" to "ice out" and separate from others (64 percent).


Exhibited presumably uncontrollable mood swings in front of the group (61 percent).


Made up own rules on the fly that even she/he did not follow (61 percent).


Disregarded satisfactory or exemplary quality of completed work despite evidence (58 percent).


Harshly and constantly criticized having a different standard for the target (57 percent).


Started, or failed to stop, destructive rumors or gossip about the person (56 percent).


Encouraged people to turn against the person being tormented (55 percent).


Singled out and isolated one person from coworkers, either socially or physically (54 percent).


Publicly displayed "gross," undignified, but not illegal, behavior (53 percent).


Yelled, screamed, threw tantrums in front of others to humiliate a person (53 percent).


Stole credit for work done by others (47 percent).


Abused the evaluation process by lying about the person's performance (46 percent).


Declared target "insubordinate" for failing to follow arbitrary commands (46 percent).


Used confidential information about a person to humiliate privately or publicly (45 percent).


Retaliated against the person after a complaint was filed (45 percent).


Made verbal put-downs/insults based on gender, race, accent or language, disability (44 percent).


Assigned undesirable work as punishment (44 percent).


Created unrealistic demands (workload, deadlines, duties) for person singled out (44 percent).


Launched a baseless campaign to oust the person; effort not stopped by the employer (43 percent).


Encouraged the person to quit or transfer rather than to face more mistreatment (43 percent).


Sabotaged the person's contribution to a team goal and reward (41 percent).


Ensured failure of person's project by not performing required tasks, such as sign-offs, taking calls, working with collaborators (40 percent)

What a bunch of wingers and whiners, if you are all a token representation of LA employees then I'm not surprised that this country is in the mess its in.

Listen, if you have been subject to negative comments then instead of jumping on your high horse demanding your rights, and quoting the employers responsibilities, take a moment to review what has been said and if your 'honest' with yourself you will most probably realise that yes, you could have done things differently and work to sort it out, if you still feel concerned ask to speak to the other party informally and try to understand why they have reached the opinion they have then work TOGETHER to resolve issues.

John the above is what you said in April unfortunately I was not on this discussion board then. you say that i have had another go I never had a go at you or anyone else in the first place but looking at your above remarks you seemed to have a go at everybody. It makes no difference how reasonable you are will or try to be a bully will not stop. If you think that being reasonable will win a bully over you are sadly mistaken. I have had members who tried to be reasonable go off with stress and have counselling.
Looking at your comments as above and the responses in May I would 'think first' before trying to tell some one who has been bullied to stop whining. My advice to anyone is to let the bully know that, what they are doing is 'bulling' and then they cant say they didn't know when, 'yes' they can flex their rights.

Jean, my last post on this particular matter was over 6 months ago but for some reason you wish to have another go, I would just advise that nieve I am not and, I understand what is meant by 'Reasonable', it is not that difficult for any reasonable person.

John Maltby how nieve you are, that is not the way bullies work its all about power. Usually brought on by dominating peers, siblings,parents where they have never been in control of anything.
usually like types gell together and colaberate someone's downfall usually the innocent, kind person in the work place not fitting in and not knowing until its to late just before they go for the jugular. Reason with who???


Annea

Beats me? it sounds like management figures here they never tell you the correct stats.
We haven't got enough stewards where I work but there again we don't get paid just given 'Reasonable time off for union duties' during our working day which is an agreed right.
What I am finding hard to understand what is 'REASONABLE'. they seem to pull a face when we say we are going to a meeting.....

Jean: great! It sounds like your volunteer efforts would make the best of any union.

About the paid-for service that members get for their £10+ a month.

If I was a workplace manager, maybe in human resources, relying on this web board for guidance about recognising a union that would help reduce bullying, do you know which to recommend? Which union an employer should recommend to new staff? Presumably volunteers would work just as hard whatever the name on the letterhead, but I'm thinking of paid-for services.

I see on Community's web site that they say they have the best ratio of paid staff to members, but I don't know where they get their figures from.

Maybe these figures aren't easy to get - I'm just asking on the off-chance that someone knows.
John

Sorry John my daughter was not represented by a regional officer it was a steward from the town hall. He was good, on the ball and knew his stuff.

I am a steward from Unison and I make sure that if someone comes to me for whatever reason I act on it. I never say i am to busy I do not get paid for doing union duties but if I was full-time I would be very busy . I am one of the few who do it in my own time and on my days off. Our full time staff side secretary is never in the office as there is so much to do and meetings/cases coming out of his ears.
He depends on good support from the rest of the stewards. I have at the moment 2 cases of bullying and one of suspected victimisation. I don t pick and choose who I rep I seem to rep everyone in the place not just one section of workers. I feel that I would not be doing my job if i told anyone I was to busy that is inexcusable.
Bulling within an organisation comes from the top I have found this to be the case. I know people who work in the council and they say they keep their mouths closed so that the bully does not turn on them and this is why they get away with bullying.
Everyone has to stay together and remember its not the bully who is the victim and it should not be ignored on any account. Those that ignore it feed it.
After reading the replies/ comments I feel that I am one of the good stewards.
Annea

My own union the GMB did not support me. I made a formal complaint to head office over six months ago and I am still waiting for a response. The regional officer was fully aware of my circumstances, he did advise me to stop my petition, which I have not. I emailed other unions concerning my petition and received a positive response. It's like any organisation you get good and bad reps/regional officers/. Unfortunately when you reach the stage of attending a grievance for work related bullying, most people are gibbering wrecks, as they have been through so much. My concern is why are councils not held accountable for actions of bullying managers, everyone is paying for the bullying, as when people are absent with stress depression as a tax payer you are paying for it. Until legislation has been amended/changed people will continue to pay for it.

If anyone is experiencing any form of bullying and needs to talk to someone about it contact the Andrea Adams Trust Helpline: 01273 704 900 http://www.andreaadamstrust.org/

Advice from Government website
http://www.direct.gov.uk/en/Employment/DiscriminationAtWork/DG_10026670

Vicky

Annea
The figures of stress related absence, constructive dismissal, grievances against managers and the rest that Vi quotes could not be correct of a good union were doing its job, and I'd guess membership is pretty high at that employer.

It's great that your daughter got the time and attention of a good regional officer who did a good job, but can you really believe the union's account at the certification office of how many regional officer's they employ? Even in the official accounts my union (in old T&G accounts for what's now half of Unite) admitted to having about 400 staff for 750,000 working members, so to day "regional officer ... will look" is not a reflection of staff / member ratios at Unite. My official could only be contacted when a rep door-stepped him with me alongside, and he said "I'm too busy to look at a case. I expect a sheet of paper, or two or three with bullet points. The most I've ever had is a ring binder", and showed me out of the building. The lawyer refused to look at evidence as well and I think deliberately tried to loose the case as the other side didn't want to settle straight away. I think these bad experiences and your good experience are either side of the general telephone-advice-as-a-last-resort service that most unions provide.
John

I disagree with Vi when she says that Unions are rubbish. Some Stewards are rubbish. If anyone has a problem with their union rep then go to the regional officer who will look into the problems. My daughter works for a school and therefore her employer is the education dept they are so thuggish. I am told that they are the same all over the country,
My daughter was told that her job had gone? and another girl new to the school was kept on.
She Spoke to me as a union steward and I referred her to her local union steward.
He was brilliant and she got her job back via the school governors committee . It does work given that 1. your in a Union. 2. you know who to contact.
I will say that it is better getting a rep who works in the industry as it is a mine field.

Some one tried to bully me into moving sites and was stopped in their tracks as I know my rights at work due to my union training, this impacted on my colleagues as well they were left alone. Management are again trying to move us about i feel round 2 coming up.

Annea

Who cares Bully Victim or Victim Bully ?

It is no joke as surveys are consistantly reporting 60% of employees 'admit' to witnessing and/or being the subject of bullying over the last six months and i believe we have insidiously reached a critical mass of work related "stressors" associated with poor interpersonal communication skills that are further exacerbated by other unmitigated health & safety risks like screen fatigue.

Unfortunately, in an even more fear driven tokenistic KPi tick-box workplace where "feedback-blindness, omission to listen and apathy rules" so long as the boxes get ticked human resources become downgraded from valuable assets to disposable 'bits of kit' as only 1 in 100 will take any action.

Employers know the odds, just like a casino, are in their favour and that employee insecurity, fear and in due course ill-health will significantly mitigate the employers risk as by the time the employee leaves they will be too broken to kick up any real fuss and then only 1 in 10 will have a go.

If they do make a bit of a fuss, well that's ok too as if you hang them out for a while and hit them with a few nasty solicitors letters they will settle for a couple of bob and if they don't 'contributory neglegence' will reduce any damages anyway so, no problem.

With regard to taking a 'personal injunction' where employer has failed to act "swiftly & decisively" the warning shot is for the employer and as for going into work everyday and having to face the bully well 300 yds should about put bully out of sight in most workplaces even if an open plan office !

Bullying, harrassment, disrespectful banter or teasing are all as unacceptable as any other health and safety issues but so long as employees tolerate it as the staus quo employers will continue to take a diligaf approach.

Joking aside Nigel once again though it would be the bully who would suffer. Taking out injunctions might send warnings to the bully but how does the victim carry on with their job after having to go to those lengths. How do they carry on going to work having to face or bump into that person or persons day after day?

The only way to deal with a bully is for companies to consistently deal appropriately with the bully’s actions - swiftly and decisively and by removing them to an appropriate environment where they can not continue to manage staff and then if I had my way I would force them to have counselling, a part of which would be to confront them with the results of what bullying does to people.

You might like to check out www.bullyonline.org the Field Foundation or try using harrassement act and getting an injunction against the bully for that has to mess the office desk spacing just a bit....