Bullied No More!

What are the effects of workplace bullying?

noreply@blogger.com (Dr. Lisa M. S. Barrow) — Sat, 03 Nov 2012 15:02:00 +0000

New York One Step Closer to Workplace Anti-bullying legislation

noreply@blogger.com (Dr. Lisa M. S. Barrow) — Thu, 13 May 2010 13:38:00 +0000

New York State Senators pass Healthy Workplace Bill, which addresses workplace bullying. We are one step closer to having the first anti-bullying workplace legislation. New York residents should contact their assembly representatives and encourage them to support the legislation. Bill A5414 is the healthy workplace bill for the assembly. Please write letters and make phone calls. Do your part to help get this important legislation passed in New York State.

Workplace Violence & Harassment Workshops & E-training

noreply@blogger.com (Dr. Lisa M. S. Barrow) — Sat, 13 Mar 2010 14:19:00 +0000

LMSB CONSULTING WORKSHOPS & E-TRAINING

Ontario employers, June 15, 2010 is right around the corner. Sign up today for workshops and e-training pertaining to the new Bill 168 legislation. If your organization has 5 or more employees you need to make sure you are in compliance with the new law by June 15, 2010. LMSB Consulting provides workshops and training for employers and employees. If you need assistance crafting the required workplace violence and harassment policies contact LMSB Consulting. If you need to train employees on workplace violence and harassment, LMSB Consulting can assist you.

Current topics are:

Workplace Violence & Harassment Workshop For Employees

This workshop will provide employees with insights regarding workplace violence and harassment and their responsibilities. They will learn about the new workplace violence and harassment legislation that goes into effect in Ontario, Canada on June 15. The attendees will learn how to identify behaviors that could lead to violence in the workplace. Attendees will learn how to identify behaviors associated with workplace harassment. This workshop will be tailored to meet the unique needs of each organization.

1 hour session - Fee: $225 + GST
4 hour session - Fee: $875.00 + GST (Due to the interactive nature of this workshop, the maximum number of attendees is 30.)

Understanding Bill 168: Ontario's New Workplace Violence & Harassment Law

During this 4 hour workshop, you will gain insights into the new legislation pertaining to workplace violence and harassment and what your organization must do to be in compliance. You will learn how to create policies that will address violence, harassment and bullying in the workplace. You will learn how to create healthier and more respectful workplaces.

1 hour session - Fee: $225 + GST
4 hour session - Fee: $875.00 + GST (Due to the interactive nature of this workshop, the maximum number of attendees is 30.)

E-training
Current topics are:

Understanding Bill 168: Ontario's New Workplace Violence & Harassment Law

You will gain insights into the new legislation pertaining to workplace violence and harassment and what your organization must do to be in compliance. You will learn how to create policies that will address violence, harassment and bullying in the workplace. You will learn how to create healthier and more respectful workplaces. The e-course is asynchronous which provides attendees with the flexibility they need.

1 hour session
Fee: $50.00 + GST per person

Understanding Workplace Bullying

In this course you will learn about workplace bullying and what can be done to eliminate it in your workplace. You will gain an understanding of how bullying affects employees and the organization. You will learn how to identify bullying behavior and how to address it. You will learn how to investigate workplace bullying incidences.

1 hour session
Fee: $50.00 + GST per person

Please contact Dr. Lisa M.S. Barrow at info@lmsbconsulting.com or 905-733-0397 for more information regarding workshops, e-courses and consultation.

America, it is time to make workplace harassment illegal

noreply@blogger.com (Dr. Lisa M. S. Barrow) — Sat, 06 Mar 2010 22:48:00 +0000

What will it take before elected representatives in the United States pass laws to protect employees from workplace harassment? How many innocent lives will need to be lost before representatives wake up and realize that workplace harassment is just as important as racial or sexual harassment? When will they pass laws to protect the American employees? How disappointing it is to see that the most progress country in the world continues to allow employees to be terrorized and harassed by workplace bullies.

Perhaps the states should look to their neighbor to the north and begin to follow their example of making workplace harassment illegal. A few forward-thinking provinces have adopted workplace harassment laws. The province of Ontario recently passed legislation that addresses both workplace violence and harassment. The law which is an amendment to the Ontario Health & Safety Act goes into effect on June 15, 2010. Elected representatives understand the importance of ensuring that all employees are protected in the workplace. They were not afraid to do something about the problem. So, what is stopping American elected representatives from coming to this same realization? Should not American employees have the right to work in an environment that is harassment-free?

I am concerned that many lives will be lost or forever damaged if steps are not taken to address the issue of workplace harassment. American employees who are being harassed in the workplace are frustrated because they do not have laws to protect them from their harassers. They must silently suffer. The bullied employees' health, well-being and careers have been jeopardized, yet employers and elected representatives continue to look the other way and pretend that the problem doesn't exist. They have buried their heads in the sand and are hoping that the problem goes away. Unfortunately, employers think the best way to address the problem is to get rid of the harassed person. They would rather terminate an innocent person, rather than confront the harasser about his/her actions.

How long will we continue to ignore workplace harassment? When will workplace harassment become illegal in the most progressive country in the world?

I encourage you to contact your elected representatives and find out what they are doing about workplace harassment. Change will only come when we collectively address the issue of workplace harassment.

How Female Employees Are Bullied At Work

noreply@blogger.com (Dr. Lisa M. S. Barrow) — Sat, 13 Feb 2010 19:54:00 +0000

When most people think of bullying, they immediately envision children bullying each other on the playground. Perhaps some reflect on their own bullying experiences as a targeted person, a bully, or a bystander who witnessed others being bullied. Very few people relate bullying to the workplace—unless of course, you are the unfortunate person being bullied by a boss or colleague. Bullies exist in our workplaces, just as they exist in our schools and playgrounds. Some childhood bullies have left the playgrounds, grown up, and are now bullying others in the workplace. They are wreaking havoc in the workplace and very little is being done to address this issue, especially in the US.

Fortunately for employees who live in a few Canadian provinces such as Ontario and Quebec, legislation has been passed that addresses workplace bullying. Quebec was one of the first provinces to pass psychological harassment (workplace bullying) legislation. The province of Ontario recently passed legislation that addresses workplace violence and harassment, including workplace bullying, which goes into effect on June 15, 2010. It is time for the United States to follow suit and begin to protect their citizens from workplace bullies. It is time employers do what they can to stop workplace bullying in their organizations.

Workplace bullying has become epidemic. It is literally killing or severely incapacitating individuals who have fallen prey to the workplace bully. Workplace bullying is repetitive, abusive behavior that devalues and harms other people on the job. It is not usually physically violent but relies instead on the formidable weapons of hostile actions and words. Workplace bullying intimidates and torments the targeted individual, putting his or her self-esteem and overall health at risk.

There has been an increase in the number of incidents involving workplace bullying and women. To explore the issue of workplace bullying as it pertains to women, research was conducted to determine the extent to which female employees in Canada and the United States are experiencing bullying behavior in their workplaces. Two hundred and sixty-three women from Canada and the United States completed an online Workplace Interaction Survey.

The Workplace Interaction Survey created by LMSB Consulting consisted of common bullying characteristics as outlined by researchers Charlotte Rayner and Helge Hoel (1997). Rayner & Hoel categorized bullying behaviors as follows:

1)Threat to Professional Status (e.g., humiliating the person in public or sabotaging the person’s work)

2)Threat to Personal Standing (e.g., name calling, spreading malicious rumors about a person, teasing or intimidating a person)

3)Isolation (e.g., preventing access to opportunities, or isolating the person physically or socially)

4)Overwork (e.g., imposing undue pressure to produce work and setting impossible deadlines)

5)Destabilization (e.g., failing to give credit where it is due, assigning meaningless tasks, removing responsibility or setting the person up for failure)

As it pertains to the category of threat to professional status, 45 percent of respondents indicated that they had been publicly humiliated by a workplace bully, while 27 percent of respondents reported having their work sabotaged.

Respondents indicated that they had experienced behaviour that threatened their personal standing. The most common bullying behaviours experienced were: teasing (39 percent), malicious rumours (27 percent), and sarcasm (24 percent).

Regarding the categories of isolation and overwork, 32 percent of respondents were ostracized and 25 percent were denied promotions or other opportunities. The respondents further indicated that they experienced undue pressure to perform (47 percent) and were given unreasonable deadlines (22 percent). Destabilization was the final category of bullying behaviours considered. Of the 263 women completing the Workplace Interaction Survey, 51 percent indicated that they were not given credit for the work they had completed, 36 percent were not acknowledged or rewarded for their work, and 21 percent were assigned meaningless tasks.

At first glance, the bullying behaviours may appear to be innocuous; however, if experienced over an extended period of time, the behaviours can have a devastating effect on targeted individuals. They may seek to take out their frustration by harming themselves or others. Seven percent of women completing the Workplace Interaction Survey indicated that they had considered suicide or homicide as a result of how they were being treated at work. We need only look to the recent tragedy that occurred on the Huntsville campus of the University of Alabama to see what can happen when an individual decides to take matters into her own hands and murder colleagues. One cannot help but wonder if some form of bullying was occurring between this professor and her colleagues. Could workplace bullying have pushed the alleged killer over the edge?

Could workplace bullying push you or one of your colleagues over the edge? Steps must be taken to prevent future tragedies like this from occurring in our workplaces. We must remember that though invisible to others, the wounds caused by workplace bullying are real. If targeted employees cannot turn to others for help in healing their wounds, they may turn to drastic measures to bring attention to their pain. By then it may be too late for the targeted person and for others.

Workplace bullying can no longer be ignored. A life should not be lost because of our failure to address bullying in our workplaces. We all have a responsibility to do what we can to prevent workplace bullying. What will you do today to stop bullying in your workplace? What will you do to save a life?

For more information visit http://www.bulliednomore.com.

References
Rayner, C. & Hoel, H. (1997). A summary review of literature relating to workplace bullying. Journal of Community & Applied Social Psychology, Vol. 7, p. 181 -191.

In Memory of Jodie Zebell

noreply@blogger.com (Dr. Lisa M. S. Barrow) — Thu, 11 Feb 2010 20:20:00 +0000

Please review this clip. Jodie Zebell lost her life as a result of workplace bullying. Please do what you can to stop bullying in your workplace.

http://nojobisworththis.com/archives/1072

Ontarians Please Support Bill 168

noreply@blogger.com (Dr. Lisa M. S. Barrow) — Mon, 19 Oct 2009 12:57:00 +0000

Ontarians please contact your MPPs to ask them to support Bill 168. This bill focuses on workplace violence and workplace harassment. Representatives need to know that Ontarians want to be protected from violence and bullies in the workplace. The debate regarding this bill will resume tomorrow. Please do your part to protect Ontarians. Thanks.

http://www.prweb.com/releases/2009/10/prweb3067174.htm

Categories of Workplace Bullying

noreply@blogger.com (Dr. Lisa M. S. Barrow) — Fri, 16 Oct 2009 12:18:00 +0000

In my newly released book In Darkness Light Dawns: Exposing Workplace Bullying, I discuss the results of an online Workplace Interaction survey I administered to 326 men and women in Canada and the United States. The survey sought to determine how commonly people experience the five categories of bullying set forth by researchers Charlotte Rayner and Helge Hoel:

1) Threat to professional status (e.g., damaging the person’s reputation, humiliating the person in public or accusing him or her of lack of effort).
2) Threat to personal standing (e.g., calling the person names; insulting, teasing or intimidating him or her; or devaluing the person based on age).
3) Isolation (e.g., preventing access to opportunities, deliberately withholding important information or isolating the person physically or socially).
4) Overwork (e.g., imposing undue pressure to produce work, setting impossible deadlines or making consistent and unnecessary disruptions).
5) Destabilization (e.g., failing to give credit where it is due, assigning meaningless tasks, removing responsibility or setting the person up for failure).

In the threats to professional status category, 47 percent of survey respondents indicated they had been publicly humiliated and embarrassed by a boss or co-worker. In the threats to personal standing category, 39 percent of respondents were teased, 27 percent were targets of malicious rumors and 25 percent were talked to in a sarcastic way and felt “put down.” In the category of isolation, 33 percent of respondents reported being ostracized in the workplace and 29 percent had their work sabotaged.

Nearly half of the respondents (46 percent) felt overworked. A full 21 percent said they’d received unreasonable deadlines: a ruse commonly used by bullies in efforts to overwhelm and intimidate.

Destabilization was rampant; 51 percent of respondents indicated they did not receive credit for their work and 37 percent said they were neither acknowledged nor rewarded for doing a good job.

The Workplace Interaction survey confirmed the powerfully and profoundly damaging impact of workplace bullying on health and wellness. For example:

• 32 percent of the men and women surveyed indicated that they suffered physical ailments such as fatigue, nervousness, headaches and stomachaches on a regular basis due to mistreatment at work.
• 28 percent were depressed and became anxious when they thought about work or were at work.
• 35 percent indicated that being bullied had negatively affected their personal lives.

To eliminate bullying in the workplace, organizations must establish healthy workplace policies that specifically address bullying. Similarly, lawmakers must pass legislation making workplace bullying illegal. When workplace bullying is illegal, organizations and individuals within those organizations will be forced to change their attitudes and behaviors.

For more information visit www.bulliednomore.com

New book to be released soon

noreply@blogger.com (Dr. Lisa M. S. Barrow) — Thu, 24 Sep 2009 19:17:00 +0000

I am very much interested in seeing workplace bullying eradicated in the workplace. I have written a book on this topic titled “In Darkness Light Dawns: Exposing Workplace Bullying”. This book will be available soon. This book is not like any other book which focuses on workplace bullying. I share my personal experiences of being bullied in the workplace and my subsequent research on the issue. My goal was to write a book that let targeted individuals know that someone was willing to speak open and honest about how bullying affects them. I encourage you to visit my website www.bulliednomore.com for more information regarding this book and my earlier book titled “Hope For a Healthy Workplace”. Preorder your copy today.

Thank you.

Dr. Lisa M. S. Barrow

In Darkness Light Dawns:Exposing Workplace Bullying.

noreply@blogger.com (Dr. Lisa M. S. Barrow) — Sat, 22 Aug 2009 22:09:00 +0000

Have you been publicly humiliated by a boss or coworker?
Have you been the target of malicious rumors at work?
Have you been ostracized at work?
Have you received unreasonable project deadlines?

If you answered "yes" to these questions, you are experiencing some forms of workplace bullying. I recently completed research in which I asked 286 men and women in Canada and the US to respond to these questions. 44% of respondents indicated that they had been publicly humiliated by a boss or coworker. 25% of respondents were the targets of malicious rumors. 30% reported being ostracized in the workplace and 20% of respondents said they'd received unreasonable deadlines.

At first you make think that these acts are harmless, however, if a person is subjected to them over an extended period of time, they can become quite harmful. Individuals who resort to such acts are psychologically harassing others. They are slowly trying to chip away at the employees' confidence, self-esteem and overall wellbeing. In doing so, the harasser is able to unleash his or her wrath upon unsuspecting victims and the victims are left feeling confused and helpless.

Psychological harassment or workplace bullying can have a devastating effect on employees who find themselves as the target of this abusive behavior. Unfortunately, some individuals become so distraught, they feel the only way out of their suffering is by suicide. Suicide is not the answer. Workplace bullies need to be held accountable for their actions. Organizations that choose to ignore the issue of workplace bullying need to be held responsible. That is why it is so very important for anti-psychological harassment laws to be passed. Employees need to be protected from the bullies who are roaming the halls of our organizations and who are wreaking havoc in millions of lives. The time has come for us to put forth a united effort to stop workplace bullying.

My soon-to-be released book "In Darkness Light Dawns: Exposing Workplace Bullying.", provides valuable insights about workplace bullying and recommendations for how to stop workplace bullying. The book will be available mid-September.

What can I do if I am being bullied?

noreply@blogger.com (Dr. Lisa M. S. Barrow) — Mon, 20 Jul 2009 15:46:00 +0000

Over the past several months I have been diligently writing my next book "In Darkness Light Dawns: Exposing Workplace Bullying." which is about workplace bullying and my experiences. As I think about my audience I am sure many will ask themselves the question "What can I do if I am being bullied?" I have devoted an entire chapter to answering this question, however, I thought I would share a few tips for those of you who need guidance immediately.

One of the first things you must do is uphold your personal value. You must look in the mirror and embrace the person looking back at you. Bullying has a way of playing tricks on your mind, and may cause you to begin to doubt and devalue yourself. You have to begin to change your mindset about YOU. No matter how discouraged and defeated you may be feeling at this time, you must muster up the strength to see your true worth and to embrace it. If you do not value yourself...no one else will value you.

The next thing you must do is surround yourself with people who love you and are willing to support you. Trust me this is very important. I could not have survived my bullying experience without the love, prayers and support of family and friends. There were times when I doubted myself while going through my bullying experience, and then I would receive a call from a sister or friend and the person would say something that would let me know that I was valued and that I would be ok.

Document your interactions with the bully so that you have concrete evidence. Record the time, place, date, persons involved, and what was said and done. This will come in handy should you choose to pursue legal action. Carry a little notepad with you so that you can write down the facts right after a bullying incident and while it is fresh in your mind.

I would encourage you to talk to a counselor as he/she can help you work through some of the psychological damage that has been caused by the bullying. Counselors can offer insights to help you regain your strength so that you can confidently confront the bully. Yes, I said "confront the bully". I can just hear the collective gulp. In confronting the bully you are taking back your life and letting him or her know that you will not tolerate the bullying any longer. If you feel as if you do not have the courage or strength to do this on your own, take someone with you. Setup an appointment with a representative from human resources or your union. The bottom line is that you must tell someone. Know that you will meet with great resistance from the bully, but that is ok. Take deep breaths. The more you are aware of your breathing, the calmer you will be. Interact with the person in a professional manner. Clearly, let him or her know that the bullying must stop or else you will have to pursue your options. You must be firm. You should also file a formal complaint with the human resources department. Be sure to let your doctor know what is going on. Workplace bullying causes a great deal of stress for a person and can cause other ailments as well. Your doctor needs to know of your situation so that you can be cared for in an appropriate manner. Finally, if you cannot get assistance from your human resources personnel, then contact a lawyer.

So these are a few suggestions. I expand on these suggestions and provide other insights in my soon to be released book "In Darkness Light Dawns". Stay tuned. In the meantime, keep your head up and continue to see your personal worth and beauty.

Blessings.

New York State Residents Workplace Anti-bullying Survey

noreply@blogger.com (Dr. Lisa M. S. Barrow) — Fri, 01 May 2009 11:27:00 +0000

Yesterday I had the opportunity to attend the Health Fair at Villa Maria College. I spent the day talking to individuals about workplace bullying and our efforts to convince legislators to pass the Healthy Workplace Bill in New York State. Every person with whom I spoke, shared a story about being bullied in the workplace or knowing someone who had been bullied. There are so many people who are suffering in silence because they are afraid to speak up about what is happening to them. Just as we encourage our children to tell us if someone is touching them in an inappropriate manner, we must encourage employees to tell someone about their bullying experience. No longer can workplace bullying be a taboo topic. It needs to be openly discussed. It needs to stop!!!! There needs to be a law to protect employees from abusive bosses and colleagues.

After interacting with individuals at events such as the Health Fair and hearing their stories, my commit and passion for creating a healthier workplace environment increases. My energy is fueled by the stories I hear and my strong desire to help individuals escape from their bullying situation. I am reminded of the tears that are shed as people share their stories. I am also encouraged by the courage some have displayed as they share their stories. The pain is so evident. The emotions are so raw. The wounds are so deep, yet these individuals muster up the courage to speak up. How can I ignore these survivors of workplace bullying? I cannot!!!! And I am asking you not to ignore them as well.

You can have your voice heard by taking a few seconds to complete this online survey and passing it along to people you know who live in New York state. Enter your name to win a $50 Macy’s gift card, just by completing this survey. The drawing will be on May 30, 2009. Click on the link below.

New York Residents!!! Please complete the following online survey and pass it along to friends, family, colleagues and etc who live in NY.
http://FreeOnlineSurveys.com/rendersurvey.asp?sid=077f579bky02kh5583634

Thank you in advance.

New York Workplace Anti-bullying Legislation Survey

noreply@blogger.com (Dr. Lisa M. S. Barrow) — Fri, 24 Apr 2009 10:52:00 +0000

New York state residents, please take a few minutes to complete this short survey related to passing the first workplace anti-bullying law to protect employees. Your assistance is appreciated. Let your voice be heard. Please pass this link along to friends, family members and other New York state residents. Thank you for doing your part to stop workplace bullying.

http://FreeOnlineSurveys.com/rendersurvey.asp?sid=077f579bky02kh5583634

Workplace Bullying Jodie's story

noreply@blogger.com (Dr. Lisa M. S. Barrow) — Wed, 22 Apr 2009 10:46:00 +0000

Yesterday I returned home from Albany, NY after spending Monday, advocating for support for the Healthy Workplace Bill (HWB A05414 and S01823) . Eight individuals from the NY Healthy Workplace Advocates traveled to Albany to garner support from senators and assembly men and women. The feedback we received was encouraging and positive. Hopefully, the feedback will translate into votes for the first ever NY state anti-bullying legislation. I would like to encourage NY residents to contact your local representatives and ask them to support this bill. It is so important and is literally a matter of life or death for some.

As I reflect on my experience, I cannot help but reflect on the individuals who traveled to Albany to share their workplace bullying stories. All of the stories shared were quite compelling. A police officer shared his workplace bullying story. Two individuals who worked in universities shared their stories. As they shared their stories with assembly men and women and senators, one could see that their wounds had not healed. Joie traveled from Naples, Florida to share her story. You see, Joie's 31 year old niece Jodie, committed suicide 14 months ago because she could not face her bully any longer. Jodie wanted the bullying to end and saw suicide as a way out of the pain she was suffering. Jodie was married and had two beautiful young children. I commend Joie for having the courage to share this painful story with us. Through Jodie's death Joie has found the courage to speak out against workplace bullying. This story is just a reminder of the seriousness of workplace bullying and the devastating impact it can have on the lives of the targeted person and their loved ones.

I am sharing Joie & Jodie's story because I do not want another person to take his/her life because of workplace bullying. There needs to be laws in place that hold the bully and the organization accountable for their actions. There needs to be an avenue for bullied people to take once they have exhausted their options within the organization. Jodie had gone to HR for assistance and the bullying escalated. Perhaps if there was an anti-bullying law in place, the bully and the organization would have handled the situation differently and Jodie would be alive today. Jodie is not alive today because of workplace bullying. With all of the turmoil in this world and in our organizations, the need for anti-bullying laws has greatly increased. We need to protect one another from individuals who believe it is ok to psychologically harass employees. It is not ok and they need to be held accountable. I encourage you to do your part to help save lives. Please contact your local representatives and encourage them to pass anti-bullying legislation. For New York state residents please refer to the Healthy Workplace bill A05414 (Assembly and S01823 Senate). Thank you for doing your part to stand up to workplace bullies.

Doing Your Part To Stop Workplace Bullying

noreply@blogger.com (Dr. Lisa M. S. Barrow) — Sun, 22 Feb 2009 22:44:00 +0000

Several of my colleagues are heading to Albany, New York to advocate for the Healthy Workplace bill. They will be presenting the bill to Senators and Assemblymembers and asking them to support it. Though I will not be attending this round of lobbying, I have sent letters to 55 Senators and Assemblymembers asking for their support. Though we have a long ways to go, we cannot become frustrated or discouraged as too many people are relying on us to do what we can to get this bill past.

Passing this bill will help to create healthier and more productive workplaces. Eliminating bullying in the workplace will increase employee productivity and morale which will ultimately have a positive effect on organizations’ performance and ability to compete in this ever increasing global marketplace. Not only will productivity and morale increase, the healthcare costs associated with bullying in the workplace will decrease. Typically, individuals who are bullied in the workplace experience mental, physical and emotional ailments which prevent them from contributing to the organizational efforts. The absenteeism rate for bullied employees is high as they seek ways to avoid going to work so that they do not have to encounter their bullies.

According to research conducted by the Workplace Bullying Institute, the turnover costs for Fortune 500 companies is approximately $16 million and litigation due to bullying ranges from $225000 to $1.4 million. These figures undoubtedly will increase as organizations seek to adapt to the current instability and uncertainty of the economy. Further the cost related to prolonged stress according to the Workplace Bullying Institute founder Gary Namie is approximately $150,000 to $200,000 per employee. Here in lies the business case for passing the Healthy Workplace bill, as companies cannot afford to continue to waste money on an issue that could be addressed by the incorporation of anti-bullying policies. When individuals are no longer able to work, they inevitably turn to their state and federal government for assistance, which puts an additional strain on governmental agencies that are already operating at maximum capacity and are trying to meet the needs of constituents. Having workplace anti-bullying legislation would ensure that organizations take the steps needed to create healthier and respectful workplaces. Just as anti-discrimination legislation has had a positive effect on organizations; anti-bullying legislation would do the same and even more. All parties gain by the passage of the Healthy Workplace Bill.

For New York Residents, when contacting your Senator or Assemblymember please refer to Bill number S08793-2008 and A10291 that will sponsored by Senator Thomas P. Morahan and Assemblyman Steve Engelbricht. Thank you for doing your part to see that this bill gets passed.

Writing to your own legislators is the most important action you can take. Legislators value their own constituents very highly and will always give you a moment of their time to pay attention to your concerns.

If you are not sure who you state senator or state assemblymember is, use these simple zip code searches to find out:

Senator Search: http://www.senate.state.ny.us/sdlookup.nsf/Public_search?OpenForm

Assembly Search: http://assembly.state.ny.us/mem/?zip=

Writing to the legislator that represents you is a power action for getting anti-bullying in the workplace legislation passed. Letter writing is the most effective way to have your legislator consider an issue that is important to you.

Thanks for your support.

Healthy Workplace Bill-S8793 and A2247

noreply@blogger.com (Dr. Lisa M. S. Barrow) — Sat, 31 Jan 2009 13:11:00 +0000

This past Monday I had the privilege of traveling to the State Capitol in New York to advocate for a new bill that would help to eliminate bullying in the workplace. I, along with several individuals representing the New York Healthy Workplace Advocates, spent all day meeting with senators and assembly members regarding this bill. Many of the advocates also spent Tuesday and Wednesday advocating for the Healthy Workplace bill. We presented our case for why this bill is important and asked these individuals to support this bill. We were encouraged as many of the senators and assembly members recognized the need for such a bill and said that they would support it. Of course, we have a lot of work to do and will be traveling to Albany in February to present our case again. As I went from office to office presenting our case, I was reminded of what can happen when a few people have a common vision and begin to work towards making that vision a reality. If it were not for a few individuals years ago, we would not have anti-discrimination laws and other laws which protect employees.

I truly see the movement towards creating a healthier workplace, as a civil and human rights movement for employees. It is a logical progression of the current New York State Human Rights Law. The time has come to make bullying in the workplace illegal. A state law needs to be passed to protect employees and to save lives. As it stands today, individuals are literally being harmed or are dying as a result of workplace bullying.

Currently in New York State, an employee who is being bullied does not have any recourse because there isn't a law specifically related to bullying in the workplace. If after an employee has exhausted all avenues within his/her organization and decides to go the legal route, he/she will have difficulty convincing a judge to decide in his/her favor even when substantial evidence is presented. The reason being that the judge does not have a legal basis from which to render a decision in favor of the bullied person. If the bullied employee can prove that he/she has been discriminated against because of race, religion, gender and etc, then the judge would render a decision in his/her favor based on one of these issues, however, to solely present a case on bullying would not be sufficient. Based on the evidence provided, the judge may acknowledge that the person had been mistreated, however, because his/her decision must be based on a law, the judge would have to dismiss the case. The reason being, there aren't any anti-bullying laws on the books. The bullied person is left feeling violated and helpless because there isn't a law to protect him/her, which only exacerbates his/her situation.This feeling of helplessness is often what causes some employees to commit suicide. The Healthy Workplace bill would prevent this situation from occurring as bullied employees would have a legal platform to stand on when presenting their bullying cases. Their cases would not be dismissed because of a lack of legal justification.

I encourage you to take the time to contact your state senators and assembly members about the Healthy Workplace bill and to garner their support. This bill will protect you and someone you know. Passing this bill could literally save lives and begin to restore hope for individuals who are currently being bullied or have been bullied in the workplace in New York state.

When contacting your New York State senators please refer to bill S8793 and S2715 which were introduced in 2007 and 2008. When contacting your New York State assembly members refer to bill A2247 for 2009. A10291 and A4921 were introduced in 2007 and 2008.

Together we can make a difference in our workplaces and save a few lives along the way. Please do your part to ensure that this bill is passed. Please send this information to your family, friends, neighbors and etc. Begin making a difference today.
Thanks.

A New Year With New Promises

noreply@blogger.com (Dr. Lisa M. S. Barrow) — Thu, 08 Jan 2009 02:19:00 +0000

2009 can be the year when significant progress is made regarding eliminating bullying in the workplace. I will be doing my part to convince lawmakers in Canada and the United States to pass laws to protect employees from workplace bullies. I truly believe that the incidences of workplace bullying will decrease when organizations and bullies are held liable for their actions. Just as there are sexual harassment and discrimination laws, there needs to be anti-bullying laws. I would encourage each of you to begin to contact your representatives about protecting employees by passing anti-bullying laws.

In recent months, the focus has been on bailing out troubled organizations, however, very little discussion has occurred regarding protecting employees. Now is the perfect time for this discussion to take place. I encourage you to begin discussing this matter with friends, family, neighbors, colleagues and politicians. Together we can make a significant difference in the workplace. Together we can create healthier and more positive workplaces for all employees. Let's make workplace bullying illegal in 2009!!!!!

Workplace Bullying & Suicide

noreply@blogger.com (Dr. Lisa M. S. Barrow) — Thu, 18 Dec 2008 12:43:00 +0000

Molly stood at the edge of the subway platform as a train roared down the tracks toward her, its headlights breaking through the darkness of the tunnel. As metal screeched against metal, a wild, almost uncontrollable impulse overtook her: to throw herself on the tracks and end the pain.

Like many others before her, Molly had reached a breaking point. It wasn’t financial crisis that drove her there, nor unrequited love, nor the death of a loved one, but a boss who tormented her each day at work, creating a work environment that by now had become unbearable.

Molly is one of countless employees who have considered or committed suicide because of emotional abuse in the workplace. Unable to see a way out, whether in the form of a different job or an end to the abuse in their current positions, such individuals will tell you that the abuse overshadows their entire lives.

A few years ago, I was on two call-in television shows which addressed the issues of workplace stress and workplace bullying. A few callers shared personal stories regarding their desire to commit suicide because they could no longer take the abusive attitudes and behaviours of bosses and co-workers.

The callers believed that the only way out of the situation was to commit suicide. My heart went out to these individuals, as I listened to their accounts of emotional abuse and their desire to end their lives because of the abuse.

Even as a speaker and author who has extensively researched employee abuse in the workplace, I was outraged. Emotional abuse receives less public attention than other occupational hazards, such as faulty equipment and exposure to toxic chemicals. But emotional abuse is no less dangerous, and unfortunately is rampant even in organizations that might appear progressive and employee-friendly from the outside.

Employee emotional abuse manifests itself as bullying, whether in the form of loud, emotionally-charged tirades in the presence of other employees, or words of contempt delivered quietly in private, so that no one but the victim hears.

Emotional abuse can be as subtle as a negative, discriminatory attitude or as dramatic as a series of workplace “incidents” culminating in outright assault. Sometimes emotional abuse involves behind-the-scenes power plays that ensure that targeted employees are barred from promotions, or even lose their jobs.

Many organizations ignore emotional abuse until tragedy strikes, whether in the form of an employee taking his or her own life, or that of co-workers.

During the aftermath of such an event, the organization may “crack down” on abuse, and some previously abusive individuals may be sobered enough by the tragedy to keep their negativity in check of their own accord. Too often, though, the wakeup call is temporary and individuals soon resort to their previous attitudes and behaviours.

My book, Hope For A Healthy Workplace, which is now available as an audio book, addresses the issues of emotional abuse in the workplace, and workplace bullying. It introduces the readers to a new leadership model, a model I created as a result of research I conducted. The book gives the reader a glimpse at how such behaviour creates an unhealthy workplace and demotivates employees. It also provides recommendations for employees, leaders and organizations on how to create healthier workplace interactions.

Increase in Bullying

noreply@blogger.com (Dr. Lisa M. S. Barrow) — Thu, 11 Dec 2008 12:44:00 +0000

Yet another week has gone by and I have been contacted by individuals who are being bullied in their workplaces. Some have been physically assaulted, while others have been verbally or emotionally assaulted. After hearing these stories and reflecting on my own past experiences of being bullied, I felt compelled to start writing my next book and to begin researching the issue in greater detail. My first book "Hope For A Healthy Workplace" touched upon this topic, however, my next one will be solely dedicated to addressing and eliminating bullying in the workplace. Bullying in the workplace is becoming more and more rampant and I believe that it is only going to get worse as organizations go through difficult times. Those individuals who are not well liked are, unfortunately, going to be on the receiving end of abusive behavior from others. Bullies need someone to blame and so they will go after people they perceive as being weak or unimportant. If you find yourself in this situation, I encourage you to stand up to the bullies. Let them know that you are not going to be pushed around. When you value and believe in yourself, you will muster up the strength and courage to say "No. I will NOT be bullied". It isn't until you begin to take control of your life and to stand up for yourself that you will begin the journey of eliminating the bullying that currently exists. Don't believe the lies, you are somebody. You do not have to take the bullying anymore. You are a valuable human being who is worthy of being treated with dignity.

Please click on the Workplace Interaction Survey link for the online survey. Please feel free to complete the survey, thank you.

Workplace Interaction Survey

The urgency of stopping workplace bullying.

noreply@blogger.com (Dr. Lisa M. S. Barrow) — Sat, 06 Dec 2008 17:56:00 +0000

I am very concerned about employees who are being bullied in the workplace, especially those individuals who are contemplating suicide. Just the other day I received an email from a gentleman who is battling depression and contemplating suicide because of how he is being treated at work. We all must come together to stop bullying in the workplace. It is a very serious issue that needs to be addressed immediately.

Looking for a job

noreply@blogger.com (Dr. Lisa M. S. Barrow) — Sun, 23 Nov 2008 22:41:00 +0000

I encourage individuals who may have been recently laid off or who have been told that they will be laid off to begin to discover their true purpose in life. As you begin to seek out another job, try to choose one that is in alignment with your personal values and what you are most passionate about. Too many employees have been stuck in dead end positions and have gotten used to going to a job and expecting little satisfaction. Your next job doesn't have to be that way. I encourage you to take the time to determine what your interests are and to pursue them. You will need to be creative as you go about your job search and may have to take a cut in pay, however, if you are involved in activities in which you are passionate about, you will find a way to adjust to the decrease in pay. Trust me. I know what it is like to lose a job and to be faced with uncertainty. Though today may look bleak, please know that tomorrow will be better. You will survive the turmoil you are going through. This is a time for you to truly learn how to believe in yourself and to cling to hope. I also encourage you to have a strong support system to rely on as you go through these difficult times. You will need to have someone in your life to carry the burden and to encourage you to persevere. Looking for a job can be a lonely and frustrating process. No matter how many rejection letters you receive, don't internalize the rejection, just recognize that it is part of the process. Remain focused on your goals and eventually you will land a job. Don't give up on the job search and definitely, don't give up on yourself. You can do it!!! You are going to be just fine. Blessings.

Hope For Auto Workers

noreply@blogger.com (Dr. Lisa M. S. Barrow) — Sat, 22 Nov 2008 17:32:00 +0000

The current turmoil that we are seeing with the Big Three automakers comes as no surprise to me. As long as leaders and managers continue to devalue employees and to treat them as inanimate objects, these companies will continue to struggle to survive. Leaders and managers must realize that how they treat employees has a significant impact on the organizations' bottom line. If employees are treated in a negative manner, the results of the organizations' efforts will be negative.

For several years, I worked as a supervisor for two of the automakers who are on the brink of bankruptcy. I must say that I was appalled by the way in which some managers treated employees. They belittled, harassed, and emotionally abused employees. Unfortunately, these managers were bullies and were not afraid to use their positions to intimidate both salaried and hourly employees. Prior to being employed at one of these automakers, I had not witnessed bullying in the workplace. As a result of my observations and experiences I felt compelled to write about the need to eliminate bullying in the workplace and to create more healthier workplaces.

Though some individuals have complained about the high wages the average auto workers receive, I must say that they deserve those wages because of the abuse they have to endure. Some managers are of the mindset that because employees are being paid so well, the managers can treat them any way they want because they know the employees will put up with it, as they will not be able to find a comparable wage if they were to leave the organization.

Auto workers are working in very toxic and unhealthy workplaces, which have a negative effect on their overall well being. In my book Hope For A Healthy Workplace, I seek to bring hope to employees who have been mistreated and also encourage organizations and leaders to begin to uphold the value of the employees. To all of the auto workers I encourage you to see the value in yourself and to begin to take the steps needed to eliminate bullying in your workplace. You are valuable human beings and should be treated as such by individuals who are in positions of leadership and management. Though I no longer work in the auto industry, please know that I value you and the work that you do each day.

How healthy is your organization?

noreply@blogger.com (Dr. Lisa M. S. Barrow) — Sat, 22 Nov 2008 15:39:00 +0000

A healthy organization can be defined as one that consciously seeks to create a positive work environment for all of its employees. More specifically, such an organization actively promotes and supports efforts that contribute to employees’ social, physical, emotional and mental health.
Prioritizing employee health and wellness makes good business sense for this reason: Organizational strength directly depends on employee health and wellness. Research indicates that when employees are healthy and strong, organizations are healthy and strong. When employees are unhealthy and weak, organizations are unhealthy and weak.
Unhealthy organizations have neither the strength nor the endurance to successfully compete, let alone survive in a highly competitive marketplace. In contrast, healthy organizations are likely to prosper and achieve desired goals. Here, healthy employees drive business results.
You will recognize healthy organizations by their high levels of productivity and employee involvement and their low rates of absenteeism, employee illness and injury. You’ll also find high levels of collaboration and trust in healthy organizations and a strong sense of community and partnership. In general, employee morale is positive in healthy organizations because people are committed to the corporate vision and genuinely enjoy turning that vision into reality.