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The Human and Economic Cost of Bullying in the Workplace


 

Last night’s show on bulling on CNN,  AC 360, was remarkable.  It involved bullying in the schools.

 

But it does not stop there. It continues in our workplaces.

Sometimes, it is unlawful; for example, if an employee is bullied because of his or her race or sex.

Sometimes, it is lawful, because it does not relate to a protected group.

For example, except for morbid obesity, weight is not protected in most jurisdictions. Yet, heavy people are bullied in school and experience bias in workplaces.

Another example: discrimination based on sexual orientation is still lawful in the majority of states.  So, in PA, except for a few counties, bullying based on sexual orientation is lawful too.

In all cases, bullying is hurtful not only to the victim but also to the workplace.

Bullies not only hurt their victims but also create a climate of fear in which the focus is less on the organization's mission and more on self-preservation.

Bulling is particularly dangerous in health care.  It is inconsistent with a culture of safety where patients may become the victims too.

But how do you define bullying?   Where does pushing appropriately hard become inappropriate bullying?

Are there dangers in having a policy?  What if you don’t live up to what you promise?

Employers cannot ignore the issue. But we cannot prohibit any and all behavior that anyone might find intimidating or offensive.

The Supreme Court Justices once failed to define obscenity, instead saying they would know it when they saw it.  Not the clearest of guidance but perhaps the most honest answer possible.

The same is true of bullying.  There are dangers in defining it too distinctly.  But not as great as ignoring it.

Bullies are co-dependent.  They need victims to feed their self-esteem. 

They will not derive the same satisfaction they need if bystanders don’t stand by.  To do nothing is to condone.

Employers should deal with bullying as part of harassment prevention training, making clear that, regardless of whether it is lawful, it is unacceptable. 

Refraining is not enough; to date myself, if you are not part of the solution you are part of the problem.

 

This blog should not be construed as legal advice, as establishing an attorney-client relationship or as applying to specific factual situations.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 
 
 
 
 

Jonathan Segal

Business Ally. Help clients achieve business goals and manage legal risks. Areas of focus include: gender equality; wage and hour compliance; social media; leadership training; union avoidance; performance management; and agreements

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The opinions expressed on this blog are those of the author and are not to be construed as legal advice.