By Beverly Peterson, BullyInWorkplace.com
For years advocates have been trying to pass workplace bullying legislation in Vermont. Last year, SB.52 started as yet another attempt to re-introduce the Healthy Workplace Bill (aka Abusive Work Environment Act). But, this time something happened. Instead of dying in committee, the language was completely struck and totally rewritten to ensure that lawmakers look into all possible approaches before adopting legislation that will impact both employers and employees throughout the state. (After all, isn’t that what our elected officials are supposed to do?) The Senate wants a task force created to determine the best way to provide relief and redress for state residents suffering in abusive work environments. The new version of SB.52 became very active and passed the Senate. If it makes it out of the general committee and is passed through to the Governor’s desk, the task force’s findings could create a landmark moment for those of us who would like to see bullying legislation become a reality.
"The Vermont office of attorney general’s civil rights unit reports that of the 1,200 to 1,300 requests for assistance it receives each year, a substantial number involve allegations of severe workplace bullying that cannot be addressed by current state or federal law or common law tort claims. Similarly, the Vermont human rights commission, which has jurisdiction in employment discrimination claims against the state, reports that it must refuse complaints of workplace bullying because the inappropriate behaviors are not motivated by the targeted employee’s membership in a category protected by antidiscrimination laws.
(5) Sweden enacted the first workplace bullying law in 1993, and since then several countries have taken a variety of approaches to the problem, including the creation of private legal remedies and the prohibition of workplace bullying through occupational safety and health laws."
Read the rest of this article here: http://workplaceviolencenews.com/2012/01/09/vermont-senate-makes-smart-move-toward-workplace-bullying-legislation/
Showing posts with label Healthy Workplace Bill. Show all posts
Showing posts with label Healthy Workplace Bill. Show all posts
Thursday, January 19, 2012
Monday, July 5, 2010
Do bullies really mean it?
That’s a great question and one that came up over and over at the International Association for Workplace Bullying & Harassment conference. Unfortunately we don’t have an answer, but I will weigh in on it here and let you make your own decision.
While there is no research to say either way (and I say that after conferring with the two foremost researchers in the academic “bullying field”), it seems pretty clear that for human resources professionals, intent does matter. Teresa A. Daniel, who seems to be the resident expert on workplace bullying for the Society for Human Resources Management (SHRM), discusses this in her article and in her book, Stop Bullying at Work (SHRM Press, 2009). She claims the difference between a bully and a tough boss is in fact intent. According to Dr. Daniel, although their behaviors may be similar, bullies misuse power and focus on personal interests while tough bosses are objective and have self-control.
The Healthy Workplace Bill, a Bill that aims to make equal-opportunity bullying illegal, and has been introduced in 17 states but not yet passed in any of them, defines abusive conduct (i.e., bullying) as “conduct, with malice… that a reasonable person would find to be hostile, (and) offensive.” The word “malice” indicates intent. This means that one would have to prove the bully meant to do it in order to obtain legal recourse.
On the flip side, I (and many of my colleagues) have had conversations with bullies who claimed they had no idea that their behavior was so harmful. One in particular said that he knew he was hurting people’s feelings – that much he could tell. But he simply did not have the communication tools to change, and he begged me to help him improve. Is that malicious behavior? I’m thinking no.
Unfortunately, however, one is left to question the reliability of these bullies. How do we really know they are not lying in the face of a consultant, who they know was hired by management? Are they really going to say, “Ha! I did mean to do it and it felt great when I made Sue cry!” Probably not.
This leaves us back at square one. Do bullies really mean it?
Although I am unable to provide a real answer to this question, I will say this. Whether bullies mean to do it or not, their behavior is harmful to targets, witnesses, and the organization. While I believe some bullies do mean it and some do not, I ultimately don’t believe the issue of intent really matters at all. If an organization has rules and a culture in place to enforce a positive and collaborative work environment, bullies will have no choice but to change their behavior. End of story. If they don’t, they will be pushed out of the organization due to inability to meet performance goals. And this is the case whether they intend to bully or not.
We can help you develop a positive workplace where bullying would not be allowed to thrive. Contact us for a complimentary consultation at catherine (at) civilitypartners (dot) com.
While there is no research to say either way (and I say that after conferring with the two foremost researchers in the academic “bullying field”), it seems pretty clear that for human resources professionals, intent does matter. Teresa A. Daniel, who seems to be the resident expert on workplace bullying for the Society for Human Resources Management (SHRM), discusses this in her article and in her book, Stop Bullying at Work (SHRM Press, 2009). She claims the difference between a bully and a tough boss is in fact intent. According to Dr. Daniel, although their behaviors may be similar, bullies misuse power and focus on personal interests while tough bosses are objective and have self-control.
The Healthy Workplace Bill, a Bill that aims to make equal-opportunity bullying illegal, and has been introduced in 17 states but not yet passed in any of them, defines abusive conduct (i.e., bullying) as “conduct, with malice… that a reasonable person would find to be hostile, (and) offensive.” The word “malice” indicates intent. This means that one would have to prove the bully meant to do it in order to obtain legal recourse.
On the flip side, I (and many of my colleagues) have had conversations with bullies who claimed they had no idea that their behavior was so harmful. One in particular said that he knew he was hurting people’s feelings – that much he could tell. But he simply did not have the communication tools to change, and he begged me to help him improve. Is that malicious behavior? I’m thinking no.
Unfortunately, however, one is left to question the reliability of these bullies. How do we really know they are not lying in the face of a consultant, who they know was hired by management? Are they really going to say, “Ha! I did mean to do it and it felt great when I made Sue cry!” Probably not.
This leaves us back at square one. Do bullies really mean it?
Although I am unable to provide a real answer to this question, I will say this. Whether bullies mean to do it or not, their behavior is harmful to targets, witnesses, and the organization. While I believe some bullies do mean it and some do not, I ultimately don’t believe the issue of intent really matters at all. If an organization has rules and a culture in place to enforce a positive and collaborative work environment, bullies will have no choice but to change their behavior. End of story. If they don’t, they will be pushed out of the organization due to inability to meet performance goals. And this is the case whether they intend to bully or not.
We can help you develop a positive workplace where bullying would not be allowed to thrive. Contact us for a complimentary consultation at catherine (at) civilitypartners (dot) com.
Thursday, May 13, 2010
Senate Passes Landmark Legislation to Halt Bullying and Abuse in the Workplace
New York State Senator Thomas P. Morahan, Chairman of the Committee on Mental Health and Developmental Disabilities today secured Senate passage of his landmark legislation (S.1823-B) which establishes a civil cause of action for employees who are subjected to an abusive work environment.
Specifically, this legislation provides legal redress for employees who have been harmed psychologically, physically or economically by being deliberately subjected to abusive work environments; and it provides legal incentives for employers to prevent and respond to mistreatment of employees at work.
Surveys and studies demonstrate that 16 to 21 percent of employees experience health-endangering workplace bullying, abuse and harassment, and that this behavior is 4 times more prevalent then sexual harassment. These studies have also documented the serious effects on these targeted employees. They include: shame, humiliation, stress, loss of sleep, severe anxiety, depression, posttraumatic stress disorder, reduced immunity to infection, gastrointestinal disorders, hypertension and pathophysiologic changes that increase the risk of cardiovascular disease.
“The social and economic well-being of the State is dependent upon healthy, safe, and productive employees,” said Senator Morahan. “I want to thank all my colleagues, on both sides of the aisle, who voted for this legislation today. In particular, Senator George Onorato, Chairman of the Labor Committee, Republican Leader Dean Skelos, Majority Conference Leader John Sampson and Deputy Majority Leader Jeff Klein for helping secure passage of the legislation”.
“I became aware of the prevalence of abusive environments in the workplace when one of my constituents brought her situation at her place of employment to my attention. It became apparent that legislation was needed to address the problem,” said Morahan.
“Workplace bullying, abuse and harassment bring with them a variety of very serious human and economic costs,” said Senator George Onorato, Chairman of the Labor Committee and co-prime sponsor of the legislation. “Abusive behavior can cause grievous harm to employees who are the victims of it, leading to all manner of health problems and, often, forcing them to leave their jobs to escape it. In addition, it costs employers in terms of lost employee productivity, and other workplace problems. By taking aim at abusive work environments, this legislation will protect employees from inappropriate behavior and help our businesses to become more productive and successful.”
“Mistreatment of employees in the workplace is a serious issue, but too often, workers have no recourse when they are subject to an abusive work environment,” said Senate Republican Leader Dean G. Skelos. “Senator Morahan’s legislation will help employees who have been harmed, physically, mentally or financially, and will encourage employers to do more to prevent and respond to this problem.”
“We are truly appreciative of Senator Morahan’s efforts which have culminated in the passage of vital legislation today in the New York State Senate,” said New York Healthy Workplace Advocate State Coordinators Mike Schlicht and Tom Witt.
“On behalf of the workforce of our State, I call on my Legislative colleagues in the Assembly to pass this bill in their house,” said Senator Morahan.
Read the original post by Senator Morahan here.
Specifically, this legislation provides legal redress for employees who have been harmed psychologically, physically or economically by being deliberately subjected to abusive work environments; and it provides legal incentives for employers to prevent and respond to mistreatment of employees at work.
Surveys and studies demonstrate that 16 to 21 percent of employees experience health-endangering workplace bullying, abuse and harassment, and that this behavior is 4 times more prevalent then sexual harassment. These studies have also documented the serious effects on these targeted employees. They include: shame, humiliation, stress, loss of sleep, severe anxiety, depression, posttraumatic stress disorder, reduced immunity to infection, gastrointestinal disorders, hypertension and pathophysiologic changes that increase the risk of cardiovascular disease.
“The social and economic well-being of the State is dependent upon healthy, safe, and productive employees,” said Senator Morahan. “I want to thank all my colleagues, on both sides of the aisle, who voted for this legislation today. In particular, Senator George Onorato, Chairman of the Labor Committee, Republican Leader Dean Skelos, Majority Conference Leader John Sampson and Deputy Majority Leader Jeff Klein for helping secure passage of the legislation”.
“I became aware of the prevalence of abusive environments in the workplace when one of my constituents brought her situation at her place of employment to my attention. It became apparent that legislation was needed to address the problem,” said Morahan.
“Workplace bullying, abuse and harassment bring with them a variety of very serious human and economic costs,” said Senator George Onorato, Chairman of the Labor Committee and co-prime sponsor of the legislation. “Abusive behavior can cause grievous harm to employees who are the victims of it, leading to all manner of health problems and, often, forcing them to leave their jobs to escape it. In addition, it costs employers in terms of lost employee productivity, and other workplace problems. By taking aim at abusive work environments, this legislation will protect employees from inappropriate behavior and help our businesses to become more productive and successful.”
“Mistreatment of employees in the workplace is a serious issue, but too often, workers have no recourse when they are subject to an abusive work environment,” said Senate Republican Leader Dean G. Skelos. “Senator Morahan’s legislation will help employees who have been harmed, physically, mentally or financially, and will encourage employers to do more to prevent and respond to this problem.”
“We are truly appreciative of Senator Morahan’s efforts which have culminated in the passage of vital legislation today in the New York State Senate,” said New York Healthy Workplace Advocate State Coordinators Mike Schlicht and Tom Witt.
“On behalf of the workforce of our State, I call on my Legislative colleagues in the Assembly to pass this bill in their house,” said Senator Morahan.
Read the original post by Senator Morahan here.
New York is fighting the good fight against workplace bullying
Yesterday New York's senate passed S1823B. If enacted, victims of abusive work environments may have relief via legal action. Though we are not in the clear yet - NY Assembly must first pass A5414B and the Governor must sign it off, which is no easy feat.
According to documentarian and blogger Beverly Peterson, "This time last year, Paterson vetoed a bill with a much less immediate impact and an intention to explore the best way to legislate hostile work environments. Had he put his pen on the dotted line the study results would be in place right about now to help guide lawmakers toward a legal solution."
Mike Schlicht, State Coordinator (Upstate) for the New York Healthy Workplace Advocates, had this to say:
"History was made today in New York State with the passage of Bill S1823B “The Healthy Workplace Bill” that allows employees and employers to address the issue of workplace bullying. Sixty-two courageous state Senators have spoken that workplace bullying will no longer be tolerated in the workplace and employees who bully others will not be able to hide behind their employer and make them responsible for their own actions as is with protected status harassment. Likewise, employers who do not address this form of workplace violence will have to do so and while not all of them with be pleased with the legislation, proactive employers will now have a tool to rid themselves of bullies who undermine the bottom line, increase health care premiums, increase turnover and create workers comp and disability issues. On behalf of all employees, present and former who have experienced this form of workplace violence, I sincerely thank the courageous Senators of New York State for passing this legislation."
According to documentarian and blogger Beverly Peterson, "This time last year, Paterson vetoed a bill with a much less immediate impact and an intention to explore the best way to legislate hostile work environments. Had he put his pen on the dotted line the study results would be in place right about now to help guide lawmakers toward a legal solution."
Mike Schlicht, State Coordinator (Upstate) for the New York Healthy Workplace Advocates, had this to say:
"History was made today in New York State with the passage of Bill S1823B “The Healthy Workplace Bill” that allows employees and employers to address the issue of workplace bullying. Sixty-two courageous state Senators have spoken that workplace bullying will no longer be tolerated in the workplace and employees who bully others will not be able to hide behind their employer and make them responsible for their own actions as is with protected status harassment. Likewise, employers who do not address this form of workplace violence will have to do so and while not all of them with be pleased with the legislation, proactive employers will now have a tool to rid themselves of bullies who undermine the bottom line, increase health care premiums, increase turnover and create workers comp and disability issues. On behalf of all employees, present and former who have experienced this form of workplace violence, I sincerely thank the courageous Senators of New York State for passing this legislation."
Tuesday, April 13, 2010
What the workplace can learn from Phoebe Prince
With the heartbreaking January suicide of yet another bullied teenager, Phoebe Prince, a 15-year old in Massachusetts, the topic of bullying has again captured our attention. According to District Attorney Elizabeth Scheibel, who is charging nine teens for torturous harassment of Phoebe, several faculty, staff and administrators of the school were made aware of the bullying but took no action to help her.
Even her classmates were aware of the abuse, but chalked it up to teens-will-be-teens. They didn’t think it was at all out of hand. But Phoebe would be alive today if someone had only stepped in.
What we learned from this unfortunate set of events is that bullying should not be ignored by leaders or bystanders. Unfortunately that happens all too often in the workplace. Between 50% and 70% of the workforce is bullied at some point over the course of their career, and like Phoebe, leaders and peers never step in to help them.
Adults of bullying suffer just as much as children and teens – they develop feelings of anxiety, depression, decreased self-esteem, poor morale, humiliation, inadequacy, and helplessness, and even Posttraumatic Stress Disorder (PTSD) according to several research reports.
Take Shannon for example, a former employee of a non-profit organization in San Diego. After five years of abuse at work and a manager who ignored her pleas for help, she found herself calling in sick and coming in late in order to avoid abuse. By the end, she’d hung a piece of paper over her alarm clock with the words, “Get up!” printed on it; her only inspiration and an ever failing attempt at motivating herself to endure one more anguishing day at work.
Not unlike others in her shoes, because her performance had suffered so much she was asked to leave the company. While it may not seem like it, she is lucky. She was forced out before things got even worse. Check out Beverly Peterson’s website (http://nojobisworththis.com). This documentarian and former target of workplace bullying has several clips about families who have lost a loved one to suicide because of bullying – just like Phoebe Prince’s family.
So what did we learn from Phoebe Prince?
1. Step in when you witness and incident of bullying.
Bullying only happens because the people around let it. If an individual starts to pick on another individual, and nobody says anything to him or her about it, the perpetrator will learn the behavior is okay. If somebody speaks up, however, the bully will realize peers and managers do not approve and the behavior will stop.
2. Do not blame the victim.
No one will claim that Phoebe Prince deserved what she got or that she was at fault – not only would that be an appalling and vile stance to take but it simply isn’t true. Why this blame game happens at work is beyond me; but most organizations do in fact blame victims just like Shannon. They are asked to “let it go” or “get over it” and when they can’t, their employment is terminated.
By the way, targets are usually very high producers and the bully picks on them because of their own shortage in self-esteem and feelings of being threatened by this high producer. Any organization letting a target go is shooting themselves in the foot by taking the abuser’s side.
3. Do not ignore complaints.
Respond to complaints about abuse immediately. If an employee complaints of sexual harassment, you would pull out the corporate policy handbook and follow the guidelines put in place to address it. Why wouldn’t you do the same when someone is abused? Same difference.
4. Focus on adjusting your corporate culture.
Even if you do address a complaint and the bullying seems to have ended, that is not enough to eradicate bullying from your workplace altogether. A strategic culture adjustment must be made, and can occur after obtaining buy-in from as many employees as possible. Get them involved in developing a vision of civility and the corporate policies that back it up. When employees feel included, they are more likely to take heed simply because they are personally invested.
5. Develop a healthy-workplace corporate policy.
Policies will not change the culture or prevent bullying, but they will serve as a handbook for behavior, provide guidance for handling complaints, and give permission to terminate a bully’s employment should that step need to be taken. Policies must be backed by management; otherwise they lose their influence as useful tools.
6. Be the change you want to see.
Maintain a positive attitude at all times. Treat others with respect and dignity. Avoid yelling and losing your temper. If you are frustrated, step away from others until you calm down. Encourage open discussions and employee empowerment. Develop rituals that applaud interpersonal communication skills, empathy, optimism, conflict resolution and positive attitudes as a part of the routine. Smile and laugh. You spend a lot of time at work so enjoy yourself; others will pick up on it.
Regarding the legalities of the situation, in 15 states, including California, schools are required to have an official policy to prohibit bullying among students, and many laws also encourage them to implement a bullying prevention program.
Bullying in the workplace, however, is 100% legal as long as the bully remains an equal-opportunity abuser. Harassment laws only cover protected classes. The authors of The Healthy Workplace Bill (http://www.healthyworkplacebill.org) hope to change that. Since 2003, the bill has been proposed in 17 states, including California, but without success.
Let’s not forget to mention that bullies are extremely expensive. According to the Bureau of National Affairs, American businesses spend up to $6 billion annually on increased absenteeism, presenteeism, turnover, workers compensation claims, health insurance costs and litigation related to bullying. Meanwhile bullies also decrease production, work quality, employee self-esteem, job satisfaction, loyalty, customer satisfaction, company reputation, communication and ultimately the bottom line.
In a civil and positive environment we learn more, innovate more, and produce more. We like our customers more, and we treat them and each other with more respect. We communicate more and come to work more. We are more engaged, loyal and motivated. And if there’s one thing Phoebe taught us, it is that bullying at work should not be ignored anymore.
Even her classmates were aware of the abuse, but chalked it up to teens-will-be-teens. They didn’t think it was at all out of hand. But Phoebe would be alive today if someone had only stepped in.
What we learned from this unfortunate set of events is that bullying should not be ignored by leaders or bystanders. Unfortunately that happens all too often in the workplace. Between 50% and 70% of the workforce is bullied at some point over the course of their career, and like Phoebe, leaders and peers never step in to help them.
Adults of bullying suffer just as much as children and teens – they develop feelings of anxiety, depression, decreased self-esteem, poor morale, humiliation, inadequacy, and helplessness, and even Posttraumatic Stress Disorder (PTSD) according to several research reports.
Take Shannon for example, a former employee of a non-profit organization in San Diego. After five years of abuse at work and a manager who ignored her pleas for help, she found herself calling in sick and coming in late in order to avoid abuse. By the end, she’d hung a piece of paper over her alarm clock with the words, “Get up!” printed on it; her only inspiration and an ever failing attempt at motivating herself to endure one more anguishing day at work.
Not unlike others in her shoes, because her performance had suffered so much she was asked to leave the company. While it may not seem like it, she is lucky. She was forced out before things got even worse. Check out Beverly Peterson’s website (http://nojobisworththis.com). This documentarian and former target of workplace bullying has several clips about families who have lost a loved one to suicide because of bullying – just like Phoebe Prince’s family.
So what did we learn from Phoebe Prince?
1. Step in when you witness and incident of bullying.
Bullying only happens because the people around let it. If an individual starts to pick on another individual, and nobody says anything to him or her about it, the perpetrator will learn the behavior is okay. If somebody speaks up, however, the bully will realize peers and managers do not approve and the behavior will stop.
2. Do not blame the victim.
No one will claim that Phoebe Prince deserved what she got or that she was at fault – not only would that be an appalling and vile stance to take but it simply isn’t true. Why this blame game happens at work is beyond me; but most organizations do in fact blame victims just like Shannon. They are asked to “let it go” or “get over it” and when they can’t, their employment is terminated.
By the way, targets are usually very high producers and the bully picks on them because of their own shortage in self-esteem and feelings of being threatened by this high producer. Any organization letting a target go is shooting themselves in the foot by taking the abuser’s side.
3. Do not ignore complaints.
Respond to complaints about abuse immediately. If an employee complaints of sexual harassment, you would pull out the corporate policy handbook and follow the guidelines put in place to address it. Why wouldn’t you do the same when someone is abused? Same difference.
4. Focus on adjusting your corporate culture.
Even if you do address a complaint and the bullying seems to have ended, that is not enough to eradicate bullying from your workplace altogether. A strategic culture adjustment must be made, and can occur after obtaining buy-in from as many employees as possible. Get them involved in developing a vision of civility and the corporate policies that back it up. When employees feel included, they are more likely to take heed simply because they are personally invested.
5. Develop a healthy-workplace corporate policy.
Policies will not change the culture or prevent bullying, but they will serve as a handbook for behavior, provide guidance for handling complaints, and give permission to terminate a bully’s employment should that step need to be taken. Policies must be backed by management; otherwise they lose their influence as useful tools.
6. Be the change you want to see.
Maintain a positive attitude at all times. Treat others with respect and dignity. Avoid yelling and losing your temper. If you are frustrated, step away from others until you calm down. Encourage open discussions and employee empowerment. Develop rituals that applaud interpersonal communication skills, empathy, optimism, conflict resolution and positive attitudes as a part of the routine. Smile and laugh. You spend a lot of time at work so enjoy yourself; others will pick up on it.
Regarding the legalities of the situation, in 15 states, including California, schools are required to have an official policy to prohibit bullying among students, and many laws also encourage them to implement a bullying prevention program.
Bullying in the workplace, however, is 100% legal as long as the bully remains an equal-opportunity abuser. Harassment laws only cover protected classes. The authors of The Healthy Workplace Bill (http://www.healthyworkplacebill.org) hope to change that. Since 2003, the bill has been proposed in 17 states, including California, but without success.
Let’s not forget to mention that bullies are extremely expensive. According to the Bureau of National Affairs, American businesses spend up to $6 billion annually on increased absenteeism, presenteeism, turnover, workers compensation claims, health insurance costs and litigation related to bullying. Meanwhile bullies also decrease production, work quality, employee self-esteem, job satisfaction, loyalty, customer satisfaction, company reputation, communication and ultimately the bottom line.
In a civil and positive environment we learn more, innovate more, and produce more. We like our customers more, and we treat them and each other with more respect. We communicate more and come to work more. We are more engaged, loyal and motivated. And if there’s one thing Phoebe taught us, it is that bullying at work should not be ignored anymore.
Thursday, July 9, 2009
Bullying is not new
The idea that bullies exist at work is not a new one; articles and workshops on “dealing with difficult people” and “mean bosses” are abundant. However, “bullying” only recently became of interest to social scientists in the areas of organizational psychology and business management within the last 15 years, and within organizational communication within the last five. Bullying is different from these other topics because it is about under-the-radar and power-seeking behavior and communication tactics that are sincerely and severely destructive to the targets and the organization.
While harassment and sexual harassment are certainly illegal and therefore against any company’s policy, if the harasser is an equal opportunist victims find they have no managerial or legal recourse. In fact research indicates most often the victim is seen as the problem and either punished or let go for speaking up. This is a shame - victims are often besieged because they are high producers, and therefore a threat to the bully and thus singled out as a target. In an attempt to close the legal gap, David Yamada, Professor at Suffolk University, wrote the Healthy Workplace Bill. Under review in 15 states, including California in 2003, the bill has yet to pass into law in any of them. Only the government of Ireland (since as early as 1997), and the province of Quebec, Canada (since 2003), have specific laws against the act of bullying at work.
In addition, research indicates workplace bullying is far more harmful to victims than harassment and sexual harassment. It might be safe to assume that because harassment and sexual harassment is against the law it generally would not be allowed to go on for prolonged periods of time. Yet bullying often lasts between six months and five years, with the average victim leaving an organization after two years.
While harassment and sexual harassment are certainly illegal and therefore against any company’s policy, if the harasser is an equal opportunist victims find they have no managerial or legal recourse. In fact research indicates most often the victim is seen as the problem and either punished or let go for speaking up. This is a shame - victims are often besieged because they are high producers, and therefore a threat to the bully and thus singled out as a target. In an attempt to close the legal gap, David Yamada, Professor at Suffolk University, wrote the Healthy Workplace Bill. Under review in 15 states, including California in 2003, the bill has yet to pass into law in any of them. Only the government of Ireland (since as early as 1997), and the province of Quebec, Canada (since 2003), have specific laws against the act of bullying at work.
In addition, research indicates workplace bullying is far more harmful to victims than harassment and sexual harassment. It might be safe to assume that because harassment and sexual harassment is against the law it generally would not be allowed to go on for prolonged periods of time. Yet bullying often lasts between six months and five years, with the average victim leaving an organization after two years.
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