Through education and mobilization we envision a future where
workers are assured their right to dignity at work,
where workplace bullying is an unlawful act,
and where employers have taken
effective steps to prevent, detect and remedy acts of workplace bullying.
Definition of Workplace Bullying
There is no universal definition of workplace bullying. Below you'll find the preferred definitions of two of our Board Members that reflect the different perspectives of academics, lawyers and practitioners:
"Systematic aggressive communication, manipulation of work, and acts aimed at humiliating or degrading one or more individual that create an unhealthy and unprofessional power imbalance between bully and target(s), result in psychological consequences for targets and co-workers, and cost enormous monetary damage to an organization’s bottom line."
[NWBC Board Member Catherine Mattice and colleague Karen Garman]
"Workplace bullying is the unwanted, unwelcome, abuse of any source of power that has the effect of or intent to intimidate, control or otherwise strip a targetof their right to esteem, growth, dignity, voice or other human rights in the workplace." [NWBC Board Member Jerry Carbo, Esq.]
Sample proposed definition for anti-bullying legislation: "Abusive conduct" means conduct of an employer or employee in the workplace that a reasonable person would find hostile. Abusive conduct includes, but is not limited to: verbal or physical conduct that a reasonable person would find threatening, intimidating, or humiliating; the gratuitous sabotage or undermining of an employee's work performance; attempts to exploit an employee's known psychological or physical vulnerability; or repeated infliction of verbal abuse, such as the use of derogatory remarks, insults, and epithets. The determination of whether abusive conduct is present shall include the severity, nature and frequency of the conduct, and, where applicable, the continuation of the conduct after the employee requests that it cease or demonstrates outward signs of emotional or physical distress in the face of the conduct. A single act shall not constitute abusive conduct unless it is especially severe. Conduct shall not be regarded as abusive conduct if an employer provides clear and convincing proof that the conduct is necessary for the furtherance of the employer's legitimate and lawful business interest.
You can find more definitions on Wikipedia.
Webinar With Lots of Info
*you may need to register first.
Sample Workplace Bullying Policy
Due Process special report on workplace bullying.
4/12/2009. Sandra King reports on the case of one bullied public employee, and hosts an in-studio debate featuring employer defense attorney Rosemary Alito, ATLA representative and plaintiff's lawyer Kevin Costello, and NJ State Bar Fnd. school bullying expert Leisa Ann Smith.
Here's a possible resource for our Canadian neighbors:
Linda R. Crockett, MSW, RSW
Alberta Bullying Research, Resources & Recovery Centre
p:780-965-7480 | w: | a: Edmonton, AB Canada
Business & Target Solutions
Here are excerpts from a keynote presentation, by Catherine Mattice, MA, SPHR, "What Is Workplace Bullying," featured at our April 4th conference, WORKPLACE BULLYING: SEEKING SOLUTIONS.
Catherine is the founding Treasurer of the National Workplace Bullying Coalition. Here is a link to Civility Partners for more information about Catherine.
Download Catherine Mattice's eBook:
Advocates On The Front Lines
Here are some excerpts from one of our panels, "Advocates Working on the Front Lines," featured at our April 4th conference, WORKPLACE BULLYING:
• Debra Davis, Council of New Jersey State College Locals, AFT AFL-CIO "Contract language and investigating claims"
• Gail Richardson, EVP, CWA Local 1036 "Workplace bullying training workshops and support groups"
• Lauren Larkin, Ridgefield Anti-Bullying
Commission "Bully Free Zone includes NJ's first public ordinance against workplace bullying"
NFL Incognito/Martin Report
Stop Bullying Coalition is a nonprofit organization focused on ending bullying and mobbing of residents in public housing.