When you think of workplace violence, you may not think of bullying. But it’s an issue more widespread than talked about. If not addressed promptly, it can cause major disruptions to the targeted individual, co-workers and the workplace.
Workplace bullying refers to repeated, unreasonable actions of an individual or group directed toward an employee or co-worker. It often involves abuse or misuse of power. It includes behavior that intimidates, degrades, offends or humiliates a worker, often in front of others.
Surveys and studies have documented between 16 and 21 percent of employees directly experience health-endangering workplace bullying, abuse and harassment. This behavior is four times more prevalent than sexual harassment.
One study from the National Institute for Occupational Safety and Health (NIOSH) found a quarter of the 516 private and public companies studied reported some occurrence of bullying in the preceding year.
“Unfortunately, bullying is happening in many state agencies,” said PEF Vice-President Pat Baker. “Our role as a union is to bring this issue to light and educate our leaders and members on how to distinguish bullying from harassment and what action to take when it occurs.”
At the 31st Annual PEF Convention in September, more than 100 delegates attended a workshop on confronting workplace bullying and co-worker conflict.
“The workshop focused on real examples of PEF members who were targets of bullying,” said, Baker who spearheaded the workshop.
Matt London, PEF health and safety specialist and the workshop presenter, said bullying is one of the most difficult forms of workplace violence to address.
“Early intervention is key to stopping bullying. Too often, we see little action until situations reach the point of discipline, grievance, arbitration or someone leaving their job,” London said.
“A proactive approach will hopefully put a stop to bullying before it gets out of hand.
“Different practical things can be done, depending on the situation. One universal thing is not to internalize the bullying. Share your situation with others. Sometimes that might be a co-worker, your union representative, a supervisor or upper-level manager.”
Employees who are bullied can regain control by recognizing they are a target and realizing they are not the source of the problem. Bullying has nothing to do with work performance.
Employees also may take action by keeping a journal detailing the bullying with dates, times, places, what was said and who was present.
“Expect the bully to deny and perhaps misconstrue your accusations,” London said. “Have a witness with you during any meetings with the bully and report the behavior to the appropriate person.”
An employer should address a bullying problem immediately and establish an independent contact such as an Employee Assistance Program coordinator. Ideally, there should be an open-door policy in the organization/agency with a demonstrated commitment from the top about acceptable behavior.
If you are a target of bullying or need more information, contact the PEF Health and Safety Department at 800 342-4306 ext. 254, or visit the Health and Safety link on the PEF Web site. The link contains extensive information on bullying that was presented at the convention
