Shouting or swearing at an employee when you do not shout at all employees Singling out an employee for unjustified criticism or blame Excluding an employee from company activities or ignoring their contribution to work projects Practical jokes that repeatedly target one person or a small group
You feel like vomiting the night before you start your work week. You use all of your paid time off for “mental health breaks. ” You feel physically and emotional exhausted all of the time. You begin to believe that you have provoked the workplace cruelty. Your boss calls surprise meetings that serve no other purpose than to humiliate you. People at work have been told to stop working or socializing with you. Human Resources tells you the harassment isn’t illegal but something for you and your tormentor to work out yourselves. Also, other coworkers and supervisors recognize the bullying but do nothing about it. You are accused of harassment yourself when you confront your tormentor.
Workplace bullying also has negative consequences for organizations, which can suffer lost productivity, high employee turnover, and potential lawsuits or investigations. If you are a supervisor and you observe your employees bullying each other, then you will want to deal with the problem swiftly.
You should also contact your union representative and fill them in on the details of the bullying.
when and where the bullying occurred who participated in the bullying the substance of the bullying the names of any witnesses
If your company has no policy, then you should nevertheless speak to your supervisor, unless the supervisor is the offender, in which case you should contact Human Resources.
To read up on federal anti-discrimination law, visit the EEOC website at http://www. eeoc. gov. According to one estimate, about 20% of workplace bullying also involves illegal discrimination. [8] X Research source
If you can’t find anything, then contact your state’s Department of Labor and ask about state-specific anti-discrimination laws.
To find the EEOC office nearest you, use the EEOC’s locator at http://www. eeoc. gov/field/. Enter your zip code.
Depending on the office, you may have to schedule an appointment or you might be able to meet with someone by walking in. Call ahead of time to check if you need to schedule an appointment.
your contact information (name, address, and telephone number) your employer’s contact information (name, address, and telephone number) the number of employees employed at your worksite a short description of the events you believe were discriminatory when the events happened why you believe you were discriminated against (e. g. , race, religion, etc. ) your signature
Employment law attorneys can charge hourly rates between $250 and $600. [11] X Research source They may also be open to representing you on contingency. Under this arrangement, the attorney will only collect a fee if you win your case. The fee will be a percentage of your damages award (typically 35-40%). You would still be responsible for court costs, such as filing fees. If you want someone just to talk to, then you might want to see if a legal aid organization exists in your area. Legal aid organizations provide low cost or free legal services to those in financial need. To locate a legal aid organization, use the Legal Services Corporation’s locator at http://www. lsc. gov/what-legal-aid/find-legal-aid.
