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Fran Sepler Sepler & Associates
Prepared for the NY Bar Association Labor and Employment Law Fall Session
September, 2016
REPRINTED WITH PERMISSION ©Sepler & Associates, 2010, 2013; May be quoted with appropriate attribution 487 488
WORKPLACE BULLYING: WHAT IT IS AND WHAT TO DO ABOUT IT
Fran Sepler, Sepler & Associates
Introduction
They aren’t someone else’s problem; the senior partner who goes through six assistants per year; the corporate executive who snarls at her subordinate in front of a client; the manager whose employees seem to always be in tears; the physician known for terrorizing nurses and staff members. You know these people, and if you are an employment attorney or a human resources professional, you know the toll they can take on an organization and its people. You also know that it is very difficult to effectively address some of these problem employees and leaders. Most workplace bullies are smart, successful and worthy adversaries; their contributions and talents are unmistakable, and they have a way of creating an enduring impression that without them, the firm, company or clinic would fall to pieces. For years, European, British, Australian and Canadian employers have been bound by statute to prevent workplace bullying in the same manner Title VII has prohibited harassment and discrimination in the US. The problem of non-discriminatory bullying, or bullying insufficient to meet the standards of Title VII however, has only been on the American agenda for a decade, despite the fact that by some estimates 35-50 percent of American workers have experienced bullying behavior in the workplace1. This article will summarize the problem, its effects, emerging legal approaches and effective employer strategies for dealing with the problem.
What is Workplace Bullying?
Workplace bullying is defined in many ways, depending upon the context. While the legal definition for purposes of pending legislation is being crafted to parallel Title VII descriptions of protected class harassment (see later section on legal issues), the most oft-cited working definition is:
“‘…the repeated malicious, health-endangering mistreatment of one employee (the target) by one or more employees (the bully, bullies). The mistreatment is psychological violence, a mix of verbal and strategic assaults to prevent the target from performing well. It is illegitimate conduct in that it prevents work getting done. Thus an employer’s legitimate business interests are not met.2” Recently, to provide greater guidance in separating true bullying from one-off or isolated bad behavior, Britain adopted definitional criterion stating that bullying occurs when the conduct is persistent and frequent, lasting more than six months and occurring at least once a week.3 Persistence is the most damaging part of bullying, because it is corrosive, and wears down support systems, resistance, attempts to use positive
11 Lutgen-Sandvik, P., Tracy, S. J., & Alberts, J. K. (in-press). Burned by bullying in the American workplace: Prevalence, perception, degree, and impact. Journal of Management Studies. 2 Namie, Gary;The Bully at Work: What You Can Do to Stop the Hurt and Reclaim Your Dignity on the Job; Sourcebooks, Naperville, IL, 2003 3 Montalbán, F. Manuel and Durán, Maria Auxiliadora, Mobbing: A Cultural Approach of Conflict in Work Organizations (June 1, 2005). IACM 18th Annual Conference. Available at SSRN: http://ssrn.com/abstract=735105
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conflict management skills, and coping mechanisms. The hallmarks of bullying are persistence, targeting and abuse.
The Manifestation of Workplace Bullying:
Workplace bullying occurs in a wide variety of settings. It is particularly prevalent in the professions, where focusing on individual contributions and competitiveness are so integrated into the culture that individuals may become inured to conduct that would be considered unacceptable or abusive in other, more team-based or collaborative professional settings. The lawyer, physician, shareholder, financial advisor and highly compensated sales professional’s stereotype of the brilliant-but-volatile producer is just a shade away from a bully who does harm to organizations and employees. Academia, too is a typical incubator of bullying, with the protective shields of academic freedom and tenure often creating a sense of entitlement, even when contrary to ethical or institutional codes. It must be emphasized, however that no workplace is immune from bullying and bullies can be found at every pay grade.
Bullies are effective because they tend to bully along power lines, and sustain productive relationships with superiors and clients. Because often their bullying behavior is subtle, hidden, or both, the extent of their abusiveness is only seen by those targeted, or tremulous witnesses who do what is necessary to avoid becoming a target. When the bullying is brought to the attention of superiors or human resources, it is not unusual for the complainant to be told the bully’s “bark is worse than his/her bite” or “You just need to stand up to him/her,” amplifying the helplessness of the complainant. Most targets believe that upper level leaders are aware of the bullying and don’t intend to address it.
Gender: Bullies are both women and men. Women comprise 58 percent of those found to be bullying, while men represent 42 percent. Research also shows that when the targeted person is a woman, she is bullied by a woman in 63 percent of cases; when the target is male, he is bullied by a man in 62 percent of incidents. Overall, women comprise the majority of bullied people (80 percent)4. Female bullies5 tend to use covert techniques, such as spreading rumors, providing conflicting instructions, making negative statements to others and being emotionally intrusive, while male bullies tend to use more overt strategies, such as yelling, public criticism, mocking and direct disparagement. As with any gender difference, however, these tendencies are just that. Bullying strategies vary from individual to individual, and there are certainly manipulative masculine bullies and feminine “screamers.”
The Lone Bully: A solo bully is an individual who targets other individuals, usually subordinates. He or she is likely a serial bully with a history of treating others badly until they depart the organization, change jobs, or stand up to the bully effectively (a rarity). Covert bullies(more likely to be female) may create a tense, fearful or abusive environment for others by spreading misinformation, triangulating information, using nonverbal intimidation, making veiled threats and sharing information about the target inappropriately. More extroverted bullies may yell, publicly criticize, find fault constantly, publicly
4 Namie, Gary; Workplace Bullying, Escalated Incivility; Ivey Business Journal Nov-Dec, 2003 5 Given the increasing sensitivity to treating gender as a binary, it is appropriate here to note that these tendencies are attached to those who identify with more feminine or masculine gender roles, rather than being a strict construct.
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humiliate and physically threaten targets. While the extroverted bully is easily spotted by observers (and may bring others around to group bullying, see below,) the introverted bully operates below the radar, causing the target to seem to be overreacting or overstating the problem.
Group Bullying, or “Mobbing:” Mob bullying happens when an individual is targeted by one or more people, and other people are enjoined or compelled to engage in similar conduct. Mob bullying often happens when an individual is identified as “expendable” by leaders, has been made a scapegoat for a problem in the workplace, or is in some manner different from those bullying him or her. The differences inciting the bully need not be related to a protected class6. Non protected class differences include size, social skills, socioeconomic status, political beliefs, personal style or attire, or general physical appearance. The group engaged in bullying may include those who feel their own social status and “insider” position is strengthened by joining in the dominant group’s behavior, as well as those who recognize they must join the activity lest they be targeted next. The bullying behavior becomes virtually habitual, and may involve individuals from every level of the organization. At times, HR becomes an agent of the bullying, supporting those engaged in “hyper-supervision” of an employee, not questioning unsupported reprimands, or failing to question Performance Improvement Plans that are objectively unreasonable or disproportionate.
It should be noted that during periods of organizational instability or intentional change, bullying is often a tool used by emerging leadership to devalue previous leaders or to rid the organization of those representing the pre-change regime. Often the pretext for the bullying is prior failures or lack of adequate performance; however the difference between managing performance and bullying is that the bullied employee will not be coached, counseled or even fired, but belittled, badgered, blamed and ostracized, usually ending in their resignation.
Bullying Culture: A bullying culture (an organizational culture that is conducive to bullying) can be characterized by certain basic factors, such as internal competitiveness, strong hierarchy, a high level of dissatisfaction with work (i.e. low engagement), unearned privilege and low behavioral accountability. When this culture is made unstable by organizational change, restructuring, or changes in leadership, the propensity for bullying becomes even higher. If such instability causes layoffs, cutbacks or a reallocation of resources, the environment becomes even riper for bullying.7 In bullying cultures, bullying flourishes over long periods of time and is subtly or overtly rewarded. The bullying becomes “invisible,” in that the pattern of conduct is so much a part of the fabric of the organization that it does not raise any concerns, and those who cannot “handle it” are viewed as a poor “fit,” rather than a target.
6 This characterization takes note of the fact that bullying may include protected-class motives or targets for bullying that does not meet the standards of “tangible harm,” or the pervasiveness or severity of “hostile work environment,” yet still results in psychological and/or emotional damage. 7 Salin, D. (2003). Ways of explaining workplace bullying: A review of enabling, motivating and precipitating structures and processes in the work environment. Human Relations, 56 (10), 12131232.
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What do Bullies Do?
Bullying can be identified as involving one or more of the following;
• Verbal Abuse • Physical Intimidation • Psychological or Emotional Abuse • Work Sabotage or Performance Sabotage
A comprehensive list of bullying behaviors is impossible. It can include everything from “death by a thousand cuts” to reorganizing someone’s department without their input, to sharing confidential information to standing over someone with fists clenched. While some behaviors, such as screaming, yelling, throwing objects, teasing and harassment are obvious, some are quite insidious, and can include:
• Constant criticism, both public and private and direct and through others - explanations and proof of achievement are ridiculed, overruled, dismissed or ignored • Undermining, especially in front of others – raising doubts or concerns about someone’s credibility, expertise or knowledge, causing others to doubt their competence. • Omission from essential conversations, resulting in incomplete work or work that fails to incorporate group decisions. • Isolation and exclusion from social interaction. • Discipline for behavior others are not disciplined for. • Subjection to unrealistic goals and deadlines which are unachievable or which are changed without notice or reason. • Abandonment by one’s own management, unable to have conversations or speak with their supervisors. • Denial of resources, even when others have plentiful or an oversupply of same. • Overwork or denial of meaningful work, sometimes given menial assignments instead. • Being given direction only in terse, written form. • Being the subject of complaints by others at the suggestion of management. • Failure to provide a clear job description, or provide one that is exceedingly long or vague; the bully often deliberately makes the person's role unclear • Invitations to "informal" meetings which turn out to be harangues or administration of discipline. • Setting the target up for discipline by making false reports.
Bullying can make any employee look like a bad employee. For those attempting to unravel bullying situations, it can be difficult to determine whether or not the behavior being complained of is merely an overstated part of a legitimate attempt to manage performance. The key is that the workplace bully treats his or her targets as incompetent, lazy, ineffective or weak, but offers no legitimate manner for the employee to ever be viewed as a “good” employee. Bullies will often suggest that they have done everything they can to help the struggling employee; however this pretense will often crumble if they
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are pressed to provide specifics details about the manner of such help, such as coaching, training, and mentoring or other positive interventions. Targets will report only criticism, humiliating comments to others, condescension and being further set up to fail.
The Loud and Quiet Bullies
While most people will agree that yelling, screaming and name-calling are problematic, and finding witnesses to such conduct is not hard, we often stereotype bullies as being “loud.” Perhaps more pernicious, and definitely more difficult to investigate is the “quiet” bully. Usually a serial bully, quiet bullies target one person at a time for intensive psychological abuse. This might include falsifying information to make the target look bad, encouraging others to complain about the target, or undermining the target by “damning with faint praise.” Generally, quiet bullies are quite adept at “managing up,” or impressing their own superiors, rendering the complainant to be dismissed as a poor employee. These bullies are difficult to “catch” without speaking to their prior targets, usually former employees. Most importantly, it is critical to recognize that the destabilizing effect of quiet bullying often renders the target to be viewed as mentally or socially disordered, creating the impression that the bully him/herself is the victim.
The Effects of Workplace Bullying
The Individual: Recent research on bullying suggests that the psychiatric diagnosis of Post-Traumatic Stress Disorder (PTSD), the complex of psychological injury resulting from a traumatic event, will hold with many targets of bullying. PTSD focuses on major traumas, rather than the cumulative trauma of workplace bullying. To distinguish the injury resulting from many small events that are not in themselves life threatening, practitioners may refer to this as “Complex Post Traumatic Stress Disorder,” or Complex PTSD. Interestingly, some newer research suggests that the most traumatic part of workplace bullying may not be the conduct itself, but the sense of being in “captivity,” or unable to escape the situation over a prolonged period of time. 8 It is not surprising, then, that coworkers of bullies may demonstrate the same syndrome, albeit a milder version.
PTSD symptoms include hyper vigilance, fatigue, persistent anger, fearfulness, fragility, numbness, forgetfulness, hypersensitivity and somatic symptoms such as loss of sleep and heart palpitations. British research suggests targets of bullying use far more sick leave than average workers and are more likely to engage in dysfunctional use of licit or illicit chemicals9.
The most pernicious effect, however, is that it takes very little time for a bullied employee to begin to engage in conduct that escalates and appears to give legitimacy to the bullying; they engage in avoidance behaviors such as absenteeism, defensive behaviors such as aggression or hostility or self- preservation behaviors such as withdrawal. Increasingly, they may become emotionally volatile or demonstrate trait anger, and as such, alienate any peers or superiors who might be otherwise
8 Teherani, Noreen;Workplace Trauma: Concepts, Assessments and Interventions, Brunner Routledge, NY 2004. 9 Hoel, H.,Sparks, K and Cooper, C; The Cost of Violence/Stress at Work and the Benefits of a Violence/Stress Free Work Environment Geneva, International Labor Organization, 2001
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sympathetic. This spiral of self-sabotage quickly causes the target to face skepticism about their claims and shield the bullier from adequate scrutiny. Further, it renders the target a “bad” employee, frequently resulting in job loss. The despair over job loss and the challenges of finding a new job in traumatized state can lead to self- destructive behaviors and suicide.
The Organization: Bullying behavior in the workplace may be isolated or widespread, and as such, the impact on the workplace varies. Certainly, given the emotional and psychological injury to the target, declining productivity, loss of morale and increased absenteeism are logical consequences of bullying. Interestingly, it appears that witnesses to bullying may, in the short term, increase productivity in order to evade being bullied themselves. Nevertheless, the more widespread the bullying, the greater the cost to the organization based on direct harm to individuals.
On a more functional level, bullying by managers or leaders in the corporation creates a climate of fearfulness and distrust which stifles creativity, innovation, risk taking and teamwork. The autocratic bully in a leadership role will find his or her subordinates compliant but short on initiative and highly risk averse. To the extent this is precisely what the bullying leader wishes, this may seem to be a perfect match of the hearty and the timid, but bullying leaders often set up their bullying opportunities by railing against those subordinates who cannot “thinking for themselves.” As such, business can be paralyzed by individuals walking on eggshells and waiting for the next outburst.
Bullying that has been permitted to flourish in organizations can also “leak,” resulting in clients or customers becoming unhappy with the business. As a steady stream of employees departs the bullying environment, organizations get a reputation as a “tough place to work, “affecting recruitment and hiring.
Preventing Workplace Bullying
Anti-Bullying Policies: Policies for the workplace can take the form of a specific anti-bullying policy or the promulgation of a general non-harassment or “Respectful Workplace Policy.” Proponents of a specific anti-bullying policy argue the approach supports a specific discussion of workplace bullying with employees and prompts subject-specific training and education on the subject, rather than simply encouraging people to be civil.
The importance of a policy protecting people from hostility and intimidation that is NOT protected class based is important not only for employees, but for those who might make a distinction between behavior that violates policy and behavior that is simply unpleasant.
A template for an anti bullying policy is on the following page.
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Anti-bullying Policy Section 1: Purpose, Statement, & Examples
Purpose of policy. The purpose of the policy should clearly reflect the values of the organization. Standard language would be: It is the policy of (EMPLOYER) that all employees should enjoy a work environment free from abusive behavior or bullying.
Statement. Describe the definition of workplace bullying. Also include the organization's position and how the behavior hinders company goals and negatively affects employee health: (EMPLOYER) defines abusive behavior and bullying as persistent, targeted and malicious conduct that is severe and pervasive.
Examples. Indicate examples such as (humiliation, character attacks, isolating an employee, name calling, etc.), but be sure to acknowledge that this type of workplace abuse is not limited to the behaviors listed.
Anti-bullying Policy Section 2: Complaint and Resolution Process State that the employer encourages reporting of any behavior they believe to be appropriate. Identify appropriate contact people. Identify the people to contact if there is a problem. The contact list should be across all levels of the organization. It should also include confidential resources if such resources exist (i.e. EAP). A statement of non-retaliation should be included. Encourage but do not require self- help.
Also note that prompt reporting and intervention is most effective in eliminating bullying or abusive behavior.
Informal resolution. This should be an option as long as all parties involved agree to it. It can be an open dialogue between parties to work through the problem. This option would require the person charged to be receptive to information about the effects of their abusive behavior.
Anti-bullying Policy Section 3: Action Formal process. Clarify the procedures on how workplace abuse complaints are handled by the organization from beginning to end.
Privacy. Ensure that complaints will be handled in a manner respectful of individual privacy, but that confidentiality cannot be guaranteed.
Timing. Indicate that the investigation will be conducted in the shortest time possible and will be neutral.
Anti-bullying Policy Section 4: Consequences Accountability. Discuss the personal and organizational consequences when an investigation has confirmed workplace abuse.
Workplace Bullying-Specific Policy Template 8
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Respectful Workplace Policies
A more comprehensive approach involves the establishment of a policy that affirmatively supports respectful conduct or expands workplace anti-harassment policies to include abusive treatment not based on protected class status. Formatted in a manner similar to the bullying specific policy, above, “Respectful Workplace Policies” incorporate a statement of positive expectations and culture, a prohibition against harassing, abusive and violent conduct, both unlawful (i.e. protected class harassment, assault) and unacceptable (workplace bullying, abusive language), and the means to address such conduct. In essence, if a company states that no one will be harassed or treated abusively for any reason or for no reason, the company has promulgated an anti-bullying policy without specifically naming it such. Prohibitions against reprisal or retaliation should apply to all prohibited conduct in the policy.
Enforcement and Definitions
One objection to prohibitions against workplace bullying policy is that appropriate management practices can be reported to be bullying. Correcting poor behavior, reprimanding or disciplining for violation of policies or correcting work performance are amongst behaviors that might be viewed by an unhappy employee as bullying. For this reason, employers benefit by not only defining what bullying is, but what it is not. The following two pages are examples of analytics that can form the basis of anti- bullying education for managers, supervisors and employees as well as for investigators and decision makers attempting to assess the conduct in quiest. The first allows a fact finder or decision maker to apply standards such as frequency, intensity, harm and duration to their analysis of facts. The second removes those behaviors that are either legitimate management behavior, poor management that is not abusive, and protected class harassment from the bullying rubric:
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Bullying Analytic
What has the effect on the complainant been?
Performance effect Emotional effect Psychological effect Physical Effect No major effect
What behavior has occurred?
Physical assault or intimidation Verbal Abuse Emotional Abuse Work Sabotage or Destabilization
This behavior was characterized by
Frequency (persistence over time) Intensity (multiple events on any given day) Severity (offensive to a reasonable person) Targeting (complainant treated badly compared to others similarly situated) A power imbalance
The respondent was
Intentionally abusive Habitually abusive Inadvertently abusive Not abusive
The situation was
One way Two way Part of the work culture for a long time Previously reported and not addressed Previously reported and found not to violate policy An ongoing dispute between two or more people
Factors to Consider
Attended Anti-Bullying Training
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Distinguishing Bullying from Non-Bullying Behavior
In order to help organizations attempting to clarify bullying behavior for purposes of appropriate personnel responses, the following bullying analytic can be helpful to distinguish bullying behavior from poor management, performance issues, mere rude behavior or interpersonal conflict.
Threshold Analysis for Bullying: PRELIMINARY DETERMINATION CHECKLIST
Alleged behavior is
Repeated and/or Persistent or Severe Targeted towards one or more people, but not targeted towards others (i.e. not a “bad manager) Involves one or more of the following o Verbal abuse (yelling, belittling, name calling) o Physical threats or intimidation (standing very close, balling fists, pushing or shoving) o Work sabotage (destroying work product, “bombarding” with impossible assignments, withdrawing resources to do work, interfering with work activity) o Humiliation or emotional abuse (mocking, intentionally embarrassing, sharing information inappropriately, public harsh criticism, badgering or shunning) Has had a demonstrable impact on the ability of the complainant to do his or her job
The alleged behavior is not apparently
Legitimate efforts to manage, discipline or correct the respondent’s own conduct A mutual conflict between peers Directed at or perceived to be directed at the complainant due to protected class status. Outside of the context of the parties’ employment
The complaint involves
Individuals who by necessity have contact in the workplace
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Leadership Behaviors and Competencies:
As with any workplace conduct, the most powerful form of shaping or extinguishing behavior is through the establishment of clear expectations, modeling appropriate behavior and aligning recognition and reward with the standards set. As such, leaders set the tone for the workplace by declaring an expectation of civility and respect, but can quickly undermine their own moral authority if bullies are ignored or explained away.
In particular, professional firms which rely on individual production are at risk for bullying when there is a tradition or practice of allowing highly productive individuals to behave in an uncivil manner on a regular basis, or turning a blind eye when incivility turns into tantrums or abusive conduct. The individual talent or unique value to the firm or group is used to excuse or override any attempt to address the behavior. This “toxic rainmaker” often is managed by carefully screening his or her direct reports for thick skinnedness, but rarely does this completely insulate the organization from the negative effects of the individual’s behavior and reputation. Excusing the conduct because the individual is a “perfectionist” or “demanding” serves to demonstrate to those bullied by this individual sends a clear message that bullying will, at least in this case, be tolerated.
Leaders must be visible and vocal about a climate of respect or civility, acknowledge and address visible lapses in such policies, and promote the seeking and giving of feedback through implementation of 360 evaluation process, listening sessions and/or open door policies. Promotion of emotional intelligence, including self-awareness and empathy build the competencies which will have the effect of extinguishing disrespectful conduct before it escalates to bullying.
Training
Training about bullying behavior in the workplace can be worked into regular training on preventing workplace harassment, or dealt with separately. Most important is that the training give examples of bullying behavior that are not so outrageous as to suggest the conduct is always outlandish, nor so subtle that it confuses people. As with harassment training, it is often best to begin with the impact of bullying behavior and elicit from employees conduct they have seen or heard about in the workplace that can elicit those results. Training should also provide strategies for direct and indirect self-help as well as seeking assistance from others.
Training about bullying, like training about harassment, can give employees and supervisors a working understanding of organizational expectations and processes, but training does not change behavior. Even the most powerful and memorable training is a small step towards what is necessary. Essential skills and training that should be part of a comprehensive bullying and harassment prevention strategy include coaching and training on how to have difficult conversations, assertiveness, giving and getting feedback, and listening skills.
A typical anti-bullying training should last 60 to 90 minutes, include case examples, an opportunity for interaction, discussion of both individual bullying and group bullying, include some background on why bullies exist in organizations and instructions about what to do if one experiences or observes bullying.
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A separate session for managers and supervisors should focus on prevention of bullying and what to do and say when an employee reports they are experiencing bullying.
Effective Interventions
Prompt Response to Early Warnings: It is far better to issue a verbal warning to or coach someone who is being overly stern or vulgar than to have to conduct a full blown investigation into behavior alleged to recur frequently and have a significant duration. Supervisors and managers must address minor infractions in a progressive manner and document all incidents, counseling and coaching, reprimand and further discipline. As with any early and informal interventions, supervisors should document their discussions and retain that documentation to consider during performance appraisal and to discern pattern conduct.
Coaching Some bullies are coachable. Even those who are coachable are unlikely to make significant changes in their behavior without a credible employment threat, such as demotion, loss of income, loss of eligibility for bonus or even termination in the case of additional incidents. Employers should carefully explore the experience of professional coaches, selecting someone who has had success with bullies, and particularly bullies in the professions. The coaching should be conducted in accordance with a written coaching plan based on the employer’s investigative findings and the coach’s assessment of the bullying individual. It is an essential prerequisite that the individual whose behavior has been a problem acknowledges a need to change. The plan should include the coach seeking feedback from the superiors, colleagues, and subordinates of the bullying person. The challenge of coaching a bullying individual is to find ways to understand how the bullying occurs and how the individual behaves in the context of the bullying, not in a controlled, one on one setting. While bullies may agree that they occasionally lose their temper or can be difficult to deal with, they often are largely unaware of many of their nonverbal behaviors, the impact of their vocal tone, and their inappropriate use of power, status and authority. Since those things are unlikely to be on display in the coaching context, feedback and detailed descriptions from targets are very valuable. Activities such as journaling, identifying triggers and role playing are helpful in bringing about changes in those who have bullied.
Accountability: Evidence demonstrates that bullies will pay attention to directives about conduct when they truly believe there will be a consequence for their inappropriate conduct. Consequences can include reduction or denial of bonus, reduction of salary, requiring the bully to reimburse the firm or company for legal fees necessary to address the conduct, or status change, such as demotion or removal of a title. Evidence also demonstrates that absent such consequences, the bullying behavior may go underground or be extinguished for a short while, but is highly likely to recur. Employers must therefore carefully consider whether their hesitancy to anger a productive contributor is likely to result in ongoing, potentially significant costs to the organization, and whether those costs might cumulatively exceed the value of the bullying employee’s contribution. Incorporated into those costs are the increased awareness of “spectators” to the bullying that the organization will not protect them should they be the next target. This will reduce a willingness to raise issues and the likelihood of another “crisis” down the road.
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Investigations: Because bullies are notoriously effective at “managing up,” and are often held in great esteem by their leaders and advisors, complaints of bullying may be brushed aside or minimized. This is particularly important because bullying managers and supervisors make any employee look like a ‘bad’ employee. Bullying is, in essence, about undermining confidence, finding fault, sabotage and creating failures. Thus, an employee who has been badly bullied may appear paranoid, may have demonstrated excessive absenteeism, poor work performance or erratic behavior.
Because, as discussed earlier, bullies are often producing effective results and are shrewd about presenting themselves in the best light, executives overseeing the bully or outside boards may believe the complainants to be ‘outliers,’ or the motivation for the complaint to be politically motivated or even intransigence. It is essential the organization conduct a neutral and impartial investigation into the concerns of the employee without prejudging based on the comparative credibility of the complainant and subject of the complaint. The organization must also be prepared to accept the results of that investigation despite the preconceptions of high level leaders who might resist negative findings. Conversely, investigators must avoid getting caught up in the emotional state of a complainant to focus on the specific behavior they are alleging and the evidence that supports or refutes their claims. The following is a tool that can be useful to investigators in designing their questions for investigating bullying matters.
Conclusion
As the understanding of workplace bullying and its effect on organizational and individual performance increases , and as tolerance for such behavior declines, employers need to be mindful of both cultural norm setting and policy development as important tools to prevent and address workplace bullying. The likelihood of workplace bullying claims leading to litigation seems to be increasing, even in the absence of specific legislative prohibitions. The problem is preventable, and the behavior can be addressed by focusing on the importance of human dignity and respect in all aspects of employment.
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503 504 I. Introduction
Individual employment rights scored a major victory with the passing of the Civil Rights Act of 1964
(42 U.S.C. §2000e), which outlawed differential treatment of workers because of their race, religion, color, sex, or national origin. Later on, the Age Discrimination in Employment Act (29 U.S.C. §621) and the American with Disabilities Act (42 U.S.C. §12101) and many other similar state laws were added to the list of protections that were afforded to individual employees. But despite the extent of these protections, individual employment laws left a major gap, which exposed employees to the very same invidious treatment that the laws were supposed to address. As it stands, generally, an employee is subject to workplace mistreatment and abusive conduct by an employer, so long as that employer’s actions are not motivated by one of the protected categories. This raises a number of concerns because of the impact that an abusive work environment can have. Bullying, for example, can have an effect on an employee’s psychological well-being, including stress, depression, mood swings, loss of sleep, and low self-esteem. From a business standpoint, employers suffer from a lack of productivity, turnover, the use of sick time, and potential legal costs. According to the Workplace
Bullying Institute (WBI), status-blind harassment is a legitimate issue affecting a great deal of
Americans on several different levels. Studies have also shown that far too many people in the workplace find themselves in abusive work environments when they are simply trying to carry out their tasks in the workplace.
Part of the American response has been a recent national movement called the Healthy Workplace
Bill (HWB), which has spear-headed a number of statutory proposals throughout the country. The
HWB has been the driving force behind a number of state bills, which have sought to address status-blind harassment by providing among other things, a private cause of action and internal procedures for dealing with workplace mistreatment.
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505 II. Statutory proposals and current laws
The Healthy Workplace Bill has been introduced by a number of states and in a variety of forms.
Recently, New York introduced Bill A03250 (Assemb. Reg. Sess. 2015-2016 (N.Y. 2015)), which proposes a civil cause of action for employees who are subjected to an abusive work environment.
The bill defines abusive conduct, in part, as “means acts, omissions, or both, that a reasonable person would find abusive, based on the severity, nature, and frequency of the conduct, including, but not limited to: repeated verbal abuse such as the use of derogatory remarks, insult, and epithets.”
The goal of the New York bill is to provide legal redress to employees who have been harmed physically, psychologically, or financially by workplace bullying. Its parallel goal is to also provide legal incentives for employers who implement preventive measures and respond to abusive mistreatment in the workplace.
The driving force behind the bill were legislative findings, which discovered that one third of the workforce experiences workplace mistreatment and that it often results in serious harm including feelings of shame, humiliation, anxiety, depression, suicidal tendencies, and symptoms of post- traumatic stress disorder. In referencing class status protections, the proponents of the bill declared that legal protections for abusive work environments should not be limited to those claims that are grounded on some form of protected category. According to the language of the bill, the interest of a potential claimant isn’t the only concern. Instead, it takes the overall good of the public into account by recognizing that social and economic well-being of the state is dependent on healthy and productive employees. Similarly, the bill recognizes the employers as potential stake holders in that an abusive environment can lead to turnover; sabotage; low moral; and low productivity. The statutory proposal will amend the New York labor law by including the full text of the HWB; and it’s through this statutory proposal, therefore, that the language and content of the HWB will be explored.
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506 In summary of its text, the bill states that: (1) No employee shall be subjected to an abusive work environment; (2) face retaliation for participating, testifying, or opposing an abusive practice; (3) that employers are vicariously liable unless they can show that they have implemented preventive measures to avoid mistreatment and that the claimant failed to take advantage of those measures; and, (4) that employees are individually liable unless they can establish that they were following the orders of the employer under threat of an adverse employment action. The bill includes other affirmative defenses including a showing that the complaint is based on an adverse employment action that was made for poor performance, misconduct, or financial necessity; or that the complaint is based on a reasonable performance evaluation or an employer’s reasonable investigation about potentially illegal or unethical activity. Where an individual defendant has been found liable, the bill provides a host of remedies that include but are not limited to reinstatement; removal of the offending party from the plaintiff’s work environment; reimbursement for lost wages; front pay; medical expenses; compensation for pain and suffering; compensation for emotional distress; punitive damages; and attorney fees. In terms of employer liability, where the alleged behavior did not result in an adverse employment action, a plaintiff can recover damages for emotional distress but only if the conduct was extreme and outrageous.
Four states, including Tennessee; California; Utah; and North Dakota have passed laws that are related to the HWB. These four laws do not offer a private cause of action that would allow an individual claimant to sue in court, and they also vary in the extent of their coverage.
Tennessee
Tennessee was the 26th state to introduce the HWB but in June 2014, it became first to pass a state law related to abusive conduct. Named the Healthy Workplace Act (Tenn. Code Ann. § 50-1-503), the law obligates government agencies within the state to adopt internal policies to prevent abusive
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507 conduct in the workplace. Under the law, abusive conduct is defined as “repeated verbal abuse, threats, intimidation, humiliation or work sabotage.” Public sector agencies are given incentives for adopting the model policy but they are also given the option of creating their own policy as long as it: (1) assists employers in recognizing and responding to abusive conduct and (2) prevents retaliation against any reporting employee. Although the law does not feature a private cause of action, the law shields employers from vicarious liability for negligent or intentional infliction of mental anguish if the policies are in place.
California
Conversely, California was the first state to introduce the HWB but the 2nd state to pass a state law related to abusive conduct in the workplace. By amending the Government Code relating to employment (Code Cal. Gov’t Code § 12950), California passed a law that is policy-driven in the sense that it obligates employers with 50 or more employees to provide two-hours of training to supervisors on a recurring basis. California took an existing law requiring supervisors to undergo sexual harassment training, and incorporated an “abusive conduct” component to the text. Abusive conduct is defined as “conduct of an employer or employee in the workplace, with malice, that a reasonable person would find hostile, offensive, and unrelated to an employer’s legitimate business interest and includes repeated infliction of verbal abuse, such as the use of derogatory remarks, insults, and epithets, verbal or physical conduct that a reasonable person would find threatening, intimidating, or humiliating, or the gratuitous sabotage or undermining of a person’s work performance.” This law does not resemble the text of the Healthy Workplace Bill, and it has been criticized for not going far enough, and for not designing the law in a way that would incentivize employers to create internal policies that prevent and respond to abusive conduct.
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508 Utah
In July of 2015, Utah amended the Utah State Personnel Management Act (Utah State Personnel
Management Act, 67-19-§43), which now requires that state agencies provide biannual training for supervisors and employees on how to prevent abusive conduct. The law defines abusive conduct as:
“verbal, nonverbal, or physical conduct of an employee to another employee that, based on its severity, nature, and frequency of occurrence, a reasonable person would determine: (1) is intended to cause intimidation, humiliation, or unwarranted distress; (2) results in substantial physical or psychological harm as a result of intimidation, humiliation, or unwarranted distress, or (3) exploits an employee’s known physical or psychological disability.” In addition, the law states that a single act does not constitute abusive conduct unless it’s especially severe and egregious. A key feature of the
Utah law is that it establishes a grievance procedure for victims of abusive treatment. Under the
“grievance procedure” section of the law, a victim of abusive treatment can file a written grievance to the department head. That department head in turn will have 10 days to respond with a decision and an explanation of that decision. If no response is received within that timeframe, or if an employee is dissatisfied with that decision, the grievant may submit a complaint to the Division of
Antidiscrimination and Labor.
North Dakota
Similarly, North Dakota amended its existing North Dakota Century Code (N.D.C.C § 54-06-38), which expanded the definition of harassment to include workplace bullying. The law obligates all state agencies to adopt and enforce a policy that defines harassment and explains the responsibilities of employees, management, and supervisors. If an agency fails to adopt such a policy, that organization will be subject to the model policy adopted by the North Dakota Human Resources
Management Services Division. The law does not define abusive conduct or workplace bullying, nor
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509 does it mention these terms at any place in the law. The amendment to this provision was minor, as it simply removed the term “unlawful” in front of harassment.
III. International response
Status blind harassment for workers is a relatively new concept in the United States, but other countries have either enacted harassment laws that are specific to the workplace, or amended their employment laws to address workplace bullying. In contrast to American employment laws, the idea anti-bullying statutes appear to have found a home in the national legal system of a number of
European countries. Scholars point to the historical social roots that separate both continents. While
American employment laws are grounded on its history of slavery and racial discrimination,
European laws are rooted in its history of inequality and class-based mistreatment. Sweden; the
United Kingdom; France; and Canada are four nations that have joined the campaign against workplace mistreatment by enacting or amending laws that address workplace mistreatment.
Sweden
Sweden was the first country in the world to enact specific anti-bullying statutes. Under its
Occupational Safety and Health laws, Sweden enacted the Victimization at Work law (Swedish
National Board of Occupational Safety and Health, Victimization at Work, Ordinance ([AFS] 1993-
17 (Swed.)), which does not give the right of a private cause of action, but instead imposes obligations on companies to adopt internal systems that address bullying. Under the law, bullying is defined as “recurrent reprehensible or distinctively negative actions which are directed against individual employees in an offensive manner and which can result in those employees being placed outside the workplace community.”
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510 The United Kingdom
The United Kingdom does not have a specific law for workplace bullying but British courts have relied upon the Protection from Harassment Act (Protection from Harassment Act, 1997, c. 40 § 1
(Eng.)), as a form of remedy for status-blind mistreatment. Under the PHA, employees are prohibited from pursuing a course of conduct that “they know, or should know, amounts to harassment.” Courts have interpreted the definition of harassment as conduct: (1) occurring on at least two occasions; (2) targeted at the claimant; (3) calculated in an objective sense to cause distress,
(4) that is objectively judged to be oppressive and unreasonable. In contrast to the Swedish law, the
PHA provides for a private cause of action and the possibility of vicarious liability if it’s “just and reasonable under the circumstances.”
France
In 2002, France amended the provisions of its labor code and adopted the Social Modernization
Law (C. TRAV. Art. L. 122-49), which provides for civil and criminal penalties for moral harassment. In order to fall under its purview, an individual’s conduct must have the purpose or effect of degrading the employee’s right to dignity, affecting the employee’s mental or physical health or compromising the employee’s career. The SML is both friendly and challenging for potential claimants. While the law provides for a private cause of action, strict liability, and certain obligations on employers, the standard for establishing a claim is high and a single act will not be covered no matter the severity of the conduct.
Canada
Canada also amended the Occupational Health and Safety Regulations provisions of its labor code to include the Violence Prevention in the Workplace law (Canada Labour Code R.S, C.L-2, § 125), but it only applies to employers that are federally regulated. The aim of the law is to provide for a
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511 safe, health and violence-free workplace by, among other things, fostering an environment that is free from bullying and abusive behavior. The law further provides for internal controls and measures that strive to prevent, detect, and address prohibited behavior. Other similar laws have been enacted within the Canadian provinces of British Columbia; Manitoba; Saskatchewan; Ontario; and Quebec. Ontario also amended its Occupational Health and Safety Act to prohibit workplace harassment, which is defined as “engaging in a course of vexatious comment or conduct against a worker in a workplace that is known or out reasonably to be known to be unwelcome.” The law is status-blind and it requires employers to adopt internal policies and procedures for reporting, investigating, responding and informing.
International Labor Organization
The International Labor Organization (“ILO”) has also taken a position on workplace bullying.
Referring to the topic as “Worker well-being,” the ILO’s stance is that every worker should be entitled to productive work in conditions of freedom, equity, security and human dignity. It also links the health and safety of workers to higher production, satisfaction, and engagement in the workplace. This, according to the ILO, benefits not only the employee but the employer as well. The
ILO believes that an employee’s well-being is a natural and integral part of the core values found in its Occupational Safety and Health (“OSH”) provisions, which state, in part, that conditions of work should be consistent with worker’s well-being and human dignity.
The aim of the worker well-being framework is to complement OSH in pursuit of safeguarding workers, which the ILO regards as the most important resource. Considering the ILO’s role in developing international labor standards and guidance, the ILO will presumably become one of the leading proponents of status-blind protection laws by seeking ratification of related international labor standards. In order to do this, the ILO will rely on: The ILO Convention on Occupational
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512 Safety and Health (No.155); The Occupational Health Services Convention (No. 161); and the
Promotional Framework for Occupational Safety and Health Convention (No. 187); which the ILO has deemed as three conventions that are on point with workplace well-being.
IV. Trends which may aggravate workplace bullying
Researchers point to a number of trends that create a fertile ground for workplace aggression-among them-the fall in union membership and the proliferation of temporary employees. To understand the direction that union membership has taken, it’s important to compare the extent of union membership in the middle of the 20th century to union membership today. Fifty years ago, for example, one third of U.S. workers were union members, but it has since fallen to one in every ten.
According to the Bureau of Labor Statistics, union membership was as high as 20 % in 1983 compared to 11.1% in 2015. The overwhelming majority of union members are in the public sector, at five times the number of private sector union membership, which currently sits at 6.7 %.
In terms of its association to workplace bullying, unions play a fundamental role in conflict resolution and negotiations when a problems arises in the workplace. Management’s exercise of authoritative and disciplinary functions make the workplace inherently adversarial, transforming conflict resolution into a fundamental tool for preserving labor relations. Conflict resolution serves a number of purposes that provide a collective benefit to employers; employees; and the public.
When it comes to the interplay between management and workers, resolution of internal problems can prevent work stoppages, foster working relationships; and improve the overall outlook towards the organization. The public interest is also served when conflict resolution functions as an alternative to legal disputes and a source of relief for employers and employees. A union representative or shop steward can also play a fundamental role in addressing workplace bullying
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513 before the conduct progresses by stepping in as an advocate or mediator between the employee and the source of the mistreatment.
Under this framework, incorporating workplace bullying provisions into collective bargaining agreements (“CBA”) appear to be a natural fit, as it can complement and bolster the union’s inherent role of conflict resolution. A prime example can be found in a CBA negotiated by the
Massachusetts public employees’ locals 509 and 888 of the Service Employees International Union
(SEIU) and the National Association of Government Employees (NAGE). Termed the “mutual respect” provision, the CBA prohibits—among other acts—“behaviors that contribute to a hostile, humiliating or intimidating work environment, including abusive language or behavior. Another example of a “mutual respect” clause can be found in the collective bargaining agreement that was negotiated between the Government Accountability Office Employees Organization and the
International Federation of Professional and Technical Engineers (IFPTE). The mutual respect clause states that “the parties will not tolerate bullying behavior, either direct or indirect, whether verbal, physical, or otherwise, by one or more persons against another or others, at the place of work and, or in the course of employment.” What makes this clause unique and forward-thinking, is that aside from using the term “bullying,” it also provides examples of conduct that constitute bullying including: “slandering; ridiculing or maligning a person or his or her family; persistent name calling which is hurtful; insulting; humiliating; using a person as a butt of jokes; abusive and offensive remarks.” With the decline in union membership, therefore, comes a reduction in services and benefits that unions provide to their members, including protection from unfair treatment and arbitrary decisions.
Workplace bullying is also manifested in temporary employment settings, where managers have been blamed for mistreating temporary workers and exposing them to onerous working conditions. The
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514 role of temporary agencies in the American labor scene has grown twofold. Between the years of
1990-2008, for example, the temporary help industry grew from 1.1 million to 2.3 million and it expanded from clerical and industrial work to include skilled occupations. For employers, using temporary agencies provides them with the flexibility to meet their staffing demands instead of employing a full workforce when the level of work isn’t always present. Others believe that employers have a number of nefarious incentives for using temporary workers such as circumventing sick and vacation time and other benefits normally found in conventional employment relationships. Researchers signal the nature and structure of the temporary employment relationship as a source for workplace bullying. It’s the ability of companies to maneuver the workforce that places them at the same level as any other resource which is needed for production. This kind of framework depersonalizes workers; inhibits the creation of long-term working relationships; and cultivates an unhealthy work environment that leads to abusive behavior.
Vertical organizational structures with power disparities can also be a hotbed for workplace harassment. Indeed, many companies and agencies have this kind of organizational arrangement, but workplaces that feature executive and administrative support-staff, factories where there are plant managers and assembly line workers, and militaristic structures are especially susceptible to workplace harassment. The same kind of results can be found, where there is a mixture of low and high-status workers. This can be explained by the high-status worker acting on a feeling of dominance over the low status worker, who is also unlikely to understand his or her rights, or much less report incidents of mistreatment. Other risk factors that make workplaces prone to abusive treatment are organizations where a small percentage of the workers do not conform to social and workplace stereotypes. Examples of this can be found where workers challenge gender and racial norms, or other non-discriminatory stereotypes such as behavioral characteristics within a particular industry.
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515 V. Vulnerability and impact in policing
The manner in which labor relations are administered affects the attitudes and behavior of workers.
Workplaces that provide fair treatment for their employees are likely to benefit from employee motivation and engagement. On the other hand, a workplace filled with conflict and unfair treatment is likely to experience low motivation and a fall in productivity. For certain industries, and more than others, this can lead to disastrous results for persons holding an interest in the work outcome. And although there are a number of hazardous professions that can be used to describe the dangers of workplace bullying, policing provides one of the better examples for two reasons.
First, policing—to some degree—is distinguishable in that it carries a propensity for workplace mistreatment, and it also demonstrates the manner in which the inherent dangers in policing can augment the consequences of an abusive workplace. Second, and because the public safety and public service aspect of policing affects many people, the topic of workplace bullying and its consequences are more likely to resonate with the reader.
Researchers point to a number of aspects of police work that may make law enforcement susceptible to mistreatment—among them—(1) the behavior of the public; (2) hierarchical workplace environments; (3) an environment dominated by procedures; (4) internal investigations; and (5) long working hours. The inherent risks associated with policing, and the need for officers to maintain a healthy mind is obvious. In 2014, for instance, there were 1, 165, 383 violent crimes in the United
States; 96 officers killed in the line of duty; and 48, 315 officers assaulted. The combination of psychological trauma from workplace bullying and the natural risks that officers’ face in their respective communities is, therefore, an onerous work-related condition for police officers and police organizations.
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516 A major concern for policing are the findings that bullying targets aren’t necessarily problem employees, but instead the brightest; the highly skilled; and the boldest. Applying these findings to context of policing can have dire consequences, as it implies that law enforcement officers who are in a position to make the strongest impact in the myriad of police related tasks are going to be the ones most affected. Victims of workplace mistreatment in the context of policing may be especially vulnerable and unlikely to confront the source of the abuse. Katz, Kochan, and Colvin believe that employees are likely to respond to conflictive workplaces according to the exit-voice-loyalty-neglect framework. Under this model, employers may quit their jobs or voice their concerns to their employer. Other responses are to say and do nothing, or develop low motivation, reduced commitment and organizational performance. It’s precisely the response of neglect that is closest to the kind of response that is likely to be found in policing, in part, because law enforcements officers are generally vested and concerned with long-term career benefits associated with policing, and thereby less likely to move on to another profession or agency.
Police Chief Darryl Forte from the Kansas City Police Department brought the issue to real life when he wrote about the prevalence of workplace bullying in policing. Chief Forte described how he had been the victim of bullying himself and that he had also witnessed other people within the department falling victim to the same mistreatment. He spoke of incidents where the perpetrators of the mistreatment cursed, yelled, and threatened people. The victims in some of those incidents had little that they could do because of willful blindness; because some people dismissed the conduct as non-consequential; or because in some cases it was the victim that was blamed. Perhaps more compelling was the manner in which Chief Forte has implemented preventive measures in his department. Some of the measures include providing workplace bullying literature to his staff; reminding upper management to remain vigilant; and asking them to intervene when they witness mistreatment. And finally, he stresses the importance of speaking up for those that cannot speak up
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517 for themselves, recognizing that workplace bullying is often carried out by persons who outrank their targets.
VI. Conclusion
Individual and collective employment laws were a major step for labor relations in the United States.
By some accounts, however, these laws left a major gap that exposes workers to the very same conduct that the laws sought to protect against. A number of states have introduced legislative bills to enact laws that provide status-blind protections for victims of workplace bullying. Part of the driving force behind this movement, is that existing common law and statutory protections are inadequate at providing the proper legal redress for victims of abusive workplaces. The international community has also responded by enacting status-blind protections or by amending and interpreting laws that already exist. There are also a number of trends that may contribute to the presence of workplace bullying including the fall in union membership and the proliferation of temporary agencies. Supporters of this view cite unions as a fundamental tool for conflict resolution and temporary agencies as source of impersonal relationships that lead to a breakdown in labor relations.
And finally, the potential harm of workplace bullying is aggravated in certain industries more than others. Policing is both prone to workplace bullying and especially vulnerable to the consequences that an abusive work environment can produce because of the dangers associated with the profession.
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Journal of the International Ombudsman Association
REPRINTED WITH PERMISSION
Some Things You Need to Know but may have been Afraid to Ask: A Researcher Speaks to Ombudsmen about Workplace Bullying LORALEIGH KEASHLY
ABSTRACT In the early 1990’s, I became interested in understand- ing persistent and enduring hostility at work. That Workplace bullying is repeated and prolonged hostile interest was spurred by a colleague’s experience at mistreatment of one or more people at work. It has the hands of her director. He yelled and screamed tremendous potential to escalate, drawing in others at her (and others), accusing her of not completing beyond the initial actor-target relationship. Its effects assignments, which she actually had. He lied about can be devastating and widespread individually, her and other subordinates. He would deliberately organizationally and beyond. It is fundamentally a avoid when staff needed his input and then berate systemic phenomenon grounded in the organization’s them for not consulting with him. At other times, he culture. In this article, I identify from my perspective was thoughtful, apologetic, and even constructive. My as a researcher and professional in this area current colleague felt like she was walking on eggshells, never thinking and research findings that may be useful for sure how he would be. Her coworkers had similar ombudsmen in their deliberations and investigations experiences and the group developed ways of coping as well as in their intervention and management of and handling it. For example, his secretary would these hostile behaviors and relationships. warn staff when it was not a good idea to speak with
him. And yet his behavior took its toll on all of them. KEYWORDS She called asking for my advice as a dispute resolu- tion person. I gave her some ideas, all things it turned Ombudsmen, workplace bullying, workplace out she had tried already. So like any good academic, aggression I went to the literature to find out what was there. At that time, there was very little about what I had come to view as emotionally abusive behavior as described ACKNOWLEDGMENTS in the domestic violence literature. I undertook some The author is grateful to the three anonymous review- research to see if emotional abuse was a workplace ers for their comments and suggestions. The author phenomenon (Keashly, Trott & MacLean, 1994; Keash- is also grateful to Joel Neuman for his thorough and ly, Harvey & Hunter, 1997). Unfortunately, I discovered insightful review of an earlier draft of this manuscript that it was. As I broadened my search in terms of dis- ciplines and countries, I came across other constructs like bullying (Adams, 1992; Einarsen, 1999; Rayner & Hoel, 1997), mobbing (Leymann, 1996; Zapf & Ein- arsen, 2003), harassment (Brodsky, 1976) and abusive treatment (Bassman, 1992) that in essence described the same phenomenon: systematic and prolonged mistreatment of others at work (Keashly, 1998).
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Since that time, there has been a virtual explosion of WORKPLACE BULLYiNG: research in these areas and the addition of related THE NATURE OF THE BEAST constructs and terms such as workplace harassment Workplace bullying is a special case of work- (Bowling & Beehr, 2006), abusive supervision, (Tepper, place aggression. Workplace aggression refers to 2000), social undermining (Duffy et al, 2002), incivility efforts by individuals to harm others with whom they (Andersson & Pearson, 1999; Gill & Sypher, 2009;), in- work (Neuman & Baron, 1997). Before addressing terpersonal mistreatment (Lim & Cortina, 2005; Price- workplace bullying’s unique features, it is important Spratlen, 1995), ostracism (Ferris, Brown, Berry, & Lian, to discuss aggressive behaviors more generally. I 2008), emotional tyranny (Waldron, 2009), workplace never cease to be amazed at the range and type of victimization (Aquino & Thau, 2009), and disruptive behaviors that fall within this domain. To more com- practitioner behavior (Joint Commission, 2008) . As pletely map out this behavioral space, Neuman and exciting as this is, I believe it has become confusing Baron (1997) utilized Buss’s (1961) approach of three because it is hard to wrap one’s arms around this area dimensions to define the space. The dimensions are: when the terms and their associated definitions mul- tiply. Thus, it is hard to understand this phenomenon 1) physical (deeds) — verbal (words, tone); and therefore how to address it. Fortunately, several 2) active (doing a behavior) — passive (withhold- very good reviews of the literature that have come ing or “failures to do”); and out that can be helpful in summarizing research on 3) direct (at the target) — indirect (at something these constructs (e.g., Aquino & Thau, 2009; Einarsen, or someone the target values). Hoel, & Zapf, 2010; Griffin & Lopez, 2005; Hershcovis & Barling, 2007; Kelloway, Barling, & Hurrell, 2006; This approach describes the “methods of attack”. Martinko, Douglas & Harvey, 2006; Tepper, 2007) The While much research (e.g. VandenBos & Bulatao, 1996; challenge is there are so many of those reviews that Kelloway, Barling & Hurrell, 2006) and public attention the construct proliferation and its accompanying has been paid to physical, active and direct behaviors confusion continues. For professionals who are faced such as shootings and assaults, i.e., physical violence, with addressing these persistently hostile behaviors Neuman and Baron’s (1997) work and that of others and relationships, it is often difficult to know where (e.g., Cortina, Magley, Williams & Langhout, 2001; to begin and what to include. Also, the profession- Keashly & Neuman, 2004; Rayner, Hoel & Cooper; als’ timeframe is often such that there is little time to 2002; Richman, Rospenda, Nawyn, Flaherty, Fendrich, distill the essence of what is known and not known Drum & Johnson, 1999; Schat, Frone & Kelloway, from the empirical research literature. In this article, 2006) have demonstrated that the more frequent I will identify from my perspective as a researcher kinds of behaviors in workplaces, particularly among and professional in this area, the current thinking organizational insiders, are often passive, indirect and findings that may be useful for ombudsmen in and nonphysical. These types of behaviors have been their deliberations and investigations as well as their labeled as psychological aggression. For example, management of these hostile behaviors and relation- in their representative survey of American workers, ships with appropriate and timely interventions. To Schat, Frone and Kelloway (2006) found the 41% of accomplish this, using the term workplace bullying, workers report experiencing psychologically aggres- I will discuss what is known about the nature, preva- sive behavior at work while 6% experienced physical lence and effects of these hostile relationships as well aggression. Workplace bullying actions are predomi- as current thinking on antecedents and processes of nantly psychologically aggressive (Keashly, 1998). development. Throughout this discussion, I will note Rayner and Hoel’s (1997) categorization of bullying the implications of different findings for the work of behaviors provides a concise illustration of specific ombudsmen as they investigate and address work- behaviors. This is not a comprehensive listing of all place bullying. I will end this paper with a brief discus- possible behaviors but it will give an idea of ways in sion of the value of taking a contingency perspective which bullying can be conducted. on the development and implementation of interven- tions for the prevention and management of bullying.
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1. Threat to Professional Status: Questioning relationships. Thus, behaviors falling under threats to competence, belittling opinion, professional personal and professional standing as well as isolation humiliation in front of colleagues, negative com- are more likely under their control. Subordinates, due ments about intelligence, questioning a person’s to their less powerful organizational position, may ability to supervisors; spreading rumors or gossip. engage in more indirect kinds of behaviors such as These are primarily active behaviors. rumors or gossip or withholding of information. These 2. Threat to Personal Standing. Name-calling, examples of actor means and opportunity illustrate insults, verbal abuse, tantrums, intimidating be- that bullying is not limited to one type of relationship. haviors, devaluing with reference to age, gender, Indeed, bullying can be top-down (boss-subordinate), race/ethnicity or appearance, hostile gestures. horizontal (peer-peer) or bottom-up (subordinate- These are predominantly active behaviors boss) (Rayner & Keashly, 2005). Thus, workplace bullying is considered to be relational in nature — 3. isolation. Exclusion from work-related gather- harming others through purposeful manipulation ings, silent treatment, withholding information, and damage of relationships. This is important for ignoring contributions, not taking concerns ombudsmen to know as it requires that the relational seriously, preventing access to opportunities or context of the experience be assessed. Thus, investi- promotion, poisoning others against the target. gations will need to involve at the very least assess- These behaviors tend to be passive in nature. ment of target and actor and consideration of the 4. Overwork / Unreal Expectations. Undue nature of their relationship organizationally, e.g., the pressure, impossible deadlines, unnecessary dis- kind of contact that is typically required for this type ruptions, setting up to fail, unreal or ambiguous of relationships. expectations; more so than for others in the same Third, identifying the behaviors, while necessary, is environment. insufficient for understanding workplace bullying 5. Destabilization. Others take credit for work; (Leymann, 1996). Indeed, in isolation, each of these assigning meaningless tasks, removing responsi- behaviors may be seen as minor and people may bility, denied raise or promotion without reason; wonder what all the fuss is about (So he glared at excessive monitoring. you? So what?). What makes these behaviors more than they appear is their frequency and the dura- I have several observations regarding these behaviors. tion of exposure. Workplace bullying and its related First, what is particularly unique about workplace constructs are repeated and enduringforms of work- bullying is that it is often about what people do not place aggression. Persistency is the core feature that do rather than what they do, i.e., “lack of action”such distinguishes workplace bullying from more occasion- as withholding information, excluding from meetings, al aggressive treatment (Leymann, 1996; Einarsen et the silent treatment (Rayner & Keashly, 2005). This al, 2003). The defining characteristics are as follows: poses particular challenges for the target, bystanders, managers, and third parties to whom these concerns 1. Negative actions that are repeated and pat- are brought. Thus, it is important for ombudsmen to terned. This element captures both frequency of note that most aggressive behavior at work is psycho- occurrence (daily, weekly, monthly) and variety logical in nature and often passive or “failures to do” (more than one type of behavior). Regardless of behaviors. the construct, it is the frequency of exposure to hostile behaviors that has been directly linked Second, the nature of the relationship between the to a variety of negative individual (health, job target and actor will influence the specific expressions attitudes and behaviors) and organizational of hostility (Aquino & Lamertz, 2004; Neuman & Keas- (productivity, turnover) outcomes, i.e., the greater hly, 2010; Hershcovis & Barling, 2007). This has to do the exposure, greater the impact (Keashly & with the means and opportunity available to the actor Neuman, 2002). Being exposed to a number of (Neuman & Keashly, 2010). For example, a supervisor different hostile behaviors contributes to this due to his/her control over rewards and job assign- sense of frequency. We found that the number of ments has the opportunity and the means to bully different events uniquely contributed to negative through overwork and destabilization types of behav- individual outcomes beyond the mean frequency iors. Opportunities available to peers may have more of exposure (Keashly, Trott, & MacLean, 1994). But to do with information sharing and other working
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the number of behaviors and the frequency of months, this timeframe does not necessarily ap- occurrence do not adequately capture the nature peal to those for example, in Human Resources or of exposure. Frequency of exposure must also be indeed, ombudsmen who will want to be able to considered in terms of the overall frequency of address a developing hostile situation as quickly contacts with the actor. For example, perhaps the as possible, before irreversible damage sets in. boss only yells at an employee once a month but Thus, codifying a specific minimum duration in if the employee only sees him/her once a month policy may hamper reporting of problems and that is 100% of the time. The implications of that ultimately effective management. It is sufficient for a target are very different than for a target to note that bullying tends to occur over an ex- whose actor behaves this way once a month tended period of time. but they see him/her daily, i.e., they are exposed Fourth, while persistence or chronicity is the impor- to other behaviors, hopefully positive, that will tant marker of workplace bullying, it is also impor- influence their overall experience. Further, the fre- tant to recognize that the nature and intensity of quency of exposure can be created (or enhanced) behaviors directed at the target do not stay the same by the target reliving the experience, i.e., rumina- throughout. Long-standing bullying situations will tion (Harvey & Keashly, 2003). Finally the repeated often show a progression or escalation of aggression nature of exposure may be linked to the involve- from covert and indirect behaviors to increasingly ment of more than one actor, i.e., mobbing (Zapf overt, direct and in some situations physical (Einarsen, & Einarsen, 2005). The repeated and patterned 1999; Glomb, 2002). Research suggests that such nature of these behaviors highlights the impor- escalation will have the effect of rendering target at- tance of investigating a pattern of behavior rather tempts to constructively and actively respond ineffec- than each incident as a separate item (Rayner & tive (Richman, Rospenda, Flaherty & Freels, 2001; Zapf Keashly, 2005). Further the frequency of contact & Gross, 2001). This puts the target at increased risk that would be required organizationally “nor- for injury psychologically, emotionally, and physically mally”for the relationship is also important to (see further discussion below). The failure of construc- consider in any assessment. tive methods also may promote target resistance 2. Prolonged exposure over time (duration). and retaliation behaviors (Liefooghe & Davey, 2010; It is duration that is particularly distinctive about Lutgen-Sandvik, 2006) that may further an escala- workplace bullying. Researchers have used time- tory spiral. Such spirals can result in drawing others frames for assessing these actions ranging from into the situation, often as actors (Zapf & Gross, 2001) six months (which is typical in the European lit- and may even result in secondary spirals or cascades erature, e.g. Einarsen et al 2003) to a year (e.g., Ke- of aggression elsewhere in the unit or organization ashly & Neuman, 2004; Schat, Frone, & Kelloway, (Anderson & Pearson, 1999) i.e., the development of a 2006) to 5 years (e.g. Cortina et al, 2001). These hostile work environment. timeframes pale in comparison to the reports of Given the above description, a question is often those who self-identify as targets of workplace raised as to how workplace bullying, particularly at bullying. They report exposure ranging up to 10 advanced stages is different from an escalated conflict years (Burnazi, Keashly & Neuman, 2005; Zapf, between employees. What appears to distinguish Einarsen, Hoel & Vartia, 2003). Zapf and Gross bullying from “normal”workplace conflict is the (2001) report that average duration of those who existence of a power imbalance (Einarsen et al, 2003). were bullied by one person was 28 months, for This imbalance can be pre-existing in the structure of those who were bullied by two to four people the workplace (boss-subordinate) or it can develop as or more than 4 people (i.e., mobbing), it was 36 a conflict escalates and one party becomes disad- months and 55 months, respectively. Thus, the vantaged relative to the other. The importance of question of “how long is too long”is important to the imbalance is the potential impact on the target’s consider in this discussion of workplace bully- resources and ability to defend him/herself as well as ing. While researchers often specify at least one the actor’s ability to continue their actions (Keashly & event weekly for a minimum period of 6 or 12 Jagatic, 2010). This has implications for the nature and
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intensity of negative effects and highlights the impor- c) once these messages or images are released, tance of prevention and early intervention, as well as they are difficult to expunge from cyberspace, the necessity of strategies for remediation of effects. creating a situation in which exposure can be Taken together, the prolonged exposure to repeated continually renewed and thus relived, increasing hostile actions with an inability to defend creates a damage to the target and others. situation in which the target becomes increasingly It is critical that researchers and professionals focus disabled (Keashly, 1998). Further such a relationship, their efforts on understanding the nature and impact if allowed to continue, has the potential to not only of cyberbullying and to seek ways to manage its use spread its impact beyond the immediate dyad to oth- and impact. ers in the organization (e.g., witnesses) but it also has the possibility of creating hostile work environments where many workers are now “behaving badly”. The THE FACES OF HARM bullying process with its progression and its span of The consequences of workplace bullying have impact illustrates the communalnature of workplace been demonstrated at individual, group and organi- bullying (Namie & Lutgen-Sandvik, 2010). That is, a zational levels. At the individual level, direct targets variety of different parties are involved in or impacted show disruption of psychological, emotional and by workplace bullying. This communal nature requires physical well-being as well as decrements in cognitive that ombudsmen will need to engage a number of functioning (e.g., distraction, rumination), poor job people in the investigation and ultimately the man- attitudes, problematic job behaviors, and decreased agement of the bullying. performance (see Einarsen et al, 2003). Of particular Cyberspace: The next (and current) frontier. Before note is the evidence of genuine trauma associated leaving this section on bullying’s nature, It is impor- with prolonged mistreatment. Some targets manifest tant to acknowledge modern technological devices as symptoms characteristic of Post-traumatic Stress Dis- the new medium for bullying, e.g., bullying through order (PTSD) such as hypervigilance, nightmares, and the internet, email, text messaging, video/picture rumination (Glomb & Cortina, 2006; Hauge, Skogstad, clips and social networking sites. Lois Price Spratlen & Einarsen, 2010; Janson & Hazler, 2004). Witnesses/ (1995) ombudsman for the University of Washington bystanders to workplace bullying manifest similar at the time was among the first to identify how email symptoms and outcomes (e.g., Hoel, Faragher, & was being used to bully and harass others. Known Cooper, 2004; Vartia, 2001). At the work group or unit as cyberbullying or cyberaggression (e.g., Slonje & level, there is evidence of destructive political behav- Smith, 2008; Weatherbee & Kelloway, 2006), several ior, lack of cooperation, and increasing incidence of unique features of the medium conspire to make it interpersonal aggression (e.g., Glomb & Liao, 2003; a particularly virulent and destructive forum for and Lim, Cortina, & Magley, 2008). At the organizational form of bullying. Some of these features are: level, bullying’s impact is manifested in organizational withdrawal behaviors of targets and other employ- a) the ability of the actor(s) to be anonymous ees such as increased sick leave and presenteeism, making it more difficult for both targets and lowered organizational commitment, increased those investigating to identify the source. By turnover and loss of talent, retaliation behaviors such reducing detection, actors may become embold- as theft, sabotage and violence, and reputational ened to engage in more extreme and destructive damage in the broader community (Lutgen-Sandvik, attacks on the person’s reputation (Bjorkqvist, 2006; Rayner & McIvor, 2008; Tepper, Carr, Breaux, Osterman, & Hjelt-Back, 1994); Gelder, Hu, & Hua, 2009). Recent research has begun b) span of impact from a few organizational to expand the victim net beyond organizational members to millions of new media users globally; boundaries to include friends and family members and who experience distress and strain as support for the targeted loved one (Barling, 1996; Hoobler & Brass, 2006). Clearly, workplace bullying left unchecked can have profound implications both inside and outside the organization.
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HOW BiG iS THE PROBLEM? affected by workplace bullying in a 12-month period. So workplace bullying is hurtful and its effects These rates refer to general working populations. are expansive. Just how big a problem is this? The Exposure may be higher or lower in different organi- prevalence depends on how workplace bullying is zations and occupations. In short, workplace bullying assessed, the nature of the sample (convenience, is part of many adults’ working lives. organizational or representative of the nationwide workforce), and the country. Regarding measure- ment, there are two methods by which researchers WHY BULLYiNG? assess exposure to bullying: operational (objective) ANTECEDENTS AND PROCESSES. or self-labeling (subjective). The objective approach Discussion of the causes or contributions to identifies someone as bullied based on whether they workplace bullying requires the recognition of the have experienced at least one hostile behavior weekly multi-causal nature of this phenomenon (Zapf, 1999). or more often for a period of six months (character- Characteristics of the target, the actor, the work istic of European research) or 12 months (typical in environment, and the organizational context all play a American studies). This method measures exposure role to varying degrees and often in interaction in the to workplace bullying by means of a behavioral manifestation of (and on the flipside, the prevention checklist. For example, a person will indicate whether and management of) workplace bullying (Einarsen, they have experienced someone at work withhold- Hoel, Zapf & Cooper, 2003 for review). A useful frame- ing critical information from them. The self-labeling work for considering what some of these antecedents method provides people with a definition of bullying are and how they may combine with one another and asks if they have had such an experience in the comes from Baillien, Neyens, De Witte, and De Cuyper past six months, year or longer. This method measures (2009) who propose three interrelated processes experience of victimization. It is the experience of that may contribute to the development of bullying: victimization that targets will provide to an om- intrapersonal, interpersonal, and intragroup/organi- budsman, not simply exposure to specific behaviors zational. Individual and work-related antecedents are (Keashly, 2001). Thus, ombudsmen need to prepare implicated in either being the source of these pro- to probe for the fullness of the target’s experience as cesses or influencing how employees cope with the well as help the target provide specifics of incidents. challenges created by these processes. I will briefly describe these processes and how different factors Typically, rates of exposure are generally higher for are linked to them. the operational method than for the self-labeling method that requires a person to acknowledge s/he The intrapersonal pathway is one in which work- has been a victim, which sometimes people are reluc- place bullying is a result of stressors and frustration tant to do. So the self-labeling method can be consid- and how employees cope with them. Research in this ered a conservative estimate while the operational is a area focuses on individual characteristics that may en- more liberal estimate. European literatures show rates hance vulnerability to be a target or propensity to be ranging from 2-5% (in Scandinavian countries to 55% an actor. Relevant target characteristics are those that in Turkey (see Nielsen, Skogstad, Matthiesen, Glaso, may affect what the individual perceives as occurring Aasland, Notelaers & Einarsen, 2009 for fuller details) (i.e., interpreting ambiguous behavior or situations while US literature reports from 10-14% (labeling) as hostile) or may provoke affective and behavioral to 63% (operational; see Keashly & Jagatic, 2010 for reactions that are provocative to others or make them fuller details.) These rates apply to direct targets. If we seem as “easy”targets for displaced aggression (De extend the victim net to include witnesses, the rates Cuyper, Baillien & De Witte, 2009). Individuals with a of exposure to workplace bullying jump dramatically. propensity to experience negative affect such as an- For example, in a representative sample of over 7000 ger, fear, worry, anxiety, sadness and depression and US workers (Lutgen-Sandvik, Namie, & Namie, 2009) associated traits of neuroticism reported higher levels 12.3 % of respondents indicated they had witnessed of hostile treatment (Aquino & Thau, 2009; Bowling & others being bullied at work in the previous 12 Beehr, 2006; Coyne, Seigne, & Randall, 2000; Milam, months. Adding to this the 12.6% who said they had Spitzmueller & Penney, 2009). Similarly, relevant actor been bullied during this same period, almost 25% characteristics are ones associated with anxiety or of the American working adults are exposed to and anger and hostility such as negative affectivity, trait
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anger, poor self-control, emotional susceptibility and target. These can be challenging situations to assess irritability, dispositional aggressiveness, (hostile) at- as their genesis may have been mutually determined tributional bias and unstable self-esteem (Martinko but the balance has swung. To the extent these pro- et al, 2006; Neuman and Baron, 1998; Zapf & Ein- cesses were predominant, prevention efforts would arsen, 2003), all of which have been associated with focus on the development of constructive conflict increased aggressiveness. An actor’s lack of self-re- management strategies and conflict intervention flection and poor perspective taking ability has been strategies for third parties (e.g., managers, bystand- linked to engaging in bullying behaviors (Parkins, ers). Fishbein, & Ritchey, 2006; Zapf & Einarsen, 2003). intragroup/organizational pathway is one in which What is interesting is that characteristics broadly workplace bullying is viewed as a result of unit or or- characterized as negative affect and anxiety appear ganizational features that enable or directly stimulate relevant to both targets and actors. So the question bullying. These can be particularly challenging to deal becomes what may explain an employee becoming with as they are grounded in the way of doing work. either target or actor? Baillien et al (2009) suggest that Salin’s (2003) model of enabling, motivating, and it is ineffective coping behavior in response to frustra- precipitating organizational features helps clarify how tions (which can come from both interpersonal and these factors may influence bullying development. group level circumstances) that may provide the key. Briefly, enabling features are structures and processes Specifically, in their analysis of 87 workplace bullying whose existence or nonexistence affect whether bul- cases, they found that an employee might become lying is even possible. These include power imbal- vulnerable to victimization by others when they cope ancewhich, as noted earlier, affects both the ability with frustrations in a passive-inefficient way (e.g., by of the target to respond and defend and the means withdrawing, becoming helpless, or reducing produc- and opportunities available to an actor to mistreat; tivity). Such behavior may be perceived as violating low perceived costs and risks to engaging in bullying existing norms (not carrying one’s load) and result in behaviors as reflected in organizational cultures in other workers responding negatively towards them. which harassment is equated with way to do business When an employee copes with an experienced frus- styles of leadership linked to controlling (authoritar- tration in an active-ineffective way, they may displace ian) and uninvolved (laissez-fair) leadership. Also, lack their frustration onto an “innocent”coworker, result- of a clear and enforceable policy suggesting these ing in bullying (e.g. Tepper, Duffy, Henle & Lambert, behaviors are not problematic; and the qualities 2006). Bullying grounded in these dynamics can be of the working environment that create stress and viewed as a form of “predatory bullying”(Einarsen, frustration for employees such as unfair or inequitable 1999). To the extent this process is operational, strate- treatment (perceived injustice), lack of autonomy and gies for prevention and management would focus decision control, poor communication, role overload, on developing more effective stress and emotional conflict and ambiguity and uncomfortable physi- management strategies on the part of workers. cal environments (e.g., Neuman & Baron, 2010). . As The interpersonal pathway is one where workplace noted above, bullying may be the result of inefficient bullying may result from interpersonal conflict that coping with these stressors. Motivating features are is ineffectively managed and escalates, i.e., dispute- structures and processes that“make it rewarding to related bullying (Keashly & Nowell, 2003; Zapf & Gross, harass others”(Salin, 2003; pg. 1222). These are condi- 2001). In escalated conflicts, everyone engages in tions that promote the functionality of bullying, i.e., increasingly hostile and damaging actions. These as a rational response to those perceived as “threats” conflicts become bullying situations when one party or “burdens”(Hoel & Salin, 2003; Felson, 2006). This becomes notably unable to defend themselves yet includes internally competitive environments, where the other continues on an increasingly punitive path. employees are promoted or rewarded for outperform- Indeed attempts by the target to actively address the ing other coworkers so it could be construed to be issues are often unsuccessful and such failure is often in an employee’s interest to undermine or sabotage tied to increasingly negative impact on the target another, i.e., micropolitical behavior (Zapf & Einarsen, (Richman, Rospenda, Flaherty & Freels, 2001). In this 2003). Bullying can also be a response to perceived process, the more powerful employee becomes the norm violation on the part of a coworker such as a actor and the less powerful employee becomes the “rate buster”in an effort to bring them “back into line”
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with production norms. Bullying behavior can also Organizational culture change, however, is a long- be a way of establishing social dominance. Bullying term process. In the meantime there will be work- can be used as constructive dismissal where the work place bullying and the question is how to intervene environment is made so uncomfortable for someone to effectively manage and mitigate its impact. As is that they leave. Westhues (2002) talks about mob- hopefully clear from the research, there are different bing by professors against another as just such a points in the process at which action could notably strategy. Finally, precipitating factors are structures change its course. There are also a variety of actions and processes that may actually trigger an episode that could be undertaken at each of these points. of bullying assuming other factors as noted above What I have found useful as a way of thinking about are in place. These factors are typically associated how to ameliorate workplace bullying is applying the with some organizational changes such as changes contingency approach of conflict intervention. While in management or work group, restructuring, down- full exposition of this approach is beyond the scope sizing, and increasing diversity (Baillien & De Witte, of this article (See Keashly & Nowell, 2010 for more 2009; Neuman & Baron, 2010). The argument is that detail), I would like to briefly describe its fundamental these changes create stress, anxiety and frustration, principles and what it highlights about addressing which can lead to aggressive responding as discussed bullying. above. Salin (2003) argues that bullying is a result of The contingency approach is grounded in the idea an interaction among at least two of these factors that effective intervention in a conflict depends upon if not all three. This set of processes are perhaps the matching the action(s) to the phase of conflict devel- most challenging to address as we are in essence opment (discussion, polarization, segregation and talking about re-designing a work environment and destruction) and different issues that are prominent in changing its culture and resultant climate. each stage. For example, in the early phase of a con- flict, parties while disagreeing are still openly commu- nicating and see value in maintaining their relation- THE CHALLENGE OF ADDRESSiNG ship. Thus, a useful action might be helping parties WORKPLACE BULLYiNG. have constructive discussions through negotiation or As can be seen from this admittedly brief and if somewhat heated, through mediation. At a much selective presentation of research on workplace bully- later stage, where parties are polarized, communica- ing, this is a phenomenon that is dynamic, relational, tion distorted and behavior is becoming destructive, and communal in nature. Its dynamics can spiral to initial action involves stopping the destructive behav- encompass and impact other organizational mem- ior and if successful, then perhaps utilizing a version bers and extend its reach outside the organization. of shuttle diplomacy to focus on more substantive While played out by individuals, it is the organiza- issues. The other aspect of a contingency approach is tion’s structure and processes that play pivotal roles in the recognition that de-escalation cannot be accom- whether and how bullying is manifested, i.e., bullying plished by a single action but requires coordinating is fundamentally a systemic problem (Keashly, 2001; a sequence of activities over time to move parties Namie & Lutgen-Sandvik, 2009). It is this belief of the back down the spiral. Applying this perspective to systemic nature of bullying that has researchers and workplace bullying, highlights a number of important professionals calling for organizational leaders and considerations: managers to take responsibility for leading the efforts 1. The need to thoroughly and critically assess the in prevention and management of workplace bul- history and current status of the bullying situa- lying. Recent scholarship has begun to identify and tion. This knowledge makes it possible to select assess what organizational and management efforts methods of intervening that increase the chances are important for developing a culture and climate of at least minimizing damage and at most (re) that are antithetical to bullying (for detailed discus- building the parties, particularly the target, the sion see; Einarsen & Hoel 2008; Fox & Stallworth, 2009; working relationship as well as the working envi- & Giga, 2006; Keashly & Neuman, 2009; Osatuke, K., ronment for others. Moore, S.C., Ward, C., Dyrenforth, S. R. & Belton, L., 2009; Rayner & McIvor, 2008; Salin, 2006).
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2. Individuals observing the actor and target part of all parties such as communication, anger interactions can play critical roles in helping to management, stress management, perspective manage the situation. As revealed by research taking and conflict management skills) may be documenting span of impact, other people have relevant in these relationships preventing bully- a stake in this situation being resolved construc- ing from becoming entrenched. While enhancing tively. Bystanders represent a critical yet un- individual skills is important, the organizational tapped group that could have profound influence context can either support or undermine them in bullying situations, particularly in the not-yet- (Salin, 2003). So any efforts must acknowledge bullied phase (Ashburn-Nardo, Morris, & Good- organizational culpability and focus change at win, 2008; Keashly and Neuman, 2007; Scully & this level as well. Rowe, 2009)
3. The need to view dealing with bullying as CONCLUSiON a comprehensive and coordinated effort of a number of different activities and a number of Workplace bullying is persistent relational different parties. It highlights the importance aggression. It has tremendous potential to escalate, of coordinating short-term crisis management drawing in others beyond the initial actor-target interventions such as separation of the parties relationship. Its effects can be devastating and wide- with longer-term methods directed at fundamen- spread individually, organizationally and beyond. It tally altering the parties’ relationship specifically is fundamentally a systemic phenomenon, grounded and the system generally. Such coordinated and in the organization’s culture. Ombudsmen are in a comprehensive efforts require organizational unique position organizationally to become aware of awareness of bullying and a commitment to these types of relationships and to provide leadership dealing with it directly. Ombudsmen’s location in in assessing and responding effectively and construc- the organizational system positions them well for tively to the benefit of all organizational members. It developing and facilitating these types of efforts. is my hope that the research discussed in this article has provided information and insight that will help 4. It provides an explanation for why some actions ombudsmen in their efforts to address this devastat- may fail, i.e., they were inappropriate for the ing phenomenon and to develop a culture of respect circumstances. For example, mediation has been and dignity for all employees where bullying has no recommended as an approach for addressing place. workplace bullying (e.g., Hoel, Rayner, & Cooper, 1999; Schmidt, 2010). Critics argue that in cases of severe bullying, the target is not able to partici- REFERENCES pate fully as an equal party. Further, mediation’s focus on the future can be a way for the actor to Andersson, L. M. and Pearson, C. M. (1999) Tit for tat? avoid having to take responsibility for their ac- The spiraling effect of incivility in the workplace. Acad- tions. Thus, mediation may be more appropriate emy of Management Review, 24, 452–471. early on but less effective and even detrimental in Aquino, K. & Lamertz, K. (2004) A relational model of later stages. workplace victimization: Social roles and patterns of 5. Recognition that damage inherent in severe victimization in dyadic relationships. Journal of Ap- bullying limits the means of handling such plied Psychology, 89(6), 1023–1034. situations. As discussed under harm, long term Aquino, K. and Thau, S. (2009) Workplace victimiza- exposure to bullying effectively disables and tion: Aggression from the target’s perspective. Annual damages the target and often others so that a “re- Review of Psychology, 60, 717–741. turn to normal”is highly unlikely. This highlights Ashburn-Nardo, L., Morris, K.A., & Goodwin, S.A. the importance of preventive measures address- (2008). The Confronting Predjudiced Responses (CPR) ing harmful interactions early (not-yet-bullied; model: Applying CPR in organizations. Academy of Rayner, 1999) before more damage occurs and Management Learning & Education, 7, 332-342. when there is a chance for (re)building productive relationships. Individual skill development on the
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Baillien, E. and De Witte, H (2009). Why is organiza- Einarsen, S. (1999). The nature and causes of bullying. tional change related to workplace bullying: Role International Journal of Manpower, 20, 16-27. conflict and job insecurity as mediators. Economic and Einarsen, S. & Hoel, H. (2008). Bullying and mistreat- Industrial Democracy, 30, 348-371. ment at work: How managers may prevent and man- Baillien, E., Neyens, I., De Witte, H. & De Cuyper, N. age such problems. In A. Kinder, R. (2009). A qualitative study on the development of Hughes & C. L. Cooper (Eds.), Employee well-being workplace bullying: Towards a three way model. and support: A workplace resource (pp. 161–173). Journal of Community and Applied Social Psychology, Chichester: John Wiley & Sons. 19, 1-16. Einarsen, S., Hoel, H. & Zapf, D. (2010). Workplace bul- Barling, J. (1996) The prediction, psychological experi- lying and harassment: Developments in theory, research ence, and consequences of workplace violence. In G. and practice. London, UK: Taylor Francis VandenBos and E. Q. Bulatao (eds), Violence on the job: Identifying risks and developing solutions (pp. 29–50). Ferris, D.L., Brown, D.J., Berry, J.W. and Lian, H. (2008). Washington, DC: American Psychological Association. The development and validation of workplace ostra- cism. Journal of Applied Psychology, 93 (6), 1348-1366. Bassman, E. (1992) Abuse in the workplace. Westport, CT: Quorum Books. Fox, S. & Stallworth, L. (2009). Building a framework for two internal organizational approaches to resolv- Bjorkqvist, K., Osterman, K., & Hjelt-Back, M. (1994). ing and preventing workplace bullying: Alternative Aggression among university employees. Aggressive dispute resolution and training. Consulting Psychology Behavior, 20, 173-184. Journal: Practice and Research, 61, 220-241. Bowling, N.A., Beehr, T.A., Bennett, M.M., and Watson, Gill, M.J. and Sypher, B.D. (2009). Workplace incivility C. P. (2010). Target personality and workplace vic- and organizational trust. In P. Lutgen-Sandvik & B.D. timization: A prospective analysis. Work & Stress, 24, Sypher (eds). The destructive side of organizational 140-150. communication: Processes, consequences and con- Brodsky, C. M. (1976). The harassed worker. Lexington, structive ways of organizing. (pp. 53-73) New York: MA: Lexington Books. Routledge/LEA, (pp. 53-73). Burnazi, L, Keashly, L, & Neuman, J.H. (August, 2005). Glaso, L., Matthiesen, S.B., Nielsen, M.B. and Einarsen, Aggression revisited: Prevalence, outcomes, and ante- S. (2007). Do targets of workplace bullying portray a cedents. Paper presented at the Academy of Manage- general victim personality profile? Scandinavian Jour- ment annual meeting, Oahu, HI. nal of Psychology, 48, 313-319. Buss, A.H. (1961). The psychology of aggression. New Glomb, T.M. (2002). Workplace aggression: Informing York: Wiley. conceptual models with data from specific encoun- ters. Journal of Occupational Health Psychology, 7, 1, Cortina, L.M., Magley, V. J., Williams, J. H. and Langh- 20–36. out, R. D. (2001) Incivility in the workplace: Incidence and impact. Journal of Occupational Health Psychology, Glomb, T.M. & Cortina, L.M. (2006). The experience of 6, 64–80. victims: Using theories of traumatic an chronic stress to understand individual outcomes of workplace Coyne, I., Seigne, S. & Randall, P. Predicting workplace abuse. In E.K. Kelloway, J. Barling, & J.J. Hurrell (2006), victim status from personality. European Journal Handbook of workplace violence. (pp. 517-534) Thou- of Work and Organizational Psychology, 2000, 9(3), sand Oaks, CA: Sage. 335–49. Glomb, T. M. & Liao, H. (2003). Interpersonal aggres- De Cuyper, N., Baillien, E., and De Witte, H. (2009). Job sion in work groups: Social influence, reciprocal, and insecurity, perceived employability and targets’ and individual effects. Academy of Management Journal, perpetrators’ experiences of workplace bullying. Work 46, 486-496. & Stress, 23, 206-224. Greenberg, L., and Barling, J. (1999). Predicting em- Duffy, M. K., Ganster, D. C. and Pagon, M. (2002) Social ployee aggression against coworkers, subordinates undermining in the workplace. Academy of Manage- and supervisors: The roles of person behaviors and ment Journal, 45, 331-351.
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perceived workplace factors. Journal of Organizational Hutchinson, M., Vickers, M.H., Jackson, D., and Wilkes, Behavior, 20, 897-913. L. (2005). “I’m gonna do what I wanna do.” Organi- Griffin, R. W. and Lopez, Y. P. (2005) “Bad behavior” zational change as a legitimized vehicle for bullies. in organizations: A review and typology for future Health Care Management Review, 30, 331-336. research. Journal of Management, 31, 988-1005. Janson, G.R. & Hazler, R.J. (2004). Traumatic reactions Harvey, S., & Keashly, L. (2003). Rumination: A psycho- of bystanders and victims to repetitive abuse experi- logical mechanism for transmitting and maintaining ences. Violence and Victims, 19, 239-255. the effect of emotional abuse at work. Proceedings of Joint Commission (2008). Behaviors that undermine the American Society for Business and the Behavioral a culture of safety. Sentinel Event Alert, 40, July 02 (re- Sciences, 10, 593-601. trieved March 23, 2008 from http://www.jointcom- Hauge, L.J., Skogstad, A. and Einarsen, S. (2007). Rela- mission.org/SentinelEvents/SentinelEventA) tionships between stressful work environments and Keashly, L. (1998) Emotional abuse in the workplace: bullying: Results of a large representative study. Work Conceptual and empirical issues. Journal of Emotional & Stress, 21, 220-242. Abuse, 1, 85–117. Hauge, L.J., Skogstad, A. and Einarsen, S. (2009). Keashly, L. (2001) Interpersonal and systemic aspects Individual and situational predictors of workplace bul- of emotional abuse at work: The target’s perspective. lying: Why do perpetrators engage in bullying others? Violence and Victims, 16, 3, 233–268. Work & Stress, 23, 349-358. Keashly, L., Harvey, S., & Hunter, S. (1997). Abusive Hauge, L.J, Skogstad, A. and Einarsen, S. (2010). The interaction and role state stressors: Relative impact on relative impact of workplace bullying as a social student residence assistant stress and work attitudes. stressor at work. Scandinavian Journal of Psychology, Work & Stress, 11, 175-185. 51, 1-8. Keashly, L. & Jagatic, K. (2003) By any other name: Hershcovis, M. S. and Barling, J. (2007) Towards American perspectives on workplace bullying. In S. a relational model of workplace aggression. In J. Einarsen, H. Hoel, D. Zapf and C. L. Cooper (eds.), Bully- Langan-Fox, C. L. Cooper and R. J. Klimoski (eds), ing and Emotional Abuse in the Workplace: International Research companion to the dysfunctional workplace: perspectives on Research and Practice. (pp. 31-91). Management challenges and symptoms (pp. 268–284). London: Taylor and Francis. Northampton, MA: Edward Elgar Publishing. Keashly, L. & Jagatic, K (2010). North American per- Hershcovis, M.S., Turner, N., Barling, J., Arnold, K.A., spectives on workplace hostility and bullying. In S. Dupre, K.E., Inness, M., LeBlanc, M.M. & Sivanathan, Einarsen, H. Hoel, & D. Zapf. Bullying and harassment N. (2007). Predicting workplace aggression: A meta- in the workplace: Developments in theory, research and analysis. Journal of Applied Psychology, 92, 228-238. practice 2nd Edition (pp. 41-71). London, UK: Taylor Hoel, H., Faragher, B., & Cooper, C. (2004). Bullying is Francis. detrimental to health, but all bullying behaviors are Keashly, L. & Neuman, J.H. (2002). Exploring persistent not necessarily equally damaging, British Journal of patterns of workplace aggression. Paper presented Guidance and Counselling, 32, 367-387. as part of symposium Workplace abuse, aggression, Hoel, H. & Giga, S. I. (2006). Destructive interpersonal bullying, and incivility: Conceptual integration and conflict in the workplace: The effectiveness of manage- empirical insights, Annual meeting of the Academy of ment interventions. Working paper, Manchester Busi- Management, Denver, August. ness School, The University of Manchester, UK. Keashly, L. & Neuman, J.H. (2004). Bullying in the Hoel, H., Rayner, C., & Cooper, C. L. (1999). Workplace workplace: Its impact and management. Employee bullying. International Review of Industrial Organiza- Rights and Employment Policy Journal.8 (2), 335-373. tional Psychology, 14, 195–229. Keashly, L. & Neuman, J.H. (2007, November). Step- Hoobler, J. M. & Brass, D. J. (2006) Abusive supervi- ping up: Developing peer strategies for addressing sion and family undermining as displaced aggression. bullying. Paper presented as part of a Training and Journal of Applied Psychology, 91(5), 1125-1133. Development session “Building Workplace Bullying Seminars: Grounding Training and Development in
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Strong Communication Scholarship”at the National Namie, G. & Lutgen-Sandvik, P. (2010). Active and Communication Association annual meeting, Chicago. passive accomplices: The communal character of Keashly, L. & Neuman, J.H. (2009). Building construc- workplace bullying. International Journal of Communi- tive communication climate: The U.S. Department cation, 4, 343-373. of Veterans Affairs Workplace Stress and Aggression Neuman, J. H. . and Baron, R. A. (1997) Aggression in Project. In P. Lutgen-Sandvik & B.D. Sypher (eds).The the workplace. In R. A. Giacalone and J. Greenberg destructive side of organizational communication: (eds), Antisocial behavior in organizations (pp. 37–67). Processes, consequences and constructive ways of Thousand Oaks, CA: Sage Publications, Inc. organizing. (p.339-362) New York: Routledge/LEA Neuman, J.H. and Baron, R. A. (1998) Workplace vio- Keashly, L. & Nowell, .B. L.. (2010). Workplace bullying, lence and workplace aggression: Evidence concerning conflict and conflict resolution. In S. Einarsen, H. Hoel, specific forms, potential causes, and preferred targets. & D. Zapf (eds). Workplace bullying and harassment: Journal of Management, 24, 391- 419. Developments in theory, research and practice. (pp. 423- Neuman, J.H. and Baron, R. A. (2005) Aggression in the 455) London, UK: Taylor Francis. workplace: A social-psychological perspective. In S. Keashly, L., Trott, V. and MacLean, L. M. (1994) Abusive Fox and P. E. Spector (eds.) Counterproductive work be- behavior in the workplace: A preliminary investiga- havior: Investigations of actors and targets, (pp. 13-40). tion. Violence and Victims, 9, 125–141 Washington, DC: American Psychological Association. Kelloway, E. K., Barling, J. & Hurrell, J.J. (2006). Hand- Neuman, J.H. and Baron, R.A. (2010) Social anteced- book of workplace violence. Thousand Oaks, CA: Sage. ents in bullying: A social interactionist perspecxtive . Lamertz, K. & Aquino, K. (2004). Social power, social In S. Einarsen, H. Hoel, & D. Zapf (eds). Workplace bul- status and perceptual similarity of workplace vic- lying and harassment: Developments in theory, research timization: A social network analysis of stratification. and practice London, UK: Taylor Francis . Human Relations, 57, 795-822. Neuman, J. H., & Keashly, L. (2010) The means, motive, Leymann, H. (1996). The content and development and opportunity framework and insidious workplace of mobbing at work. European Journal of Work and behavior. In J. Greenberg (Ed.), Insidious workplace Organizational Psychology, 5, 165-184. behavior. Hillsdale, NJ: Lawrence Erlbaum. Lim, S., Cortina, L. M., & Magley, V. J. (2008) Personal Nielsen, M. B., Matthiesen, S.B. and Einarsen, S. (2008). and workgroup incivility: Impact on work and health Sense of coherence as a protective mechanism outcomes. Journal of Applied Psychology, 93(1), 95-107. among targets of workplace bullying. Journal of Oc- cupational Health Psychology, 13, 128-136. Lutgen-Sandvik, P. (2006) Take this job and…: Quitting and other forms of resistance to workplace bullying. Nielsen, M B., Skogstad, A., Matthiesen, S.B., Glaso, Communication Monographs, 4,406-433. L., Aasland, M.S., Notelaers, G. & Einarsen, S. (2009). Prevalence of workplace bullying in Norway: Compari- Lutgen-Sandvik, P., Namie, G. & Namie, R. (2009) sons across time and estimation methods. European Workplace bullying: Causes, consequences, and Journal of Work and Organizational Psychology, 18, corrections. In P. Lutgen-Sandvik & B. Sypher (eds). 81-101. Destructive organizational communication: Processes, consequences, and constructive ways of organizing. (pp. Notelaers, G., De Witte, H. and Einarsen, S. (2008). A 27-52) New York: Routledge. job characteristics approach to explain workplace bullying. European Journal of Work and Organizational Martinko, M. J., Douglas, S. C., and Harvey, P. (2006) Psychology, 19, 487-504. Understanding and managing workplace aggression. Organizational Dynamics, 35(2), 117–130. Osatuke, K., Moore, S.C., Ward, C., Dyrenforth, S.R., & Belton, L. (2009). Civility, respect, and engagement Milam, A. C., Spitzmueller, C., and Penney, L. M. (2009) in the workforce (CREW): Nationwide organization Investigating individual differences among targets development intervention at Veterans Health Admin- of workplace incivility. Journal of Occupational Health istration. The Journal of Applied Behavioral Science, 45, Psychology, 14(1), 58-69. 384-410.
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Parkins, I. S., Fishbein, H.D. and Ritchey, P.N. (2006). Salin, 2 (2006). Organizational measures taken against The influence of personality on workplace bullying workplace bullying: the case of Finnish municipalities. and discrimination. Journal of Applied Psychology, 36, Meddelanden Working Papers, Swedish School of 2554-2577. Economics and Business Administration, Finland. Pearson, C. M., Andersson, L. M. and Porath, C. L. Schat, A. C. H., Frone, M. R. & Kelloway, E. K. (2006) (2005) Workplace incivility. In S. Fox and P. E. Spector Prevalence of workplace aggression in the US work- (eds.) Counterproductive work behavior: Investigations force: Findings from a national study. In E. K. Kelloway, of actors and targets.(p. 177-200) Washington, DC: J. Barling, and J. J. J. Hurrell (eds.) Handbook of Work- American Psychological Association. place Violence (p. 47-90). Thousand Oaks, CA: Sage Price Spratlen, L. (1995) Interpersonal conflict which Schmidt, P. (2010). Workplace mediators seek a role in includes mistreatment in a university workplace. Vio- taming faculty bullies. The Chronicle of Higher Educa- lence and Victims, 10, 285–297. tion. Retrieved June 8 , 2010 from http://chronicle. Rayner, C. (1999). From research to implementation: com/article/Workplace-Mediators-Seek-a/65815/ Finding leverage for prevention. International Journal Scully, M. & Rowe, M. (2009). Bystander training within of Manpower, 20, 28–38. organizations, Journal of the International Ombudsman Rayner, C. & Hoel, H. (1997). A summary review of Association, 2, 89-95. literature relating to workplace bullying. Journal of Slonje, R. & Smith, P.K. (2008). Cyberbullying: Another Community and Applied Social Psychology, 7,181-191. main type of bullying? Personality and Social Sciences, Rayner, C., Hoel, H., & Cooper, C.L. (2002). Bullying at 49, 147-154. work: What we know, who is to blame and what can we Tepper, B., Duffy, M. K., Henle, C. A., & Lambert, L. S. do? London: Taylor Francis. (2006). Procedural injustice, victim precipitation, and Rayner, C & Keashly, L. (2005) Workplace bullying. In abusive supervision. Personnel Psychology, 59: 101- Spector, P. & Fox, S. (eds). Counterproductive workplace 123. behavior: An integration of both actor and recipient Tepper, B. (2007) Abusive supervision in the work- perspectives on causes and consequences. (pp. 271-296) place: Review, synthesis and research agenda. Journal Washington, DC: American Psychological Association. of Management, 33 (3), 261–289. Rayner, C. & McIvor, K (May 2008) Research report Tepper, B., Carr, J.C., Breaux, D.M., Gelder, S., Hu, C., & on the Dignity at Work Project. University of Ports- Hua, W. (2009). Abusive supervision, intentions to quit, mouth, Business School. Retrieved from http://www. and employees’ workplace deviance: A power/depen- port.ac.uk/research/cord/workplacebullying/ dence analysis. Organizational Behavior and Human researchreports/filetodownload,52783,en.pdf. Decision Processes, 109, 156-167. September 5, 2010. VandenBos, G.R. & Bulatao, E.Q. (Eds.), Violence on the Richman, J., Rospenda, K. M., Flaherty, J. A. and Freels, job: Identifying risks and developing solutions. Washing- S. (2001) Workplace harassment, active coping, and ton, DC: American Psychological Association. alcohol-related outcomes. Journal of Substance Abuse, Vartia, M. (2001). Consequences of workplace bullying 13, 3, 347–366. with respect to the well-being of the targets and the Richman, J, Rospenda, K. M., Nawyn, S. J., Flaherty, J. observers of bullying. Scandinavian Journal of Work A., Fendrich, M., Drum, M. L. & Johnson, T. P. (1999) Environment Health, 27, 63-67/ Sexual harassment and generalized workplace abuse Waldron , V. (2009). Emotional tyranny at work: Sup- among university employees: Prevalence and mental pressing the moral emotions. In P. Lutgen-Sandvik health correlates. American Journal of Public Health, 89, & B.D. Sypher (eds).The destructive side of organiza- 3, 358–363. tional communication: Processes, consequences and Salin, D. (2003). Ways of explaining workplace bully- constructive ways of organizing. (p.7-26) New York: ing: A review of enabling, motivating and precipitat- Routledge/LEA ing structures and processes in the work environment. Weatherbee, T. & Kelloway, E.K. (2006). A case of cy- Human Relations, 56, 1213-122. berdeviancy: Cyberaggression in the workplace. In E.
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K. Kelloway, J. Barling, and J. J. J. Hurrell (eds.) Hand- book of Workplace Violence (p. 445-488). Thousand Oaks, CA: Sage Westhues, K. (2002). At the mercy of the mob. OHS Canada, 18 (8), 30-36. Zapf, D. (1999). Organizational, work group related and personal causes of mobbing/bullying at work. International Journal of Manpower, 20, 70-85. Zapf, D. & Einarsen, S. (2005). Mobbing at work: Esca- lated conflicts in organizations. In S. Fox and P.E. Spec- tor (eds). Counterproductive work Behavior: Investiga- tions of actors and targets. Washington, DC: American Psychological Association. Chapter 10, pp 237-270. Zapf, D., Einarsen, S., Hoel, H., & Vartia, M. (2003). Empirical findings on bullying in the workplace. In S. Einarsen, H. Hoel, D. Zapf and C. L. Cooper (eds.), Bully- ing and emotional abuse in the workplace: International perspectives on research and practice. (pp. 103-126). London: Taylor Francis. Zapf, D. and Gross, C. (2001). Conflict escalation and coping with workplace bullying: A replication and ex- tension. European Journal of Work and Organizational Psychology, 10, 497–522.
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535 536 Combating Bullying in the Workplace: A Comparison of Global Approaches By Erika C. Collins and Michelle A. Gyves REPRINTED WITH PERMISSION
Bullying is a problem facing companies and their based on the draft Healthy Workplace Bill prepared by employees throughout the world. More than a quarter of the Workplace Bullying Institute (“WBI”). respondents in a 2014 survey in the United States report- ed experiencing workplace bullying.1 California The introduction of the Healthy Workplace Bill in Companies must address bullying, not only to show 2003 made California the fi rst state in the U.S. to begin solidarity with their employees, but also because engen- formally considering anti-bullying legislation. Although dering a healthy workplace is a critical business issue. that legislation has not been adopted, California did When it comes to bullying, companies suffer when their adopt a law in 2014 requiring that prevention of abu- employees suffer. Studies have shown that workplace sive conduct be included as a component of the sexual bullying leads to increased absenteeism, decreased harassment training for supervisory employees already productivity, higher health care costs, higher rates of required under California law for employers with 50 or employee turnover, and myriad other diffi culties for more employees.4 Abusive conduct is defi ned as “con- employers.2 duct of an employer or employee in the workplace, with Jurisdictions vary widely in their legislative ap- malice, that a reasonable person would fi nd hostile, of- proaches to combat bullying. For example, while the fensive, and unrelated to an employer’s legitimate busi- United States has had status-based harassment and ness interests” and includes “repeated infl iction of verbal discrimination laws in place for decades and well in abuse, such as the use of derogatory remarks, insults, and advance of most other countries, these laws generally epithets, verbal or physical conduct that a reasonable per- protect those who are harassed in the workplace based son would fi nd threatening, intimidating, or humiliating, on specifi ed “protected categories.”3 There is no legisla- or the gratuitous sabotage or undermining of a person’s tion at the federal level to assist those who are bullied work performance.”5 or harassed in the workplace but do not have such a protected status on which to base a claim. As discussed Tennessee below, however, there has been a state-level movement Earlier in 2014, Tennessee became the fi rst state to in recent years to address this gap in coverage. Other pass a bullying-related law. The Tennessee Healthy Work- countries also have been proactive in combating work- place Act encourages public-sector employers to adopt a place bullying. For example, new legislation has been policy that “assist[s] [the employer] in recognizing and introduced, or existing legislation interpreted, to address responding to abusive conduct in the workplace” and bullying in, among others, Sweden, the United Kingdom, “prevent[s] retaliation against any employee who has France, Japan and parts of Canada and Australia. reported abusive conduct in the workplace.”6 If a public- sector employer adopts such a policy, the employer shall This article provides an overview of anti-bullying have immunity from tort suits resulting from abusive legislation in the United States, Sweden, the United King- conduct by the employer’s employees that results in dom, France, and Canada. It also provides suggestions negligent or intentional infl iction of mental anguish.7 for employers to address bullying in the workplace. The law that passed was signifi cantly scaled back from that initially introduced which was based on the WBI’s United States Healthy Workplace Bill and contained, among other Although the fi rst piece of state-level anti-bullying points, a private right of action for bullied employees. legislation was introduced in 2003, it was more than a New York decade before any state enacted legislation specifi cally aimed at workplace harassment unrelated to a protected The New York State Legislature introduced an anti- 8 characteristic. Today, two states (California and Tennes- bullying bill in 2010, which passed in the Senate but was see) have enacted laws related to workplace bullying, put on hold in the Assembly. Since that time, similar bills although neither provides a civil cause of action for have been introduced periodically in the New York State bullying victims or otherwise expands an employee’s Assembly and Senate. As of the time of writing, a bill has ability to hold an employer accountable for bullying in been introduced in the Assembly for the 2015-16 legisla- 9 the workplace. Bills also have been introduced in 25 other tive session with 80 sponsors. states, including New York, as well as in Puerto Rico and The bill would amend the New York Labor Law to the U.S. Virgin Islands. Many of the introduced bills are provide legal redress for employees subjected to an “abu-
10 NYSBA Labor and Employment Law Journal | Fall 2015 | Vol. 40 | No. 1 537 sive work environment,” which exists when an employee Sweden is “subjected to abusive conduct that causes physical In 1993, Sweden became the fi rst country in the world 10 harm, psychological harm or both.” Abusive conduct to enact specifi c anti-bullying legislation. The Ordinance is defi ned as “acts, omissions, or both, that a reasonable on Victimization at Work,22 enacted as part of Sweden’s person would fi nd abusive, based on the severity, nature, occupational safety and health laws, offers protection 11 and frequency of the conduct.” A single act usually against “victimization,” which it defi nes as “recurrent will not constitute abusive conduct unless it is “espe- reprehensible or distinctly negative actions which are 12 cially severe and egregious,” similar to the standard for directed against individual employees in an offensive hostile work environment claims under Title VII of the manner and can result in those employees being placed 13 Civil Rights Act. Under the bill employers are vicari- outside the workplace community.”23 ously liable for the abusive conduct of their employees,14 and employers may not retaliate against individuals who Unlike New York’s proposed law, the ordinance participated in the complaint process.15 does not provide a private cause of action for aggrieved employees. Instead, it imposes administrative obligations The bill does provide employers with several alterna- upon employers to prevent victimization, to immediately tive affi rmative defenses. First, an employer may have an intervene when such misconduct becomes apparent, and affi rmative defense against a claim if it can demonstrate to attempt to engage in a collaborative process to resolve that it exercised reasonable care to prevent and promptly confl icts.24 Employers who fail to comply with these ob- correct the abusive conduct, and that the employee ligations may be fi ned and/or imprisoned for up to one unreasonably failed to take advantage of the appropriate year.25 preventative or corrective opportunities that it provid- ed.16 This defense is not available if the abusive conduct culminated in an adverse employment decision with United Kingdom respect to the complaining employee (e.g., termination or Although the United Kingdom has not enacted legis- demotion). However, the employer can assert alternative lation specifi cally to combat workplace bullying, British defenses that the complaint is based on “adverse em- courts have interpreted the Protection from Harassment Act, ployment action reasonably made for poor performance, 199726 (PHA), as providing redress for victims of work- misconduct or economic necessity,” “a reasonable perfor- place bullying.27 The PHA prohibits individuals from mance evaluation,” or “an employer’s reasonable investi- pursuing a course of conduct that they know, or should gation about potentially illegal or unethical activity.”17 know, amounts to harassment.28 The remedies available under the bill include re- Courts have interpreted the statute’s vague defi ni- instatement, removal of the offending party from the tion of “harassment” as conduct: (i) occurring on at least complainant’s work environment, reimbursement for two occasions, (ii) targeted at the claimant, (iii) calculated lost wages, front pay, medical expenses, compensation in an objective sense to cause distress, and (iv) that is for pain and suffering and/or emotional distress, puni- objectively judged to be oppressive and unreasonable.29 tive damages, and attorney’s fees.18 But in cases where When harassment has occurred, vicarious liability for the there was no adverse employment decision, an employer conduct is not automatic. Instead, employer liability must may be held liable for emotional distress damages and be “just and reasonable in the circumstances.”30 Whether punitive damages only when the actionable conduct was an employer has implemented a harassment policy and extreme and outrageous.19 This is a notable departure procedures is one factor courts may consider in deter- from earlier versions of the bill which provided that, in mining whether the imposition of vicarious liability is cases where there was no adverse employment decision, reasonable.31 emotional distress damages are capped at $25,000 and punitive damages are not available.20 Finally, the bill The PHA provides for remedies similar to those also precludes employees who have collected Workers’ available under the New York bill, including injunctive Compensation benefi ts for conditions arising out of an relief and compensatory and emotional distress dam- 32 abusive work environment from bringing a claim pursu- ages. There is no cap on the damages that courts may ant to the law for the same conditions.21 award aggrieved employees. Signifi cantly, a court in 2006 awarded a victim of workplace bullying GBP 800,000 (ap- Elsewhere in the U.S. prox. $1.2 million) in damages.33 This can be contrasted with general unfair dismissal law in the UK for which At the time of writing, four other jurisdictions damages are capped at GBP 88,210 (approx. $135,750). (Connecticut, North Dakota, Utah and the U.S. Virgin Islands) in addition to New York have workplace bully- ing bills currently under active consideration in the state France legislature. In 2002, France enacted the Social Modernization Law, which introduced provisions to the French Labor Code that provide civil and criminal penalties for “moral”
NYSBA Labor and Employment Law Journal | Fall 2015 | Vol. 40 | No. 1 11 538 harassment.34 The law sets a fairly high standard for ac- • Require employees to report abusive conduct, and tionable conduct in that it expressly provides that a single provide a specifi c and clear procedure that offers act, regardless of its severity, is not enough to constitute employees multiple avenues to complain about moral harassment.35 In addition, the conduct must have abuse. the purpose or effect of degrading the employee’s right to dignity, affecting the employee’s mental or physical • Train all managers on how to handle reports of abu- health, or compromising the employee’s career.36 The law sive conduct and on the consequences of retaliation. places an affi rmative obligation on employers to take all • Take immediate and effective action to rectify all necessary actions to prevent moral harassment,37 and retaliation complaints. prohibits them from retaliating against employees who report moral harassment or who refuse to be victims of • Continually review and, if necessary, revise em- mo ral harassment.38 ployment policies to ensure compliance with ap- plicable workplace bullying laws and regulations. Labor tribunals have interpreted the Social Mod- ernization Law as holding employers strictly liable for actionable conduct, even if they implemented measures Endnotes to prevent moral harassment.39 The law also provides for 1. Results of the 2014 WBI U.S. Workplace Bullying Survey, WORKPLACE BULLYING INSTITUTE, http://www. the automatic nullifi cation of any employment contract workplacebullying.org/wbiresearch/wbi-2014-us-survey/ (last 40 termination resulting from moral harassment. Addi- visited February 20, 2015). tionally, labor tribunals have ordered employers to pay 2. See, e.g., Cunniff, L., & Mostert, K. (2012). Prevalence of workplace damages for breach or “disloyal non-performance” of bullying of South African employees. SA Journal of Human Resource an employment contract based upon a failure to prevent Management/SA Tydskrif vir Menslikehulpbronbestuur, 10(1), moral harassment.41 Art. #450, 15 pages. http://dx.doi.org/10.4102/sajhrm.v10i1.450 (last visited February 20, 2015). 3. Under Title VII of the Civil Rights Act of 1964, race, color, religion, Canada sex, and national origin are protected categories. The Age Discrimination in Employment Act protects workers who are 40 Legislation aimed at combating workplace bully- and older from discrimination, and the American with Disabilities ing also has been enacted in the Canadian provinces of Act protects disabled workers. Under the Genetic Information British Columbia, Manitoba, Saskatchewan, Ontario, Predisposition Act of 2008, employers are prohibited from using and Quebec. In Ontario, for example, the Occupational information regarding someone’s genetic predisposition to disease in making employment decisions. Veteran status is also a protected Health and Safety Act was amended in 2010 to strength- category under the Vietnam Era Veterans Readjustment Assistance en protections from workplace harassment and violence. Act. Finally, many states also include sexual orientation as a “Workplace harassment” is defi ned as “engaging in protected category. a course of vexatious comment or conduct against a 4. Cal. Gov’t Code §12950.1 worker in a workplace that is known or ought reasonably 5. Id. 42 to be known to be unwelcome.” Accordingly, harass- 6. Tenn. Code Ann. §50-1-503. ment under the law is not limited to abusive conduct 7. Id. §50-1-504. based on any particular protected characteristic. The law 8. Sen. 1823 B, 2010 Sess. (N.Y. 2010). requires that employers develop policies and programs that include procedures for reporting, investigating, and 9. Assemb. 3250, 2015 Sess. (N.Y. 2015) responding to harassment, and provide employees with 10. Assemb. 3250 §761. suffi cient information and instruction on such policies 11. Id. (providing the following examples of abusive conduct: and programs.43 “repeated verbal abuse, such as the use of derogatory remarks, insults and epithets; verbal, non-verbal, or physical conduct of a threatening, intimidating or humiliating nature; or the sabotage or Recommendations for Employers undermining of an employee’s work performance”). 12. Id. The existence of workplace bullying—and the global trend aimed at combating it—should be of interest to 13. See David C. Yamada, Workplace Bullying and American Employment Law: A Ten-Year Progress Report and Assessment, 32 COMP. Lab. L. & both U.S. and multinational employers. To safeguard Pol’y J. 251, 262 (2010) (describing the domestic interdisciplinary the company against the tangible and intangible costs coverage of and responses to workplace bullying and discussing of workplace bullying (as well as to mitigate the risk of decision of the Healthy Workplace Bill author to base the standard litigation and liability as more jurisdictions adopt laws on that of hostile work environment claims). protecting bullied employees), prudent employers will 14. Assemb. 3250 §763. consider taking the following steps: 15. Id. §762. 16. Id. §763. This affi rmative defense is similar to the Title VII • Broaden workplace policies to prohibit abusive affi rmative defense created by the Supreme Court in Burlington conduct and retaliation against any employee rais- Indus. Inc. v. Ellerth, 524 U.S. 742 (2008) and Faragher v. Boca Raton, ing a complaint. 524 U.S. 775 (1998). 17. Id. §765.
12 NYSBA Labor and Employment Law Journal | Fall 2015 | Vol. 40 | No. 1 539 18. Id. §766. 19. Id. 20. See, e.g., Sen. 4289 §769, 2011 Sess. (N.Y. 2011). See also Yamada, supra note 13, at 265 (stating that this safeguard “has the effect of discouraging extensive litigation and promoting quick resolution”). 21. Assemb. 3250 §769. CaseCas PrepeppPlus 22. Swedish National Board of Occupational Safety and Health, Victimization at Work, Ordinance (Arbetsmiljoverket [AFS] 1993- 17) (Swed.). 23. Id. §1. NEW YORK STATE BAR ASSOCIATION 24. Id. §§4-6. The accompanying guidelines suggest that management Serving the legal profession and the community since 1876 set standards for good behavior by example and clearly communicate to employees that victimization in the workplace is unacceptable. 25. See Frank Lorho & Ulrich Hilp, Bullying at Work 15-23 (European Parliament Directorate-Gen. for Research, Working Paper Save time while keeping SOCI 108 EN, 2001), available at http://www.europarl.europa. eu/workingpapers/soci/pdf/108 en.pdf; Helge Hoel & Stale up-to-date on the most Einarsen, The Swedish Ordinance Against Victimization at Work: A Critical Assessment, 32 Comp. Lab. L. & Pol’y J. 225, 240 (2011). signifi cant New York 26. Protection from Harassment Act, 1997, c. 40, §1 (Eng.). 27. See Majrowski v. Guy’s & St. Thomas’s NHS Trust, [2005] EWCA appellate decisions (Civ) 251, ¶56 (Court of Appeal); Green v. DB Group Servs. (U.K.) Ltd., [2006] EWHC 1898 (Q.B.). An exclusive member benefi t, the 28. Protection from Harassment Act, 1997, c. 40, §1 (Eng.). CasePrepPlus service summarizes 29. See Susan Harthill, Bullying in the Workplace: Lessons From the United Kingdom, 17 Minn. J. Intl L. 247, 285 (2008) (citing Green, recent and signifi cant New York [2006] EWHC 1898, ¶152). appellate cases and is available for 30. Majrowski, [2005] EWCA (Civ) 251, ¶57. free to all NYSBA members. It includes 31. Id. ¶59. weekly emails linked to featured 32. Protection from Harassment Act §3(2). cases, as well as digital archives of 33. Green, [2006] EWHC 1898 (Q.B.). each week’s summaries. 34. C. TRAV. art. L. 122-49. 35. Id. 36. Id. To access CasePrepPlus, 37. Id. art. L. 122-51. One measure that employers must take is visit www.nysba.org/caseprepplus. preparing a written document displaying workplace rules, which includes a provision prohibiting moral harassment. Id. art. L. 122- 34. 38. Id. art. L. 122-49. 39. See Loic Lerouge, Moral Harassment in the Workplace: French Law and the European Perspectives, 32 Comp. Lab. L. & Pol’y J. 109, 122- 27 (2010) (analyzing moral harassment cases before French Labor Tribunals). 40. C. TRAV. art. L. 122-49. 41. Lerouge, supra note 39, at 123. 42. Ontario Occupational Health and Safety Act, RSO 1990, ch O.1, s 1. 43. Id. at ss 32.0.1, 32.0.6-7.
Erika C. Collins is a Partner and co-chair of the International Labor and Employment Practice Group at Proskauer Rose LLP. Michelle A. Gyves is an associate at Proskauer and a member of the International Labor and Employment Practice Group.
NYSBA Labor and Employment Law Journal | Fall 2015 | Vol. 40 | No. 1 13 540 New York State Assembly | Bill Search and Legislative Information Page 1 of 5
S06438 Summary:
BILL NO S06438
SAME AS SAME AS
SPONSOR SANDERS
ADDABBO, BRESLIN, CARLUCCI, COMRIE, ESPAILLAT, HAMILTON, HOYLMAN, KRUEGER, LATIMER, PARKER, PERKINS, SAVINO, COSPNSR SERRANO, STAVISKY
MLTSPNSR
Add Art 20-D §§760 - 769, Lab L
Establishes a civil cause of action for employees who are subjected to an abusive work environment.
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S06438 Text:
STATE OF NEW YORK ______
6438 IN SENATE
January 13, 2016 ______
Introduced by Sen. SANDERS -- read twice and ordered printed, and when printed to be committed to the Committee on Labor
AN ACT to amend the labor law, in relation to establishing healthy work- places
The People of the State of New York, represented in Senate and Assem- bly, do enact as follows:
1 Section 1. The labor law is amended by adding a new article 20-D to 2 read as follows: 3 ARTICLE 20-D 4 HEALTHY WORKPLACES 5 Section 760. Legislative findings and intent. 6 761. Definitions. 7 762. Abusive work environment. 8 763. Employer liability. 9 764. Employee liability. 10 765. Affirmative defenses. 11 766. Remedies. 12 767. Enforcement. 13 768. Effect on collective bargaining agreements. 14 769. Effect of other laws. 15 § 760. Legislative findings and intent. The legislature hereby finds 16 that the social and economic well-being of the state is dependent upon 17 healthy and productive employees. At least one-third of all employees 18 directly experience health endangering workplace bullying, abuse and 19 harassment during their working lives. Such form of mistreatment is 20 four times more prevalent than sexual harassment alone. Workplace 21 bullying, mobbing and harassment can inflict serious harm upon targeted 22 employees, including feelings of shame and humiliation, severe anxiety, 23 depression, suicidal tendencies, impaired immune systems, hypertension, 24 increased risk of cardiovascular disease, and symptoms consistent with 25 post-traumatic stress disorder. 26 Furthermore, the legislature finds that abusive work environments can 27 have serious consequences for employers, including reduced employee
EXPLANATION--Matter in italics (underscored) is new; matter in brackets [ ] is old law to be omitted. LBD07296-01-5
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S. 6438 2
1 productivity and morale, higher turnover and absenteeism rates, and 2 significant increases in medical and workers' compensation claims. 3 The legislature hereby finds that if mistreated employees who have 4 been subjected to abusive treatment in the workplace cannot establish 5 that the behavior was motivated by race, color, sex, sexual orientation, 6 national origin or age, such employees are unlikely to be protected by 7 the law against such mistreatment. 8 The legislature hereby declares that legal protection from abusive 9 work environments should not be limited to behavior grounded in a 10 protected class status as required by employment discrimination stat- 11 utes. Existing workers' compensation provisions and common law tort law 12 are inadequate to discourage such mistreatment or to provide adequate 13 redress to employees who have been harmed by abusive work environments. 14 The purpose of this article shall be to provide legal redress for 15 employees who have been harmed psychologically, physically or econom- 16 ically by deliberate exposure to abusive work environments; and to 17 provide legal incentives for employers to prevent and respond to abusive 18 mistreatment of employees at work. 19 § 761. Definitions. As used in this article, the following terms shall 20 have the following meanings: 21 1. "Abusive conduct" means acts, omissions, or both, that a reasonable 22 person would find abusive, based on the severity, nature, and frequency 23 of the conduct, including, but not limited to: repeated verbal abuse 24 such as the use of derogatory remarks, insults, and epithets; verbal, 25 non-verbal, or physical conduct of a threatening, intimidating, or 26 humiliating nature; or the sabotage or undermining of an employee's work 27 performance. It shall be considered an aggravating factor if the conduct 28 exploited an employee's known psychological or physical illness or disa- 29 bility. A single act normally shall not constitute abusive conduct, but 30 an especially severe and egregious act may meet this standard. 31 2. "Abusive work environment" means an employment condition when an 32 employer or one or more of its employees, acting with intent to cause 33 pain or distress to an employee, subjects that employee to abusive 34 conduct that causes physical harm, psychological harm or both. 35 3. "Adverse employment action" means an outcome which negatively 36 impacts an employee, including, but not limited to, a termination, 37 demotion, unfavorable reassignment, failure to promote, disciplinary 38 action or reduction in compensation. 39 4. "Constructive discharge" means an adverse employment action where: 40 (a) the employee reasonably believed he or she was subjected to an 41 abusive work environment; 42 (b) the employee resigned because of that conduct; and 43 (c) the employer was aware of the abusive conduct prior to the resig- 44 nation and failed to stop it. 45 5. "Physical harm" means the impairment of a person's physical health 46 or bodily integrity, as established by competent evidence. 47 6. "Psychological harm" means the impairment of a person's mental 48 health, as established by competent evidence. 49 § 762. Abusive work environment. 1. No employee shall be subjected to 50 an abusive work environment. 51 2. No employer or employee shall retaliate in any manner against an 52 employee who has opposed any unlawful employment practice under this 53 article, or who has made a charge, testified, assisted, or participated 54 in any manner in an investigation or proceeding under this article, 55 including, but not limited to, internal complaints and proceedings, 56 arbitration and mediation proceedings and legal actions.
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S. 6438 3
1 § 763. Employer liability. 1. An employer shall be vicariously liable 2 for a violation of section seven hundred sixty-two of this article 3 committed by its employee. 4 2. Where the alleged violation of such section does not include an 5 adverse employment action, it shall be an affirmative defense for an 6 employer only that: 7 (a) the employer exercised reasonable care to prevent and correct 8 promptly any actionable behavior; and 9 (b) the complainant employee unreasonably failed to take advantage of 10 appropriate preventive or corrective opportunities provided by the 11 employer. 12 § 764. Employee liability. 1. An employee may be individually liable 13 for a violation of section seven hundred sixty-two of this article. 14 2. It shall be an affirmative defense for an employee only that the 15 employee committed a violation of such section at the direction of the 16 employer, under actual or implied threat of an adverse employment 17 action. 18 § 765. Affirmative defenses. It shall be an affirmative defense that: 19 1. the complaint is based on an adverse employment action reasonably 20 made for poor performance, misconduct or economic necessity; 21 2. the complaint is based on a reasonable performance evaluation; or 22 3. the complaint is based on an employer's reasonable investigation 23 about potentially illegal or unethical activity. 24 § 766. Remedies. 1. Where a defendant has been found liable for a 25 violation of section seven hundred sixty-two of this article, the court 26 may enjoin such defendant from engaging in the unlawful employment prac- 27 tice and may order any other relief that is deemed appropriate includ- 28 ing, but not limited to, reinstatement, removal of the offending party 29 from the plaintiff's work environment, reimbursement for lost wages, 30 front pay, medical expenses, compensation for pain and suffering, 31 compensation for emotional distress, punitive damages and attorney fees. 32 2. Where an employer is liable for a violation of section seven 33 hundred sixty-two of this article that did not include an adverse 34 employment action, emotional distress damages and punitive damages may 35 be awarded only when the actionable conduct was extreme and outrageous. 36 This limitation does not apply to individually named employee defend- 37 ants. 38 § 767. Enforcement. 1. The provisions of this article are enforceable 39 solely by means of a civil cause of action commenced by an injured 40 employee. 41 2. An action to enforce the provisions of this article shall be 42 commenced within one year of the last act that constitutes the alleged 43 violation of section seven hundred sixty-two of this article. 44 § 768. Effect on collective bargaining agreements. This article shall 45 not prevent, interfere, exempt or supersede any current provisions of an 46 employee's existing collective bargaining agreement which provides 47 greater rights and protections than prescribed in this article nor shall 48 this article prevent any new provisions of the collective bargaining 49 agreement which provide greater rights and protections from being imple- 50 mented and applicable to such employee within such collective bargaining 51 agreement. Where the collective bargaining agreement provides greater 52 rights and protections than prescribed in this article, the recognized 53 collective bargaining agent may opt to accept or reject to be covered by 54 the provisions of this article.
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S. 6438 4
1 § 769. Effect of other laws. 1. No provision of this article shall be 2 deemed to exempt any person or entity from any liability, duty or penal- 3 ty provided by any other state law, rule or regulation. 4 2. The remedies provided in this article shall be in addition to any 5 remedies provided under any other provision of law, and nothing in this 6 article shall relieve any person from any liability, duty, penalty or 7 punishment provided by any other provision of law, except that if an 8 employee receives workers' compensation for medical costs for the same 9 injury or illness pursuant to both this article and the workers' compen- 10 sation law, or compensation under both this article and such law in cash 11 payments for the same period of time not working as a result of the 12 compensable injury or illness or the unlawful employment practice, the 13 payments of workers' compensation shall be reimbursed from damages paid 14 under this article. 15 § 2. This act shall take effect immediately, and shall apply to 16 abusive conduct occurring on or after such date.
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A03250 Summary:
BILL NO A03250
SAME AS SAME AS
SPONSOR Englebright
Colton, Gunther, Lavine, Jaffee, Schimel, Rosenthal, Rivera, Robinson, Pretlow, Weprin, Lupardo, Moya, Abbate, COSPNSR Benedetto, Titone, Miller, Ortiz, Dinowitz, Hevesi, Russell, Goldfeder, Wright, Mosley, Skoufis, Peoples- Stokes, Steck, Mayer, Aubry, Bichotte, Walker, Barron, Richardson, Stirpe, Blake
Arroyo, Brennan, Brindisi, Ceretto, Cook, Crespo, Curran, Cusick, Cymbrowitz, Davila, Duprey, Fahy, Galef, Garbarino, Giglio, Goodell, Gottfried, Hooper, Johns, Lentol, Lifton, Lupinacci, Magee, Malliotakis, Markey, MLTSPNSR McDonald, McDonough, McKevitt, McLaughlin, Montesano, Nojay, O'Donnell, Paulin, Perry, Ra, Raia, Ramos, Rodriguez, Saladino, Sepulveda, Skartados, Solages, Stec, Tedisco, Thiele, Titus
Add Art 20-D SS760 - 769, Lab L
Establishes a civil cause of action for employees who are subjected to an abusive work environment.
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A03250 Text:
STATE OF NEW YORK ______
3250
2015-2016 Regular Sessions IN ASSEMBLY
January 22, 2015 ______
Introduced by M. of A. ENGLEBRIGHT, COLTON, GUNTHER, LAVINE, JAFFEE, SCHIMEL, ROSENTHAL, RIVERA, ROBINSON, PRETLOW, WEPRIN, LUPARDO, MOYA, ABBATE, ROBERTS, BENEDETTO, TITONE, MILLER, ORTIZ, DINOWITZ, HEVESI, RUSSELL, GOLDFEDER, WRIGHT, MOSLEY, BORELLI, SKOUFIS, PEOPLES-STOKES, STECK, MAYER, AUBRY -- Multi-Sponsored by -- M. of A. ARROYO, BRENNAN, BRINDISI, CAMARA, CERETTO, CLARK, COOK, CRESPO, CURRAN, CUSICK, CYMBROWITZ, DAVILA, DUPREY, FAHY, GALEF, GIGLIO, GOODELL, GOTTFRIED, HOOPER, JOHNS, KATZ, LENTOL, LIFTON, LUPINACCI, MAGEE, MALLIOTAKIS, MARKEY, McDONALD, McDONOUGH, McKEVITT, McLAUGHLIN, MONTESANO, NOJAY, O'DONNELL, PAULIN, PERRY, RA, RAIA, RAMOS, RODRIGUEZ, SALADINO, SCAR- BOROUGH, SEPULVEDA, SKARTADOS, SOLAGES, STEC, TEDISCO, THIELE, TITUS -- read once and referred to the Committee on Labor
AN ACT to amend the labor law, in relation to establishing healthy work- places
The People of the State of New York, represented in Senate and Assem- bly, do enact as follows:
1 Section 1. The labor law is amended by adding a new article 20-D to 2 read as follows: 3 ARTICLE 20-D 4 HEALTHY WORKPLACES 5 Section 760. Legislative findings and intent. 6 761. Definitions. 7 762. Abusive work environment. 8 763. Employer liability. 9 764. Employee liability. 10 765. Affirmative defenses. 11 766. Remedies. 12 767. Enforcement. 13 768. Effect on collective bargaining agreements. 14 769. Effect of other laws.
EXPLANATION--Matter in italics (underscored) is new; matter in brackets [ ] is old law to be omitted. LBD07296-01-5
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A. 3250 2
1 § 760. Legislative findings and intent. The legislature hereby finds 2 that the social and economic well-being of the state is dependent upon 3 healthy and productive employees. At least one-third of all employees 4 directly experience health endangering workplace bullying, abuse and 5 harassment during their working lives. Such form of mistreatment is 6 four times more prevalent than sexual harassment alone. Workplace 7 bullying, mobbing and harassment can inflict serious harm upon targeted 8 employees, including feelings of shame and humiliation, severe anxiety, 9 depression, suicidal tendencies, impaired immune systems, hypertension, 10 increased risk of cardiovascular disease, and symptoms consistent with 11 post-traumatic stress disorder. 12 Furthermore, the legislature finds that abusive work environments can 13 have serious consequences for employers, including reduced employee 14 productivity and morale, higher turnover and absenteeism rates, and 15 significant increases in medical and workers' compensation claims. 16 The legislature hereby finds that if mistreated employees who have 17 been subjected to abusive treatment in the workplace cannot establish 18 that the behavior was motivated by race, color, sex, sexual orientation, 19 national origin or age, such employees are unlikely to be protected by 20 the law against such mistreatment. 21 The legislature hereby declares that legal protection from abusive 22 work environments should not be limited to behavior grounded in a 23 protected class status as required by employment discrimination stat- 24 utes. Existing workers' compensation provisions and common law tort law 25 are inadequate to discourage such mistreatment or to provide adequate 26 redress to employees who have been harmed by abusive work environments. 27 The purpose of this article shall be to provide legal redress for 28 employees who have been harmed psychologically, physically or econom- 29 ically by deliberate exposure to abusive work environments; and to 30 provide legal incentives for employers to prevent and respond to abusive 31 mistreatment of employees at work. 32 § 761. Definitions. As used in this article, the following terms shall 33 have the following meanings: 34 1. "Abusive conduct" means acts, omissions, or both, that a reasonable 35 person would find abusive, based on the severity, nature, and frequency 36 of the conduct, including, but not limited to: repeated verbal abuse 37 such as the use of derogatory remarks, insults, and epithets; verbal, 38 non-verbal, or physical conduct of a threatening, intimidating, or 39 humiliating nature; or the sabotage or undermining of an employee's work 40 performance. It shall be considered an aggravating factor if the conduct 41 exploited an employee's known psychological or physical illness or disa- 42 bility. A single act normally shall not constitute abusive conduct, but 43 an especially severe and egregious act may meet this standard. 44 2. "Abusive work environment" means an employment condition when an 45 employer or one or more of its employees, acting with intent to cause 46 pain or distress to an employee, subjects that employee to abusive 47 conduct that causes physical harm, psychological harm or both. 48 3. "Adverse employment action" means an outcome which negatively 49 impacts an employee, including, but not limited to, a termination, 50 demotion, unfavorable reassignment, failure to promote, disciplinary 51 action or reduction in compensation. 52 4. "Constructive discharge" means an adverse employment action where: 53 (a) the employee reasonably believed he or she was subjected to an 54 abusive work environment; 55 (b) the employee resigned because of that conduct; and
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A. 3250 3
1 (c) the employer was aware of the abusive conduct prior to the resig- 2 nation and failed to stop it. 3 5. "Physical harm" means the impairment of a person's physical health 4 or bodily integrity, as established by competent evidence. 5 6. "Psychological harm" means the impairment of a person's mental 6 health, as established by competent evidence. 7 § 762. Abusive work environment. 1. No employee shall be subjected to 8 an abusive work environment. 9 2. No employer or employee shall retaliate in any manner against an 10 employee who has opposed any unlawful employment practice under this 11 article, or who has made a charge, testified, assisted, or participated 12 in any manner in an investigation or proceeding under this article, 13 including, but not limited to, internal complaints and proceedings, 14 arbitration and mediation proceedings and legal actions. 15 § 763. Employer liability. 1. An employer shall be vicariously liable 16 for a violation of section seven hundred sixty-two of this article 17 committed by its employee. 18 2. Where the alleged violation of such section does not include an 19 adverse employment action, it shall be an affirmative defense for an 20 employer only that: 21 (a) the employer exercised reasonable care to prevent and correct 22 promptly any actionable behavior; and 23 (b) the complainant employee unreasonably failed to take advantage of 24 appropriate preventive or corrective opportunities provided by the 25 employer. 26 § 764. Employee liability. 1. An employee may be individually liable 27 for a violation of section seven hundred sixty-two of this article. 28 2. It shall be an affirmative defense for an employee only that the 29 employee committed a violation of such section at the direction of the 30 employer, under actual or implied threat of an adverse employment 31 action. 32 § 765. Affirmative defenses. It shall be an affirmative defense that: 33 1. the complaint is based on an adverse employment action reasonably 34 made for poor performance, misconduct or economic necessity; 35 2. the complaint is based on a reasonable performance evaluation; or 36 3. the complaint is based on an employer's reasonable investigation 37 about potentially illegal or unethical activity. 38 § 766. Remedies. 1. Where a defendant has been found liable for a 39 violation of section seven hundred sixty-two of this article, the court 40 may enjoin such defendant from engaging in the unlawful employment prac- 41 tice and may order any other relief that is deemed appropriate includ- 42 ing, but not limited to, reinstatement, removal of the offending party 43 from the plaintiff's work environment, reimbursement for lost wages, 44 front pay, medical expenses, compensation for pain and suffering, 45 compensation for emotional distress, punitive damages and attorney fees. 46 2. Where an employer is liable for a violation of section seven 47 hundred sixty-two of this article that did not include an adverse 48 employment action, emotional distress damages and punitive damages may 49 be awarded only when the actionable conduct was extreme and outrageous. 50 This limitation does not apply to individually named employee defend- 51 ants. 52 § 767. Enforcement. 1. The provisions of this article are enforceable 53 solely by means of a civil cause of action commenced by an injured 54 employee.
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A. 3250 4
1 2. An action to enforce the provisions of this article shall be 2 commenced within one year of the last act that constitutes the alleged 3 violation of section seven hundred sixty-two of this article. 4 § 768. Effect on collective bargaining agreements. This article shall 5 not prevent, interfere, exempt or supersede any current provisions of an 6 employee's existing collective bargaining agreement which provides 7 greater rights and protections than prescribed in this article nor shall 8 this article prevent any new provisions of the collective bargaining 9 agreement which provide greater rights and protections from being imple- 10 mented and applicable to such employee within such collective bargaining 11 agreement. Where the collective bargaining agreement provides greater 12 rights and protections than prescribed in this article, the recognized 13 collective bargaining agent may opt to accept or reject to be covered by 14 the provisions of this article. 15 § 769. Effect of other laws. 1. No provision of this article shall be 16 deemed to exempt any person or entity from any liability, duty or penal- 17 ty provided by any other state law, rule or regulation. 18 2. The remedies provided in this article shall be in addition to any 19 remedies provided under any other provision of law, and nothing in this 20 article shall relieve any person from any liability, duty, penalty or 21 punishment provided by any other provision of law, except that if an 22 employee receives workers' compensation for medical costs for the same 23 injury or illness pursuant to both this article and the workers' compen- 24 sation law, or compensation under both this article and such law in cash 25 payments for the same period of time not working as a result of the 26 compensable injury or illness or the unlawful employment practice, the 27 payments of workers' compensation shall be reimbursed from damages paid 28 under this article. 29 § 2. This act shall take effect immediately, and shall apply to 30 abusive conduct occurring on or after such date.
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