Cyberbullying at Work
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Oregon Senate Passes Anti-Doxing Legislation
OREGON SENATE DEMOCRATS Salem, Oregon Oregon State Legislature PRESS RELEASE June 7, 2021 CONTACT: Amanda Kraus, 503-986-1074 [email protected] Oregon Senate Passes Anti-Doxing Legislation SALEM – The Oregon Senate passed House Bill 3047 today, a bill to provide a civil remedy to a person who has experienced “doxing.” Doxing is a general term used to describe a situation in which someone deliberately shares another individual’s private information on the internet with an intent to incite harassment. “Throughout the past year we’ve seen a renewed effort of individuals and communities making their voices heard to call out racist systems and improve police accountability,” said Senator James I. Manning Jr. (D-Eugene), who carried House Bill 3047. “We have also seen the astounding efforts of our local journalists on the ground – sometimes in precarious situations to provide thorough reporting on these events, even during a public health crisis.” “Unfortunately, we have also seen people exercising hate and harassment against those with different views. Publishing a person’s private information online implicitly encourages hate and harassment against those individuals. It’s happened to my colleagues in the Legislature, it’s happened to teachers exercising their right as independent individuals to peacefully assemble and it affects safety as well as a person’s ability to earn a living,” added Senator Manning. “Doxing is a tool used to hurt. House Bill 3047 will ensure those who choose to cause that hurt know they can be held accountable and will give tools to victims of this bullying tool to seek financial remedy.” The bill allows an individual to sue for damages when someone deliberately releases a person’s private information online, such as work address or personal email, with the intent to incite harassment if their information is released without consent, and sharing that information results or could result in stalking, harassment, or injury. -
The Measurement and Impact of Workplace Cyberbullying Samuel Farley Institute of Work Psychology Sheffield University Managemen
The Measurement and Impact of Workplace Cyberbullying Samuel Farley Institute of Work Psychology Sheffield University Management School University of Sheffield Thesis submitted for the degree of Doctor of Philosophy September 2015 Acknowledgements I would like to thank my supervisors Carolyn Axtell, Christine Sprigg and Iain Coyne for the constant support they have given me over the past three years. They have answered my daily email bombardments with saint-like patience and have been enormously generous with their encouragement. I must also acknowledge staff within Sheffield University Management School for the time and advice they have given me, and I owe huge thanks to the Management School for funding this Ph.D. The past few years would not have been the same without my office mates Liam Goucher, Rob Marchand and Peter Crellin. The enduring memories from this Ph.D will centre around life in B03, including the coffee breaks, Sainsbury’s trips and most of all the arguments. I am especially grateful to Liam and Debs for letting me stay over so often, even though you were quite rude about my washing-up skills. I would also like to thank my fellow Ph.D. students at the doctoral centre for all the good times. If we ever go to the Lake District again I promise to take you on a regular walk and not a nine hour hike. There are numerous friends and family members who have helped me along this journey. Most importantly I would like to thank my Mum and Dad who have supported me through countless years of university (in return I’ll not to make you read this) and both Robbie and Josh for being around on Sky Sports Super Sundays. -
Sexual Harassment and Bullying Prevention Policy
Sexual Harassment and Bullying Prevention Policy Purpose: The Sacramento Gay Men’s Chorus (SGMC) is committed to providing an environment that is safe and welcoming, and free from all forms of conduct that can be considered discriminatory, intimidating, or disruptive to Chorus functions, including behavior defined as sexual harassment or bullying. General Policy: During SGMC functions, Chorus singing members, non-singing members, volunteers, employees, vendors, contractors, and Board members (all of which are included hereafter in the term “members”) shall maintain safe, enjoyable and welcoming spaces by showing respect in their actions and words. Outside of SGMC functions, members shall interact with each other in ways that will preserve a safe, enjoyable, and welcoming space at SGMC functions. When making public statements about SGMC, members shall express themselves in ways that represent the organization as a safe, enjoyable, and welcoming space. SGMC recognizes that the culture of LGBTQIA+ people includes awareness and acceptance of sexual expression, gender identity, and social and political activism that is different than traditional “heteronormative” culture. Thus, during interactions between SGMC members, or when engaging the public on behalf of SGMC, topics of conversation, humor, and expressions of camaraderie may include sexual and political overtones that reflect the culture, rather than being an attempt to harass or bully someone. SGMC expects that members will interact with each other, but only to the degree that all parties in an interaction are comfortable. During SGMC functions, members support each other musically, and participate in conversation, expressions of friendship, joking, physical touch, and other signs of camaraderie. Outside of SGMC functions, SGMC neither promotes nor limits interactions between members, but will intervene in the context of a chorus function if those interactions affect the environment of a SGMC function. -
The Rules of #Metoo
University of Chicago Legal Forum Volume 2019 Article 3 2019 The Rules of #MeToo Jessica A. Clarke Follow this and additional works at: https://chicagounbound.uchicago.edu/uclf Part of the Law Commons Recommended Citation Clarke, Jessica A. (2019) "The Rules of #MeToo," University of Chicago Legal Forum: Vol. 2019 , Article 3. Available at: https://chicagounbound.uchicago.edu/uclf/vol2019/iss1/3 This Article is brought to you for free and open access by Chicago Unbound. It has been accepted for inclusion in University of Chicago Legal Forum by an authorized editor of Chicago Unbound. For more information, please contact [email protected]. The Rules of #MeToo Jessica A. Clarke† ABSTRACT Two revelations are central to the meaning of the #MeToo movement. First, sexual harassment and assault are ubiquitous. And second, traditional legal procedures have failed to redress these problems. In the absence of effective formal legal pro- cedures, a set of ad hoc processes have emerged for managing claims of sexual har- assment and assault against persons in high-level positions in business, media, and government. This Article sketches out the features of this informal process, in which journalists expose misconduct and employers, voters, audiences, consumers, or professional organizations are called upon to remove the accused from a position of power. Although this process exists largely in the shadow of the law, it has at- tracted criticisms in a legal register. President Trump tapped into a vein of popular backlash against the #MeToo movement in arguing that it is “a very scary time for young men in America” because “somebody could accuse you of something and you’re automatically guilty.” Yet this is not an apt characterization of #MeToo’s paradigm cases. -
MIAMI UNIVERSITY the Graduate School
MIAMI UNIVERSITY The Graduate School Certificate for Approving the Dissertation We hereby approve the Dissertation of Bridget Christine Gelms Candidate for the Degree Doctor of Philosophy ______________________________________ Dr. Jason Palmeri, Director ______________________________________ Dr. Tim Lockridge, Reader ______________________________________ Dr. Michele Simmons, Reader ______________________________________ Dr. Lisa Weems, Graduate School Representative ABSTRACT VOLATILE VISIBILITY: THE EFFECTS OF ONLINE HARASSMENT ON FEMINIST CIRCULATION AND PUBLIC DISCOURSE by Bridget C. Gelms As our digital environments—in their inhabitants, communities, and cultures—have evolved, harassment, unfortunately, has become the status quo on the internet (Duggan, 2014 & 2017; Jane, 2014b). Harassment is an issue that disproportionately affects women, particularly women of color (Citron, 2014; Mantilla, 2015), LGBTQIA+ women (Herring et al., 2002; Warzel, 2016), and women who engage in social justice, civil rights, and feminist discourses (Cole, 2015; Davies, 2015; Jane, 2014a). Whitney Phillips (2015) notes that it’s politically significant to pay attention to issues of online harassment because this kind of invective calls “attention to dominant cultural mores” (p. 7). Keeping our finger on the pulse of such attitudes is imperative to understand who is excluded from digital publics and how these exclusions perpetuate racism and sexism to “preserve the internet as a space free of politics and thus free of challenge to white masculine heterosexual hegemony” (Higgin, 2013, n.p.). While rhetoric and writing as a field has a long history of examining myriad exclusionary practices that occur in public discourses, we still have much work to do in understanding how online harassment, particularly that which is gendered, manifests in digital publics and to what rhetorical effect. -
Limitless Surveillance at the Fda: Pro- Tecting the Rights of Federal Whistle- Blowers
LIMITLESS SURVEILLANCE AT THE FDA: PRO- TECTING THE RIGHTS OF FEDERAL WHISTLE- BLOWERS HEARING BEFORE THE COMMITTEE ON OVERSIGHT AND GOVERNMENT REFORM HOUSE OF REPRESENTATIVES ONE HUNDRED THIRTEENTH CONGRESS SECOND SESSION FEBRUARY 26, 2014 Serial No. 113–88 Printed for the use of the Committee on Oversight and Government Reform ( Available via the World Wide Web: http://www.fdsys.gov http://www.house.gov/reform U.S. GOVERNMENT PRINTING OFFICE 87–176 PDF WASHINGTON : 2014 For sale by the Superintendent of Documents, U.S. Government Printing Office Internet: bookstore.gpo.gov Phone: toll free (866) 512–1800; DC area (202) 512–1800 Fax: (202) 512–2104 Mail: Stop IDCC, Washington, DC 20402–0001 VerDate Aug 31 2005 11:40 Mar 31, 2014 Jkt 000000 PO 00000 Frm 00001 Fmt 5011 Sfmt 5011 C:\DOCS\87176.TXT APRIL COMMITTEE ON OVERSIGHT AND GOVERNMENT REFORM DARRELL E. ISSA, California, Chairman JOHN L. MICA, Florida ELIJAH E. CUMMINGS, Maryland, Ranking MICHAEL R. TURNER, Ohio Minority Member JOHN J. DUNCAN, JR., Tennessee CAROLYN B. MALONEY, New York PATRICK T. MCHENRY, North Carolina ELEANOR HOLMES NORTON, District of JIM JORDAN, Ohio Columbia JASON CHAFFETZ, Utah JOHN F. TIERNEY, Massachusetts TIM WALBERG, Michigan WM. LACY CLAY, Missouri JAMES LANKFORD, Oklahoma STEPHEN F. LYNCH, Massachusetts JUSTIN AMASH, Michigan JIM COOPER, Tennessee PAUL A. GOSAR, Arizona GERALD E. CONNOLLY, Virginia PATRICK MEEHAN, Pennsylvania JACKIE SPEIER, California SCOTT DESJARLAIS, Tennessee MATTHEW A. CARTWRIGHT, Pennsylvania TREY GOWDY, South Carolina TAMMY DUCKWORTH, Illinois BLAKE FARENTHOLD, Texas ROBIN L. KELLY, Illinois DOC HASTINGS, Washington DANNY K. DAVIS, Illinois CYNTHIA M. LUMMIS, Wyoming PETER WELCH, Vermont ROB WOODALL, Georgia TONY CARDENAS, California THOMAS MASSIE, Kentucky STEVEN A. -
Mobbing: Psychological Terror in the Workplace
“HENRI COANDA” “GENERAL M.R. STEFANIK” AIR FORCE ACADEMY ARMED FORCES ACADEMY ROMANIA SLOVAK REPUBLIC INTERNATIONAL CONFERENCE of SCIENTIFIC PAPER AFASES 2014 Brasov, 22-24 May 2014 MOBBING: PSYCHOLOGICAL TERROR IN THE WORKPLACE Viorel CONSTANTINESCU Association of Applied Psychology in the field of Private Security Abstract: Mobbing is a less known phenomenon in Romania, but its effects are real and worrisome. It is a form of psychological abuse in the workplace, carried out by either colleagues or superiors through repeated aggressive acts. This kind of psychological pressure frequently leads to affecting the well-being of the victim either by loss of self-esteem, feelings of victimization, depression, psychosomatic disorders, insomnia, self-destructive behavior (alcoholism), a drop in work efficiency, acute stress and post- traumatic stress. In organizations where mobbing takes place, there is an obvious decrease in productivity. In order to prevent this type of behavior, there needs to be an accurate understanding of the act of mobbing in all contexts. (organizational, professional, individual) Keywords: psychological harassment, emotional abuse, intimidation, mobbing, psychological pressure 1. INTRODUCTION become a long-term victim of a series of abuses, wrongdoings and humiliation meant to Heinz Leymann was the first psychologist to force him to leave his current job. This put forward the idea of mobbing in specialized psychological pressure should not only make literature. He borrowed the term « mobbing » him lose his position, but in most cases will from animal psychology expert Konrad also affect his health. Lorenz, who had observed and studied “Mobbing” is a type of systematic behaviors of isolation/exclusion among psychological harassment in the workplace animals, more explicitly the attacks of a group that happens every time an employee is being of smaller animals against a bigger one. -
Employee Monitoring
Employee Monitoring An essential component of your risk management strategy Rhonda Turner Sponsored by Deep Software Inc. While the internet has presented organizations with an extraordinary array of new opportunities, it has also presented them with an equally extraordinary array of new challenges – and risks. Whether an organization is a multinational corporation or a small family-owned company, misuse and abuse of the internet, e-mail and instant messengers can impact on staff productivity and result in potentially costly legal headaches. This white paper will explain why organizations need to monitor their staff’s computer activity and provide some practical guidance on how they can do it right. Deep Software Inc. #250-625 Agnes Str. New Westminster, BC, Canada V3M 5Y4 www.softactivity.com Introduction 3 Why you need to monitor your employees 3 computer activities Monitoring: How to do it right 4 About Activity Monitor 5 About Deep Software Inc. 6 About the author 6 Resources 6 2 Employee Monitoring: An essential component of your risk management strategy INTRODUCTION With so much of today’s commerce being conducted electronically, providing staff with internet access has become a business necessity. The internet, e-mail and instant messaging have become essential tools that staff use to communicate, collaborate and carry out research. Yesteryear, it was relatively easy for organizations to create Acceptable Use Policies (AUP’s) that clearly specified permissible uses for internet and e-mail. The evolution of Web 2.0 has, however, made that a much more difficult process. Wikis, weblogs, forums, social-networking websites and instant messaging are no longer strictly leisure time technologies – they have become vital business resources used in marketing, research and communication and collaboration. -
Beginner's Guide to Employee Monitoring
Beginner’s Guide to Employee Monitoring: How to develop a program based on insight, not oversight 2 BEGINNER’S GUIDE TO EMPLOYEE MONITORING Table of Contents 1. What is Employee Monitoring? …………………..……………………………………………………3 2. Employee Monitoring Myths: Debunked ……………….…..……………………..…….………4 3. Business Trends Driving Employee Monitoring ………………………………..…….………5 4. Key Benefits of Using Employee Monitoring Software ..…………………………………7 5. How To Leverage Data from Employee Monitoring Solutions .………..…….………9 6. The Do's and Don'ts of Employee Monitoring ..………………………………..…….………12 7. Conclusion ..………………………………………………………………………………………..……………14 8. Checklist: Getting Started for FREE with ActivTrak …..…………………..…….………15 3 BEGINNER’S GUIDE TO EMPLOYEE MONITORING What is Employee Monitoring? Understanding what your employees are doing at work - whether in-ofce or remote - is critical to improving productivity and reducing operational compliance risk across your organization. Employee monitoring has evolved from a strategy managers used to answer, “Are my employees working?” to one that uncovers “How are my employees working?”. Business leaders now leverage key user behavior analytics and insights to replicate successful work patterns and processes, and optimize those that are not, within an organization. With a collaborative approach, businesses can implement an employee monitoring program that provides insightful data. Employee monitoring technology isn’t a tool to spy on employees or infringe on their privacy. Instead, the insights serve as a means to promote -
SHOULD EMPLOYERS HAVE the ABILITY to MONITOR THEIR EMPLOYEES ELECTRONICALLY? Danielle Dorval University of Rhode Island
University of Rhode Island DigitalCommons@URI Seminar Research Paper Series Schmidt Labor Research Center 2004 Should Employers Have the Ability to Monitor Their mploE yees Electronically? Danielle Dorval University of Rhode Island Follow this and additional works at: http://digitalcommons.uri.edu/lrc_paper_series Recommended Citation Dorval, Danielle, "Should Employers Have the Ability to Monitor Their mpE loyees Electronically?" (2004). Seminar Research Paper Series. Paper 18. http://digitalcommons.uri.edu/lrc_paper_series/18http://digitalcommons.uri.edu/lrc_paper_series/18 This Seminar Paper is brought to you for free and open access by the Schmidt Labor Research Center at DigitalCommons@URI. It has been accepted for inclusion in Seminar Research Paper Series by an authorized administrator of DigitalCommons@URI. For more information, please contact [email protected]. SHOULD EMPLOYERS HAVE THE ABILITY TO MONITOR THEIR EMPLOYEES ELECTRONICALLY? Danielle Dorval University of Rhode Island The purpose of this paper is to answer the question of whether or not employers should have the ability to electronically monitor their employees in the workplace. It stresses both the monitoring of computers, and also telephone wiretapping. The topic is examined through a legal, behavioral, and ethical perspective, to gain a more complete idea of the extent of the concern with electronic monitoring. Court cases were used to explain the different facets of the legal struggle between the employer's right to monitor and the employee's right to privacy. Several theories, including panoptic theory, were used to explain the behavioral effects of employer surveillance. Finally, the ethical issues with regards to electronic monitoring were explained through the idea of social control, and the balance of the needs of the employer and the needs of the employee. -
INTRUSIVE MONITORING: EMPLOYEE PRIVACY EXPECTATIONS ARE REASONABLE in EUROPE, DESTROYED in the UNITED STATES Lothar Determannt & Robert Spragueu
INTRUSIVE MONITORING: EMPLOYEE PRIVACY EXPECTATIONS ARE REASONABLE IN EUROPE, DESTROYED IN THE UNITED STATES Lothar Determannt & Robert SpragueU TABLE OF CONTENTS I. INTRODUCTION ................. ...................... 980 II. EMPLOYER MONITORING AND EMPLOYEE PRIVACY-U.S. PERSPECTIVE ............................ 981 A. WORK-RELATED EMPLOYER MONITORING........................................981 B. WORK-RELATED EMPLOYEE PRIVACY ................ ....... 986 1. Work-Related Rights to Privag Under the Constitution.....................986 2. Work-Related Rights to Privag Under the Common Law..................990 3. Statutog Rjghts to Privag................................. 993 a) The Electronic Communications Privacy Act ............... 995 C. INTRUSIVE WORKPLACE MONITORING AND EMPLOYEE PRIVACY................................................ 1001 1. Employer Access to PersonalWeb-Based Applications..................... 1007 2. Webcams ...................................... 1009 3. GPS ..................................... 1012 D. WORKPLACE PRIVACY TRENDS IN THE UNITED STATES............... 1016 III. EMPLOYER MONITORING AND EMPLOYEE PRIVACY-EUROPEAN PERSPECTIVE .. ................... 1018 A. LAWS IN EUROPE-OVERVIEW ................ ............. 1019 B. CIVIL RIGHTS PROTECTIONS FOR PRIVACY AT THE EUROPEAN LEVEL............................. .......... 1019 ( 2011 Lothar Determann & Robert Sprague. t Dr. iur habil, Privatdozent, Freie Universitat Berlin; Adjunct Professor, University of California, Berkeley School of Law and Hastings College -
Introduction to Mobbing in the Workplace and an Overview of Adult Bullying
1: Introduction to Mobbing in the Workplace and an Overview of Adult Bullying Workplace Bullying Clinical and Organizational Perspectives In the early 1980s, German industrial psychologist Heinz Leymann began work in Sweden, conducting studies of workers who had experienced violence on the job. Leymann’s research originally consisted of longitudinal studies of subway drivers who had accidentally run over people with their trains and of banking employees who had been robbed on the job. In the course of his research, Leymann discovered a surprising syndrome in a group that had the most severe symptoms of acute stress disorder (ASD), workers whose colleagues had ganged up on them in the workplace (Gravois, 2006). Investigating this further, Leymann studied workers in one of the major Swedish iron and steel plants. From this early work, Leymann used the term “mobbing” to refer to emotional abuse at work by one or more others. Earlier theorists such as Austrian ethnologist Konrad Lorenz and Swedish physician Peter-Paul Heinemann used the term before Leymann, but Leymann received the most recognition for it. Lorenz used “mobbing” to describe animal group behavior, such as attacks by a group of smaller animals on a single larger animal (Lorenz, 1991, in Zapf & Leymann, 1996). Heinemann borrowed this term and used it to describe the destructive behavior of children, often in a group, against a single child. This text uses the terms “mobbing” and “bullying” interchangeably; however, mobbing more often refers to bullying by more than one person and can be more subtle. Bullying more often focuses on the actions of a single person.