HR’s bible to handling bullying

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Thompson went on to warn employers to watch out for the following forms of bullying:
  • Interfering with the work of others
  • Disregarding or criticizing work done by others
  • Falsely accusing subordinates or co-workers of errors
  • Insulting, belittling, demeaning or threatening others
  • Using non-verbal tactics to intimidate others (e.g. glaring)
  • Discounting the thoughts or feelings of others
  • Deliberately excluding others from work or social activities at work
  • Encouraging others to turn against someone
  • Suddenly making up or changing standards for no apparent reason
  • Starting or perpetuating destructive rumours or gossip
  • Online bulling, whether inside or outside of work
Why employers should step in

Aside from the humanitarian side of ensuring no person feels belittled or unhappy, there’s also a clear business case to ending bullying.

“Employees who feel bullied are less productive,” Oakes Thompson reveals and statistics from the Canada Safety Council support her warning.

The study showed that bullied employees lost between 10 per cent and 52 per cent of their work fay by spending time defending themselves, seeking out support, and thinking about the situation.

Legal action is also a risk and in recent years, Canada has been handing out some serious financial settlements to bullied workers.

“Last summer, the Ontario Court of Appeal released a decision which imposed a hefty damages award on the employer and the manager who bullied an employee until she left work and never returned,” revealed Oakes Thompson.


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