Quote:
Originally Posted by seasonalflow
After putting up with a bullying work culture, I decided to resign. The bullying was only directed at me occasionally, but it was systemic and others were suffering, so I sent an email of resignation on the grounds of bad work culture. Now the management are asking me back to discuss these issues and help them work through it. I don't know where this will lead, but I am happy with myself that I pushed the issue. No one should go to work and suffer psychological damage. Let's all fight against bullying wherever it resides.
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They want you to help make it better? Here's the OSHA Violence in the Workplace, that I originally placed into the Superintendent's office's hands. (pg 91, section 10-1.) We've recently had a hostile work environment.
https://www.osha.gov/OshDoc/Directiv..._04-00-001.pdf
Here's another PDF from the American Bar.
http://www.americanbar.org/content/d...thcheckdam.pdf
to clip from this, very last two paragraphs. To implement change, not just from legislation, but if employers have the best possible wording, then they are more apt to be able to make changes, within their work culture. Because, to not have i's dotted and t's crossed, they risk huge liabilities. Whereas, to not take care of the hostile environment, then they lose good quality staff. It's literally a conundrum.
[start quote
Employers that implement policies are likely to actively implement and enforce them, not simply based on economic self-interest, but because of liability risks associated with uneven enforcement. Such circumstances will help to create expectations in employees regarding the binding nature of the policies, and should eventually permit employees to enforce them to their benefit, where the failure to act by an employer leads to an employee’s constructive discharge.
There is no doubt that workplace bullying remains a serious problem for employees. There is, however, a growing recognition that workplace bullying is a problem for everybody, not simply employees, and employees stand a better of shot of obtaining relief from within their own organization as a consequence. Employees seeking legal redress are still at a disadvantage given the current state of the law, although a small, but growing body of case law suggests that at least in extreme cases, employees may be able to obtain some relief from the courts. Moreover, in the larger context, there appears to be significant momentum building to bring about concrete changes in how the legal system treats workplace bullying, and to pass workplace bulling legislation analogous to school anti-bullying and anti-hazing laws that have already been enacted in the majority of states. ...end quote]