"STEWARD'S TIP OF THE WEEK"
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STEWARDS: DO YOU HAVE A TIP TO SHARE?
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June 16, 2009
"Bullying"
Though abuse is often disguised as a joke, there is nothing funny about a hostile or humiliating work environment, especially if a manager is the source of the bullying.
If a coworker comes to you because s/he feels s/he is being targetted or verbally abused by a manager, supervisor, or another coworker, you should accompany them as they speak to the offender’s supervisor.
The state contract has new anti-bullying ("Mutual Respect") language, in addition to sexual harassment and anti-discrimination language. If the offender is a high-level manager, seek assistance from your chapter president or vice-president, or from your field rep. Otherwise, use your judgment to determine whether to deal with the issue informally or through the grievance procedure. In either case, if the worker’s concerns are not adequately addressed within a reasonable amount of time, you should ask your field rep request a Step 3 grievance hearing.
Some private sector contracts have “Dignity and Respect” language. If yours does, you can use your judgment regarding whether to deal with the issue informally or through the grievance procedure. If your contract does not have any language of this type, you are probably limited to an informal process. However, consider whether the bullying might be covered by the “Sexual Harassment” or anti-discrimination language in your contract. Also, if the bullying is so severe that you think it might constitute “punishment,” it is worth speaking to your field rep about whether there might be a violation of the “Just Cause” clause of your contract.
Suggested by a DCF member. |