Sample Anti-Bullying Policy?
Nevada HR
274 Posts
Does anyone have an Anti-Bullying policy they would care to share?
Our firewall is tough to get through, so if you'll post your email address I can send you an email, then you can click on "reply" and attach your policy. I know it's a pain but I appreciate your help!!!
Our firewall is tough to get through, so if you'll post your email address I can send you an email, then you can click on "reply" and attach your policy. I know it's a pain but I appreciate your help!!!
Comments
Has anyone thought of sitting the old geezers down and reading them the riot act? Either you cease your petty crap or you will lose your job. Sounds like a plan to me.
"Cease your petty crap or you will lose your job. HR will determine what is petty and what is crap."
Might work... probably won't.
Eeeeewwwwww, you tell them. I do not want them to dislike me.
Woman, what distant planet did you come from? Supervisors & Dept. Managers asking for a policy?
That said, I don't mind being indispensable. Call it job security.
My point is, sometimes its better to write out a specific policy for something like bullying if its an issue at your workplace than just waiting until you have to chew somebody out.
Maybe people ought to know better and behave better but don't hold your breath waiting for your employees to stop misbehaving.
Human nature hasnt changed in thousands of years and I dont expect it will anytime soon.
Plus, its a heck of a lot easier to chew someone out when you have a clear, specific policy in place and there is now way they can argue that they didnt know any better.
Ok, tell me where I am wrong.
If you had to have a written policy for the obvious, then your Policy Manual would be the size of the Manhattan yellow pages. In case you don't know how big that is, ask Ray.
Bullying another person is intimidation and if you feel you need a policy to tell the creep to cut that out, then do so. Along the way, someone needs to get some testicular fortitude.
But this is more sinister than bad manners. The person we're dealing with is wiley and covert. She's careful not to attack her co-workers when management is around and loves to keep her victims off-guard by suddenly screaming at them for no good reason, undermining their competency to the public by asking how to complete a transaction, then arguing with them about the answer and telling the customer that she would never have made them do that. She also demeans and belittles them with only each other as witnesses.
She has the chairman of the board in her hip-pocket and had the previous manager there as well. She assassinates everyone's character to those in power, and doesn't let the truth get in the way of a good assassination.
We're just making sure to dot our i's and cross our t's.
Wow, it sounds like you have a fairly serious problem on your hands. I hate to be negative but I dont know that a policy will be enough to deal with this person.
People like her are smart enough that they can retract the claws when the heat is on just long enough to stay out of any real trouble.
But good luck. Personally, I might outsource her to Ritaanz.
It sounds like the real issue might be the perception that she has a teflon coating, and you're hoping to get a policy that is so tailor-made to her disruptive behavior, that senior management won't have a choice. In my experience, you're better off going to her protectors and explaining the situation. It would help if you had written statements from her victims, but since she is a bully they may be afraid of retaliation.
If you try to create a policy that is specific to her behavior, it looks like you're out to get her. That won't go well with her peeps. By talking to senior management about her violation of current policies, you may be able to get them to accept partial ownership for allowing it to happen. You may also be able to get one of them to counsel her, if they truly do value her and want to avoid a showdown.
Of course, pigs may fly out of my butt this morning also.
The bottom line is this - from what you've described, she violates every respect and code of conduct policy I've ever seen. If, by some chance, you do have a toothless respect/conduct policy, fix that one before trying to create another.
Thanks Paul! Do you charge a finder's fee?
And ACU Frank, thanks for the LOL re: flying pigs, first thing on a Tuesday morning.
Seriously though, I sincerely appreciate everyone's input. I hadn't even considered discussing the problem w/ the board chairperson. Maybe that will help...?
Hmmm....
"Send me a copy of your bullying policy or I will kick your @#$%#!!!"
1) what are her employee retention stats?
2) what is the turnover or transfers out of her dept./area?
3) if you have specific examples and have talked to those who have experienced her "coaching" tactics first-hand would encourage you to bring in the chairman and have him listen to them
If you choose option 3, would make sure that your Chairman or Chairwoman is open-minded and sensitive to the fact that it's intimidating to come forward with this information especially if the person they're complaining about is their boss and may remain their boss.
Often folks in higher positions are used to working with others at their level or VP who are more comfortable with debate/disagreement and forget how hard it is for those without a title after their name to talk with someone at their level particularly if it's about a person the Chairman/woman is perceived to be pleased with their performance.