I too was a victum of being bullied in my office. I did not want to collaborate with other co-workers to get rid of an acting manager and other agents made it difficult to work in my office.
When I tried to address a situation, I was then accused of threathen another employee. What recourse do I have in this situation?
Re: Workplace Bullying
Analyst IRS Tue Feb 24, 2009 9:49 AM
Always keep in mind that TIGTA is NOT IRS management. I too was a victim of a very abusive supervisor. Document, document, and document...every e-mail, every nasty voice mail...all was saved and turned over to TIGTA since upper management wouldn't lift a finger. I also saved everything that was sent to upper management. Well, both my manager and her manager are manager's no more. While the TIGTA investigation took some time, they found my complaint valid and that both manager violated numerous rules and regulations. Never give up and don't be afraid of TIGTA.
One Step beyond yours
Project Manage DoD Wed Feb 18, 2009 9:08 AM
Do unto other as you would have them do unto you
author
The Son of God
Re: One Step beyond yours
Fed Peasant DOD Wed Feb 18, 2009 10:45 AM
Project Manage DoD:
You are likely to become a speed bump & road kill.
It's Hard to Get Management to Act Against Bullies
Paralegal Specialist United States Postal Service Wed Feb 18, 2009 9:27 AM
I was bullied, by a lower-level employee who was assigned to support me in a task that she had originally been led to believe would be hers alone. She delayed performing her duties, then submitted sub-standard work that I had to either redo myself or give back to her to correct, entailing additional delays. When I asked the status of a task, she would argue and/or tell me to do it myself. If I did the work myself, she would bawl me out, as if she were the primary and I the secondary; it was total role reversal, but I did not have hire/fire authority over her. She was trying to sabotage the entire assignment. When I complained to my boss, she was unresponsive; she thought it was a simple personality conflict. My health was suffering, and I dreaded going to work. Finally, the big boss saw me crying one morning and made the mistake of asking me how I was doing. Only then were the duties separated, so that she and I did not have to work together. The bully left soon afterward.
EAP is terrific
Program and Mangement Assistant DON Wed Feb 18, 2009 9:40 AM
I have been bullied and harrassed on my job at two Navy Commands. My complaints at the first got me chewed out by upper civilian HR management and two visits from the next folks up at HR who basically supported my supervisor in that I not only had to grin and bear any and all abuse, but I had not rights (including civil rights) whatsoever. I was solely at fault.
I moved to another totally different Navy Command and pretty much had similar issues; until my boss told me I was crazy and to call EAP. The EAP counselor went through channels and my supervisor and his supervisor began treating me better for a while. My next call to EAP (because I didn't know who else to call) brought more change in management. I have joined the union and have made solid strides in learning to deal with bullies, creeps, and perverts. Not too many people hassle me now; but I know I won't ever get promoted here. But at least I feel better coming to work every day.
Bullying in the workplace by Steve Oppermann
I take it no longer Department of the Army Wed Feb 18, 2009 10:18 AM
I too was bullied at the work place. When, one day, I had had enough of being called names, told I was worthless and hounded about my every action. I reported and showed documented facts to the EEO. I was determined, no matter what, to stand up for myself. The matter was settled as the chain of command saw I meant busness no matter what the cost. I did and will not look for another job as Mr. Oppermann suggested. It is one of the worst mistakes a person can make....you should never quit. Instead, get a lawyer and show them you mean business. Write both your congressperson and senator. GO BACK AFTER THE BULLY!! Never stop. Even when you leave your present work. Keep on...go after them. If you are honest, a person of character and integrity and you are truly being bullied, you will win.
Re: Bullying in the workplace by Steve Oppermann
Worker Bee DOJ Thu Feb 19, 2009 10:16 AM
I did all the things Oppermann suggested first. The abuse only got worse. Finally, I did what you did: hired an attorney and filed suit. It took seven years and thousands of dollars, and I endured much more abuse during the process, but in the end, I prevailed. I would do it all again in a heartbeat. To anyone who is considering this path, I would warn that management will circle the wagons and do all in their power to discredit anyone who takes this action. And politics being what it is, most likely those same people will remain in management positions. Still, there is something immensely gratifying to standing up against a bully.
Re: Bullying in the workplace by Steve Oppermann
Frustrated Fed United States Marshals Service Thu Feb 19, 2009 11:28 AM
Sorry that I cannot agree with you. I was bullied for 2 yrs in retaliation for addressing a fraudulent leave situation involving my supervisor and his boss. They determined I had to be removed. They wrote me up for unbelievable things that did not even involve me. One such instance, I was on annual leave but was accused of allowing a prisoner to be released. I was told nothing could be done until I was terminated. I received a poor performance rating and they hammered away at me until I could take no more. Went on medical leave at the advice of my doctor. After several months off, I was terminated due to "unavailability". I contacted my congressman and he made several inquiries, but to no avail. I was told by several attorneys that this would cost me $30,000-$40,000 to take to MSPB. Having not worked for several months, I did not have the money. The govt. doesn't provide any assistance for employees, just mgmt. By the way, I had 29 yrs fed service, 2 yrs from retirement.
Re: Bullying in the workplace by Steve Oppermann
N/A DOJ Thu Mar 19, 2009 2:35 PM
Government hiring practices (being forced to promote "unqualified" individuals) has totally screwed things up. These individuals (knowing that they are unqualified) have an "inferiority" complex...a "chip on their shoulder" and have to bully you (which knowingly they can get away with) in order to try and make everyone around them look bad. I had a supervisor that had a meeting when he/she took over and the first words out of his/her mouth was, "so, you are all wondering, how can I be the supervisor of this department"...we didn't hear, "hey, I am happy to be part of the department, looking forward to working with all of you, blah, blah, blah. We all looked at each other and had a puzzled look on our face like, "what the h*ll is this all about?". As you probably already know, he/she has proceeded to bully everyone because of his/her inferiority complex.
There is an easy way to stop "workplace bullying" and that is to just hire "QUALIFIED" people for each position.
WAKE UP!
Bullying
Progam Anlayst HHS Wed Feb 18, 2009 10:35 AM
Most of these supervisor bullies are really cowards. They bring their home problems to work and take their frustrations out on their employees. They use the fear of your losing your job to continue with this behavior. Senior management ignores the complaints because they don’t want to deal with it and going to EEO and HR usually does NOTHING about the situation. Most people just deal with it and try to find a new job. A few years ago a friend of mines waited by his supervisor’s car after work and had a respectful face to face conversation. Surprisingly, he did not have anymore problems with that coward. Not saying this is the way to go, but always remember that most bullies “are” usually cowards and use their authority to hide it. It’s a shame that the Federal Government does not take this seriously like they should, but the people who can really make a difference is senior management too.
Many employees are afraid to confront a manager who demonstrates bully tactics: name calling, verbal and physical assault (and sexual and other forms of harassment) are clearly violations of workplace violence and law and any effective HR staff will engage senior mgmt to discipline the manager. Same goes for similar behavior by a coworker. If you have put senior mgmt on notice of the details (in writing by email w/cc to chain of command) and if mgmt fails to take appropriate action (it's a process--an investigation and either discipline or no discipline based on fact), call the Inspector General of the agency, MSPB and EEOC for guidance and jurisdiction of your issue. The union grievance procedure is helpful but mgmt will do an investigation to get the facts anyway, so I am not recommending filing a grievance under the NGP. You may elect the union rep to represent you in EEOC proceedings.
Sexually harrassment/harrassment/bullying
Group secretary IRS-Insolvency Unit Wed Feb 18, 2009 12:30 PM
suggesting that the person being bullied/harassed to find another job is totally unacceptable that could very well be the end that the harasser is looking for. This type of behavior is unacceptable in any work place if this behavior were to be in the private sector the harasseroffender would be immediately fired. This is why we all as Federal employee's sign ethics/UNAX conduct forms every year if they are in violation of that pact termination is in order.
Respectfully
Re: Sexually harrassment/harrassment/bullying
Frustrated Fed United States Marshals Service Thu Feb 19, 2009 11:38 AM
I wish it were that simple. United States Marshals Service is by far the worst agency I have encountered with this "I can do whatever I want" attitude. Bullying is second nature to these managers who were mostly just deputies with political clout. They know nothing about management. They do underhanded and fraudulent things and then threaten anyone who speaks up about it. I know. I went through 2 yrs of hell because I spoke up and have now been terminated. I understand the legal costs are exhorbitant and I cannot afford to fight this. They should not have been able to take my job after 29 years of federal service but they knew I only had 2 yrs left and they wanted revenge. There is no justice in working for the Dept of Justice or U.S. Marshals Service. I have found there is corruption at the top.
SUPERVISOR BULLY
Pion BOP Wed Feb 18, 2009 12:46 PM
So I went to the bully supervisor, and that's how I got into this mess to begin with.
I went to their supervisor, I went so far up the chain of command that the only other people I have left to write is the agency director and the president.
They tried writing me up for a disciplinary, they went to HR and were coched by them, and it turned into a performance issue. I don't know what agency you guys work for, but in this one everyone is "in bed" with each other.
I am not the first person to be bullied here, I am just the first person to speak out, and PUT IT IN WRITTING!
Since I worked here I've seen 1 person resign from the agency after over 15 years of service, and 4 people transfer out. I learned one thing, even if you are right and have proof or witnesses, be careful to bring up any allegations. Especially not in this agency! The administration along with the attorneys of this agency will gang up on you, and try to discredit you every time. you are 1 person they r many!
Re: SUPERVISOR BULLY
Assistant Director Rather not say Wed Feb 18, 2009 4:33 PM
I couldn't agree with you more. I am in a similar situation but a much smaller company (which seems to be worse). There is only one person (the problem) between me and the owner of the company and I have repeatedly ask him to deal with the behavior and nothing ever comes from it. We are to have a meeting tomorrow (which will be bad, been there done that). Sometimes looking for a better job is the only remaining option. As much as this can suck, when one door closes another opens and I have to look at it this way. I have found a new job that pays more and seems to be a different structure. What bothers me I am having trouble turning in my notice. WHY?
Re: SUPERVISOR BULLY
Frustrated Fed United States Marshals Service Thu Feb 19, 2009 11:48 AM
Your situation sounds much like mine at the US Marshals Service. Once you address any type of fraudulent activity with Mgmt. your days are numbered. After 29 years of fed service, I had this happen to me. I had outstanding performance ratings and 2 awards in the year they started in on me. First suspended me for coming in late due to traffic accident. Next I was given a poor performance rating. Each day brought a write up. These threats of termination finally affected me physically and mentally. I went on medical leave and was terminated while I was out. When I tried to return to work, I was told they would start another disciplinary action if they had to. These men did not even act human. They had all the power and used it while answering to no one. I contacted dozens of attorneys who told me it is hard to fight DOJ because they have a full time staff in Legal Counsel. I would need a lot of money. I was forced to back off and let them get by with this.
Bullying
Retired Fed employee South west regional matiance center Wed Feb 18, 2009 2:13 PM
How would it have help to talk to someone to help cope with slaps in the back of the head and hit in the stomach as hard as you can????? These things did not happen to me, however I witness this and many other things.
Masters of Bullying
Chapter President NTEU OK IRS Wed Feb 18, 2009 5:04 PM
IRS managers are rewarded for bullying. We have filed grievance after grievance locally, but the bullies eventually prevail and become more emboldened.
And EAP? Oh, puh-leez! If you can get an appointment, the best you can expect is "there, there, now remember how hard it is to find a job...blah, blah..."
Until senior executives realize what they are allowing to happen and do something to correct the bad behavior, our agency will continue to have a revolving door with new hires who don't have enough time vested to make it worth staying.
Those of us who are KMA or close to it are just hanging on until we get the chance to escape.
Bullying, Harassment, Victimisation, HR Failure
Sam Individual Thu Feb 19, 2009 1:09 AM
Unfortunately it is all a political game, and who has more power and support the victim or the bully. Then you add HR incompetance and failure to act along with management cover ups and 'make this go away' attitude, to create a disaster situation.
The victim never has a chance. What must happen is PROFILE of the Bully andf PROFILE of the Victim, to clearly lable the type of person who offends, and demonstrate that THIS TYPE OF PSYCHOPATH in the workplace is not wanted and must be take out, companies must understand it is their BEST WORKERS and MOST ADMIRED COMPETANT workers who are bullied, as they 100% show up the bully and the harasser. Throw in the fact that they are so admired and follow the company policies to the T that they are even more a target, often isolated making them easy prey. People find them a threat.
Companies must acknowledge and promote the best workers and performance manage and get rid of the bullies, as psychopaths are NOT fixable.
record coversations
Industrial Hygienist USAF Thu Feb 19, 2009 10:01 AM
What do you think of secretly tape recording conversations with the bullying supervisor?
Re: record coversations
Frustrated Fed United States Marshals Service Thu Feb 19, 2009 11:56 AM
I did tape record the threats made to me but no one, except my physician, wanted to hear them. Marshals Service headquarters was not interested. I secretly think they admire the bullying. I was told by attorneys that the court system doesn't give much credence to this type of thing. They just want to hear both sides and work out some compromise settlement. No one wants to deal with the bully or threatening bosses. I'm really surprised there is not more violence in the work place. I have found the biggest violators of ethics code to be in the top offices at U.S. Marshals Service, both at the district level and headquarters. Who is policing the police??
Workkplace Bullying
Business Development Specialist SBA Thu Feb 19, 2009 11:51 AM
I had a supervisor who screamed, demeaned and belittled me for a very small insignificant error (inhouse and of no consequence). I couldn't even defend myself. She is a true bully. She does this to others. When I spoke of it to upper management, nothing was done. So I believe it goes on all time and people just let it go because noone in the Federal Government wants to make "waves".
Workplace Bullying
Patient Business Assistant VA Thu Feb 19, 2009 11:52 AM
The whole system is broke. In my case dam... if you do, dam... if you don't. Bullying is rewarded in the VA system
& in some VA's like my own, mangt, HR, & the Union prez are in bed together. He helps mangt by doing nothing on cases that are winnable, & takes power from me (VP) by undermining me whenever the I try to negotiate on behalf of the employees he intervenes. Worse the cases filed w/ the FLRA, MSPB, have been blocked by the Pres. The VISN director was even told about HR & mangmt. He would say "Well we spoke w/ your Pres. & he has no problem w/it" Employees are bullied into silence here. One time HR mangr was even on the phone when I called, & though both admitted there was a problem w/ the process, and the process of complaint had been set aside, literally both laughed at me when I asked what was going to be done about a childcare debt they owed (the situation was costing me $k's), and said the VISN direct. only said "We'll look into it." however nothing was done.
Re: Workplace Bullying
Registered Nurse W.G. Bill Hefner VA Medical Center Fri Feb 20, 2009 5:21 PM
This post describes the politics of our VA and how employees with legitimate claims are treated. Although the process is expensive and draining, bullied employees must stand up for their rights!! There are so many employees who have told me how afraid they are of VA management, and have encouraged me to continue asserting my rights in order to help everyone employeed at this VA. I would rather lose my job than my self respect!!
bullish behavior
Unknown VA Thu Feb 19, 2009 6:50 PM
I applied for a job in May 2008 (USA website) for a Supervisory Position with VA and it had relocation costs authorized. Sept 2008, I received an email to contact the agency for a job that I had applied for. I contacted the HRO and I was told I was selected for the job I applied for. I show up in Oct and see that the job title is not what I had applied for and it is of a different series and not a supervisory position. I repeatedly also asked about the job title issue and the relocation issue. (I had left a job that paid $9000 because the job would be a supervisory position and I would receive relocation expenses. I went to Union which they approached management and HRO regarding my concerns in December. Due to the raising of my concerns, I have been stripped off my responsibilities and told to "stay in my lane" and that I am no different (even though I am GS-12-7) than any other lower GS grade levels. I work in a 3x4 work space.
reality
shelf stocker DoD Thu Feb 19, 2009 10:04 PM
The reality is, you'll never win against management. So, I think the best option is to just keep quiet and suck it up. The other option is to not have a job, which is worse than the 1st option. I wouldn't want to be going to job fairs, and spending money to look nice and pretty and giving out resume's - that is just a waste of time. So, I'm practical - I'll keep quiet and suck it up. That's the way the world works, unfortunately.
Re: reality
usda worker Mon Mar 2, 2009 4:09 PM
the world will continue working that way unless you stand up for yourselves
Bullying
Alternative Dispute Resolution Specialist EPA Fri Feb 20, 2009 1:30 PM
Thanks for your articles. It would be worthwhile to provide some examples of what would be viewed as real bullying vs. the examples provided as not bullying. Perhaps a third article. Also, most agencies have a conflict management or conflict resolution program they may find useful. In most agencies the folks running the conflict resolution programs may be able to provide some conflict coaching and empower the bullied or an observer to help themselves. I have been able to help several people through some very difficult situations - I always start with the advice to start looking for another job before the situation impacts their ability to do so. I have also warned supervisors regarding the relationship between bullying and violence and their responsibility to prevent and resolve these issues. Even if the supervisor is the bully it gets their attention.
Fighting will hurt your life and health
peon USDA Sun Feb 22, 2009 9:27 AM
I watched 2 other employees trying to fight the supervisors. Both suffered from stress systems. One lost the fight, the other won but supervisors lied and said he lost. I watched...and learned. I put up with it as long as I could, before my health was damaged too much, then left. Best move I could have made. My stress level is way down.
Examples of bullying
programmer FDA Sun Feb 22, 2009 9:46 PM
I agree with the other commenter that examples of what constitutes bullying is needed.. Also some indication of how management can be held accountable (if its not related to one of the protected factors.. they really dont care)
I would say pressure to eat lunch with a group, attend events outside of work time with co workers (pampered chef, baby showers, etc) .. pressure to drive other employees places, pressure to attend the bosses christmas party or pressure to attend events like black history or asian history month or christian programs Bullying can be subtle ...how can these types of pressures be controlled?
SES Bully
Formerly with USDA Moved On Tue Feb 24, 2009 9:29 AM
Tried everything in this article and did what one must do when all else fails--moved on after 20+ years of consistently SUPERIOR performance. Years ago, management saw they had a problem and found another place where I could work with less interference. But bully was promoted to SES over administration-management functions of component including EEO, Workplace Violence Prevention, Employee Relations, and Employee Assistance Program. He continued to interfere with my work. Shortly after I respectfully offered an alternative viewpoint at a meeting, I received a notice of Directed Reassignment to another duty station--retaliatory weapon of choice in this component. Seems every Secretary since Mike Espy has promised to do something about EEO in USDA. Lets see if Vilsac can improve upon the 19th century Plantation Mangement model that is still in evidence at USDA today.
WORKPLACE BULLYING PART II
Attorney NLRB Wed Feb 25, 2009 11:52 AM
excellent article with good suggestions.
i am only sorry that i missed part i. could you
repeat part i?
Re: WORKPLACE BULLYING PART II
editor fedsmith.com Wed Feb 25, 2009 12:20 PM
There is a link to part I in this most recent article in Steve's first paragraph. You can also quickly find it with the search engine at the top of most pages on the site. Just type in "bullying."
wow
mgt gov Thu Feb 26, 2009 10:11 AM
wow sounds like this issue needs a fix???
Workplace bullying
Patient Business Assistant VA Thu Feb 26, 2009 11:51 AM
What if the bullying is all the way to the top level. At my VA the bullying is initiated by mangmt. at the top level. It's so bad practically everyone here prays constantly that our director, assoc director, chief manager and hr manager will retire or die. Yes those are the only choices the employees here feel will work. Even good supvsrs here complain that where they would rather just have a talk with an employee, upper managmt makes them go for the jugular in every case no matter what the offense is. It like living in a small town of about 500, in the middle of nowhere where the sheriff punishes everyone's offences, from jay walking to robbery with a sentence of death or the chain gang.
Our employee turnover is incredible. HR is so bad those of us who have been here 12 years or more, take bets on how long the new people stay. The longest record is 3 years the shortest 3 months.
Re: Workplace bullying
Registered Nurse W.G. Bill Hefner VA Medical Center Thu Feb 26, 2009 5:19 PM
Our VA is #3 in the nation for EEO complaints. It is hard to believe another VA could be this poor. Well, I guess you must work at #1 or #2. You are correct when you report the corruption starts at the top of management and filters down the chain. Although the director is technically responsible for the hostile work environment, the attorneys advise management on many of the bullying tactics used to intimidate and harass employees.
WORKPLACE BULLYING:
Database Administrator FindLaw Fri Feb 27, 2009 3:52 PM
This is a bigger problem than HR thinks. I had a creepy supervisor who eventually fired me. That would have been the end of it, but he continued to trash me to potential employers.
I went to a local attorney (Don Sessions) and he referred me to a company (Documented Reference Check/badreferences.com). DRC uses court reporters to document what your past employer tells potential employers. They busted him.
Once HR had the evidence, they were very professional. They fired him and compensated me for missed wages.
The attorney had other helpful organizations, but employees need someone to kick butt and provide concrete evidence.
for next weeks chat, please include some tips for employees who are being bullied by their supervisors.
As a union steward, I've worked with many employees who are ill or have disabilities. Their supervisor sees them as the easiest target, and makes their life miserable. The employee's stress increases, their illness gets worse, they're more vulnerable, and easier prey.
The bullier and target seem to create an intimate relationship that is very hard to break apart, once it is created.
Workplace Bullying
Program Technician FSA Fri Mar 6, 2009 7:01 AM
I can't believe you say "if all else fails, look for another job"! For some people, a government job is the best job they'll ever have. What kind of protection is that! The system NEEDS to weed out bad supervisors who can't treat people with respect and kindness. To simply give up and go elsewhere is not acceptable, in my mind. When I sought guidance for filing a grievance for the harrassing behavior I was receiving from my supervisor, I was told, "Don't do it. You'll only be cutting your own throut. It's the good ole boy network!" Well, I ended up leaving and lost 12 years of federal service because of it. I could have sued it was so bad, but I was advised "Don't do anything." I had 15 years of service then. Now I see a coworker getting bullied and I feel helpless. I have to believe that the system has improved when it comes to protecting bullied employees. So...giving up and looking for another job should NEVER have to be an option! I hope she finds the strength & SUPPORT to fight!
Supervisory bullying
TSI TSA Fri Mar 6, 2009 9:24 AM
What option does a whole department have when the DIRECTOR is the bully and the HR rep is a pipeline to him?
What can be done if numerous PREVIOUS complaints have been "investigated" at the regional level, using the counter-productive method of first advising the subject (their personal friend) they were coming?
What action is to be taken when the SENIOR STAFF is witness, but opts to "leave the area" during bully out-breaks, then later deny they were even present?
What recourse is there in TSA who, by act of Congress, has outlawed union organization and participation?
[5 USC 7112 (b) (6)]
The suggestion that ANYONE should report to HR on such issues is absolutley LUDICROUS. They are the pipeline to career disaster for an employee victimized by the director.
Your article is verbose and cute, but in the real world cover-up and "circle the wagons" in defense of executive staff is as common in TSA as it is in the Catholic church.
Passive bullying
Aerospace Engineer DoD Sat Mar 7, 2009 11:40 AM
I had a chief engineer that would that would do passive-aggressive things to me. She told management in a meeting that I wasn't doing my job on a project despite meeting all milestones on-time and on-budget. Problems caused by poor Program Office decisions were portrayed as my fault to management. She would buy every engineer except me nice supplies (USB thumbdrives, leather-bound notebooks, calculators, etc.), telling me I didn't earn it. My crime: not putting her ego first in my job. I didn't constantly lie to management to cover her idiotic rookie-type mistakes.
The final straw was receiving a dismal appraisal despite receiving an award from an O-6 Wing Commander and three letters-of-appreciation in that appraisal period.
I dealt with it by getting another job. My last appraisal was a 4 (1 of 3 in the engineering section) and I'm doing collateral duties that are actually lead-engineer responsibilities. That's good for the NSPS bullets. It's nothing like my last job.
Energy Wasted
IT Specialist Department of Justice US Trustee Program Mon Mar 9, 2009 9:22 AM
No matter what is broadcast via internet (fed smith) and no matter who is contacted regarding incidents in the work place, tons of good energy is wasted. Nothing is ever done about incidents reported. The bully list covers everyday activities in our office. Negative activities have been going on for at least a decade or more. Several of us have reported incidents and concerns to management but these reports continue to be swept under the rug. It's a waste of enegy. But, I appreciate you guys attempting to make others aware.
Gloria Hodge
The Right to Request External Mediation
Conflict Specialist/Mediator/Paralegal Federal Executive Board - Shared Neutrals Wed Apr 8, 2009 10:25 AM
I believe all employees/employers should have the right to request the use of an external professional mediator at any time. There are many mediators/conflict specialists in the private sector who are ready and willing to assist the situations and circumstances described in the article and comments.
If you are a government employee and your request for an external mediator is denied, ask if your agency that is a participant in the federal Shared Neutrals program. Shared Neutrals maintains a roster of trained, experienced mediators who can be brought in to assist.
The help of an impartial, external conflict specialist can be invaluable. We all deserve a healthy workplace.
Take care.
The Right to Request External Mediation
Conflict Specialist/Mediator/Paralegal Federal Executive Board - Shared Neutrals Wed Apr 8, 2009 10:26 AM
I believe all employees/employers should have the right to request the use of an external professional mediator at any time. There are many mediators/conflict specialists in the private sector who are ready and willing to assist the situations and circumstances described in the article and comments.
If you are a government employee and your request for an external mediator is denied, ask if your agency that is a participant in the federal Shared Neutrals program. Shared Neutrals maintains a roster of trained, experienced mediators who can be brought in to assist.
The help of an impartial, external conflict specialist can be invaluable. We all deserve a healthy workplace.
Take care.
bullying
Who knows VA Sat Apr 18, 2009 12:29 AM
As an IH and safety and occ health specialist, I have always taken photos of areas and locations where I find deficiencies or potential safety violations which I keep to either make a report or as a record along with my written records of what I saw or what I inspected and to refer back when or if they fix a deficiency. As a result of my filing an EEO issue, and OSC complaint, and a grievance for retaliation for inquiring about deceptive hiring practices, I have been called in by VA police who state that they were charging me with taking unauthorized photographs as per 38 CFR 1.218 and they literally bullied me by questioning me and how I do my job as an IH and safety and occupational health specialist and why was I taking the pictures. Mind you that I had been taking pictures (for official work) since I have been here and I was never told anything by supervsory not to take pictures. Because I have reported several issues of retaliation due to my EEO, I am being bullied.
Workplace Bullying
Who knows VA Sat Apr 18, 2009 12:36 AM
EAP does not work because if the EAP office is in the same building where you work, nothing is confidential. I have found out that my EEO and OSC filing was put in a file on a sharedrive. I applied through USA jobs for a supervisory position; however, that is not what I was given. As such, I am being alienated, bullied, and stripped off duties yet, the organizational chart states that I am the Safety Manager.
I have been verbally threatened and I reported it to the Director of my service, but it has not been addressed. I reported it to my city police, but not VA police because I do not trust them.
Is there anybody out there high up in the VA that will stop and care because there has to be somebody still left that has morals.
I have worked in my clinic at the VA for almost five years and the first four years were great. Then the staff was replaced wih Pharmacists instead of Nurses and all was ok for a little while. Two new Pharmacists arrived and have consistently made my life hell. Even though they are not my supervisors they clock my break times, they add duties, are rude and dismissive. My job was documented as needing 1.5 people to do it and the workload is ever increasing. These two pharmacists seem to be deliberatly looking for every error ther. I am
the only clerical person therre and the only one in her 50's. The rest are in their 20's. They are all friends socially including the clinic manager who only encourages them. I have lost weight and have had to see a doctor for depression because of them. I am in a union but I'm not sure how confident I am in their ability to help. What can I do?
Workplace Bullying
IRS
Wed Feb 18, 2009 9:02 AM
I too was a victum of being bullied in my office. I did not want to collaborate with other co-workers to get rid of an acting manager and other agents made it difficult to work in my office.
When I tried to address a situation, I was then accused of threathen another employee. What recourse do I have in this situation?
Re: Workplace Bullying
IRS
Tue Feb 24, 2009 9:49 AM
One Step beyond yours
DoD
Wed Feb 18, 2009 9:08 AM
Do unto other as you would have them do unto you
author
The Son of God
Re: One Step beyond yours
DOD
Wed Feb 18, 2009 10:45 AM
You are likely to become a speed bump & road kill.
It's Hard to Get Management to Act Against Bullies
United States Postal Service
Wed Feb 18, 2009 9:27 AM
I was bullied, by a lower-level employee who was assigned to support me in a task that she had originally been led to believe would be hers alone. She delayed performing her duties, then submitted sub-standard work that I had to either redo myself or give back to her to correct, entailing additional delays. When I asked the status of a task, she would argue and/or tell me to do it myself. If I did the work myself, she would bawl me out, as if she were the primary and I the secondary; it was total role reversal, but I did not have hire/fire authority over her. She was trying to sabotage the entire assignment. When I complained to my boss, she was unresponsive; she thought it was a simple personality conflict. My health was suffering, and I dreaded going to work. Finally, the big boss saw me crying one morning and made the mistake of asking me how I was doing. Only then were the duties separated, so that she and I did not have to work together. The bully left soon afterward.
EAP is terrific
DON
Wed Feb 18, 2009 9:40 AM
I have been bullied and harrassed on my job at two Navy Commands. My complaints at the first got me chewed out by upper civilian HR management and two visits from the next folks up at HR who basically supported my supervisor in that I not only had to grin and bear any and all abuse, but I had not rights (including civil rights) whatsoever. I was solely at fault.
I moved to another totally different Navy Command and pretty much had similar issues; until my boss told me I was crazy and to call EAP. The EAP counselor went through channels and my supervisor and his supervisor began treating me better for a while. My next call to EAP (because I didn't know who else to call) brought more change in management. I have joined the union and have made solid strides in learning to deal with bullies, creeps, and perverts. Not too many people hassle me now; but I know I won't ever get promoted here. But at least I feel better coming to work every day.
Bullying in the workplace by Steve Oppermann
Department of the Army
Wed Feb 18, 2009 10:18 AM
I too was bullied at the work place. When, one day, I had had enough of being called names, told I was worthless and hounded about my every action. I reported and showed documented facts to the EEO. I was determined, no matter what, to stand up for myself. The matter was settled as the chain of command saw I meant busness no matter what the cost. I did and will not look for another job as Mr. Oppermann suggested. It is one of the worst mistakes a person can make....you should never quit. Instead, get a lawyer and show them you mean business. Write both your congressperson and senator. GO BACK AFTER THE BULLY!! Never stop. Even when you leave your present work. Keep on...go after them. If you are honest, a person of character and integrity and you are truly being bullied, you will win.
Re: Bullying in the workplace by Steve Oppermann
DOJ
Thu Feb 19, 2009 10:16 AM
Re: Bullying in the workplace by Steve Oppermann
United States Marshals Service
Thu Feb 19, 2009 11:28 AM
Re: Bullying in the workplace by Steve Oppermann
DOJ
Thu Mar 19, 2009 2:35 PM
There is an easy way to stop "workplace bullying" and that is to just hire "QUALIFIED" people for each position.
WAKE UP!
Bullying
HHS
Wed Feb 18, 2009 10:35 AM
Most of these supervisor bullies are really cowards. They bring their home problems to work and take their frustrations out on their employees. They use the fear of your losing your job to continue with this behavior. Senior management ignores the complaints because they don’t want to deal with it and going to EEO and HR usually does NOTHING about the situation. Most people just deal with it and try to find a new job. A few years ago a friend of mines waited by his supervisor’s car after work and had a respectful face to face conversation. Surprisingly, he did not have anymore problems with that coward. Not saying this is the way to go, but always remember that most bullies “are” usually cowards and use their authority to hide it. It’s a shame that the Federal Government does not take this seriously like they should, but the people who can really make a difference is senior management too.
Bullying and confronting the bully manager
Retired DoD/USCUstoms/FAA/USAF
Wed Feb 18, 2009 12:02 PM
Many employees are afraid to confront a manager who demonstrates bully tactics: name calling, verbal and physical assault (and sexual and other forms of harassment) are clearly violations of workplace violence and law and any effective HR staff will engage senior mgmt to discipline the manager. Same goes for similar behavior by a coworker. If you have put senior mgmt on notice of the details (in writing by email w/cc to chain of command) and if mgmt fails to take appropriate action (it's a process--an investigation and either discipline or no discipline based on fact), call the Inspector General of the agency, MSPB and EEOC for guidance and jurisdiction of your issue. The union grievance procedure is helpful but mgmt will do an investigation to get the facts anyway, so I am not recommending filing a grievance under the NGP. You may elect the union rep to represent you in EEOC proceedings.
Sexually harrassment/harrassment/bullying
IRS-Insolvency Unit
Wed Feb 18, 2009 12:30 PM
suggesting that the person being bullied/harassed to find another job is totally unacceptable that could very well be the end that the harasser is looking for. This type of behavior is unacceptable in any work place if this behavior were to be in the private sector the harasseroffender would be immediately fired. This is why we all as Federal employee's sign ethics/UNAX conduct forms every year if they are in violation of that pact termination is in order.
Respectfully
Re: Sexually harrassment/harrassment/bullying
United States Marshals Service
Thu Feb 19, 2009 11:38 AM
SUPERVISOR BULLY
BOP
Wed Feb 18, 2009 12:46 PM
So I went to the bully supervisor, and that's how I got into this mess to begin with.
I went to their supervisor, I went so far up the chain of command that the only other people I have left to write is the agency director and the president.
They tried writing me up for a disciplinary, they went to HR and were coched by them, and it turned into a performance issue. I don't know what agency you guys work for, but in this one everyone is "in bed" with each other.
I am not the first person to be bullied here, I am just the first person to speak out, and PUT IT IN WRITTING!
Since I worked here I've seen 1 person resign from the agency after over 15 years of service, and 4 people transfer out. I learned one thing, even if you are right and have proof or witnesses, be careful to bring up any allegations. Especially not in this agency! The administration along with the attorneys of this agency will gang up on you, and try to discredit you every time. you are 1 person they r many!
Re: SUPERVISOR BULLY
Rather not say
Wed Feb 18, 2009 4:33 PM
Re: SUPERVISOR BULLY
United States Marshals Service
Thu Feb 19, 2009 11:48 AM
Bullying
South west regional matiance center
Wed Feb 18, 2009 2:13 PM
How would it have help to talk to someone to help cope with slaps in the back of the head and hit in the stomach as hard as you can????? These things did not happen to me, however I witness this and many other things.
Masters of Bullying
IRS
Wed Feb 18, 2009 5:04 PM
IRS managers are rewarded for bullying. We have filed grievance after grievance locally, but the bullies eventually prevail and become more emboldened.
And EAP? Oh, puh-leez! If you can get an appointment, the best you can expect is "there, there, now remember how hard it is to find a job...blah, blah..."
Until senior executives realize what they are allowing to happen and do something to correct the bad behavior, our agency will continue to have a revolving door with new hires who don't have enough time vested to make it worth staying.
Those of us who are KMA or close to it are just hanging on until we get the chance to escape.
Bullying, Harassment, Victimisation, HR Failure
Individual
Thu Feb 19, 2009 1:09 AM
Unfortunately it is all a political game, and who has more power and support the victim or the bully. Then you add HR incompetance and failure to act along with management cover ups and 'make this go away' attitude, to create a disaster situation.
The victim never has a chance. What must happen is PROFILE of the Bully andf PROFILE of the Victim, to clearly lable the type of person who offends, and demonstrate that THIS TYPE OF PSYCHOPATH in the workplace is not wanted and must be take out, companies must understand it is their BEST WORKERS and MOST ADMIRED COMPETANT workers who are bullied, as they 100% show up the bully and the harasser. Throw in the fact that they are so admired and follow the company policies to the T that they are even more a target, often isolated making them easy prey. People find them a threat.
Companies must acknowledge and promote the best workers and performance manage and get rid of the bullies, as psychopaths are NOT fixable.
record coversations
USAF
Thu Feb 19, 2009 10:01 AM
What do you think of secretly tape recording conversations with the bullying supervisor?
Re: record coversations
United States Marshals Service
Thu Feb 19, 2009 11:56 AM
Workkplace Bullying
SBA
Thu Feb 19, 2009 11:51 AM
I had a supervisor who screamed, demeaned and belittled me for a very small insignificant error (inhouse and of no consequence). I couldn't even defend myself. She is a true bully. She does this to others. When I spoke of it to upper management, nothing was done. So I believe it goes on all time and people just let it go because noone in the Federal Government wants to make "waves".
Workplace Bullying
VA
Thu Feb 19, 2009 11:52 AM
The whole system is broke. In my case dam... if you do, dam... if you don't. Bullying is rewarded in the VA system
& in some VA's like my own, mangt, HR, & the Union prez are in bed together. He helps mangt by doing nothing on cases that are winnable, & takes power from me (VP) by undermining me whenever the I try to negotiate on behalf of the employees he intervenes. Worse the cases filed w/ the FLRA, MSPB, have been blocked by the Pres. The VISN director was even told about HR & mangmt. He would say "Well we spoke w/ your Pres. & he has no problem w/it" Employees are bullied into silence here. One time HR mangr was even on the phone when I called, & though both admitted there was a problem w/ the process, and the process of complaint had been set aside, literally both laughed at me when I asked what was going to be done about a childcare debt they owed (the situation was costing me $k's), and said the VISN direct. only said "We'll look into it." however nothing was done.
Re: Workplace Bullying
W.G. Bill Hefner VA Medical Center
Fri Feb 20, 2009 5:21 PM
bullish behavior
VA
Thu Feb 19, 2009 6:50 PM
I applied for a job in May 2008 (USA website) for a Supervisory Position with VA and it had relocation costs authorized. Sept 2008, I received an email to contact the agency for a job that I had applied for. I contacted the HRO and I was told I was selected for the job I applied for. I show up in Oct and see that the job title is not what I had applied for and it is of a different series and not a supervisory position. I repeatedly also asked about the job title issue and the relocation issue. (I had left a job that paid $9000 because the job would be a supervisory position and I would receive relocation expenses. I went to Union which they approached management and HRO regarding my concerns in December. Due to the raising of my concerns, I have been stripped off my responsibilities and told to "stay in my lane" and that I am no different (even though I am GS-12-7) than any other lower GS grade levels. I work in a 3x4 work space.
reality
DoD
Thu Feb 19, 2009 10:04 PM
The reality is, you'll never win against management. So, I think the best option is to just keep quiet and suck it up. The other option is to not have a job, which is worse than the 1st option. I wouldn't want to be going to job fairs, and spending money to look nice and pretty and giving out resume's - that is just a waste of time. So, I'm practical - I'll keep quiet and suck it up. That's the way the world works, unfortunately.
Re: reality
worker
Mon Mar 2, 2009 4:09 PM
Bullying
EPA
Fri Feb 20, 2009 1:30 PM
Thanks for your articles. It would be worthwhile to provide some examples of what would be viewed as real bullying vs. the examples provided as not bullying. Perhaps a third article. Also, most agencies have a conflict management or conflict resolution program they may find useful. In most agencies the folks running the conflict resolution programs may be able to provide some conflict coaching and empower the bullied or an observer to help themselves. I have been able to help several people through some very difficult situations - I always start with the advice to start looking for another job before the situation impacts their ability to do so. I have also warned supervisors regarding the relationship between bullying and violence and their responsibility to prevent and resolve these issues. Even if the supervisor is the bully it gets their attention.
Fighting will hurt your life and health
USDA
Sun Feb 22, 2009 9:27 AM
I watched 2 other employees trying to fight the supervisors. Both suffered from stress systems. One lost the fight, the other won but supervisors lied and said he lost. I watched...and learned. I put up with it as long as I could, before my health was damaged too much, then left. Best move I could have made. My stress level is way down.
Examples of bullying
FDA
Sun Feb 22, 2009 9:46 PM
I agree with the other commenter that examples of what constitutes bullying is needed.. Also some indication of how management can be held accountable (if its not related to one of the protected factors.. they really dont care)
I would say pressure to eat lunch with a group, attend events outside of work time with co workers (pampered chef, baby showers, etc) .. pressure to drive other employees places, pressure to attend the bosses christmas party or pressure to attend events like black history or asian history month or christian programs Bullying can be subtle ...how can these types of pressures be controlled?
SES Bully
Moved On
Tue Feb 24, 2009 9:29 AM
Tried everything in this article and did what one must do when all else fails--moved on after 20+ years of consistently SUPERIOR performance. Years ago, management saw they had a problem and found another place where I could work with less interference. But bully was promoted to SES over administration-management functions of component including EEO, Workplace Violence Prevention, Employee Relations, and Employee Assistance Program. He continued to interfere with my work. Shortly after I respectfully offered an alternative viewpoint at a meeting, I received a notice of Directed Reassignment to another duty station--retaliatory weapon of choice in this component. Seems every Secretary since Mike Espy has promised to do something about EEO in USDA. Lets see if Vilsac can improve upon the 19th century Plantation Mangement model that is still in evidence at USDA today.
WORKPLACE BULLYING PART II
NLRB
Wed Feb 25, 2009 11:52 AM
excellent article with good suggestions.
i am only sorry that i missed part i. could you
repeat part i?
Re: WORKPLACE BULLYING PART II
fedsmith.com
Wed Feb 25, 2009 12:20 PM
wow
gov
Thu Feb 26, 2009 10:11 AM
wow sounds like this issue needs a fix???
Workplace bullying
VA
Thu Feb 26, 2009 11:51 AM
What if the bullying is all the way to the top level. At my VA the bullying is initiated by mangmt. at the top level. It's so bad practically everyone here prays constantly that our director, assoc director, chief manager and hr manager will retire or die. Yes those are the only choices the employees here feel will work. Even good supvsrs here complain that where they would rather just have a talk with an employee, upper managmt makes them go for the jugular in every case no matter what the offense is. It like living in a small town of about 500, in the middle of nowhere where the sheriff punishes everyone's offences, from jay walking to robbery with a sentence of death or the chain gang.
Our employee turnover is incredible. HR is so bad those of us who have been here 12 years or more, take bets on how long the new people stay. The longest record is 3 years the shortest 3 months.
Re: Workplace bullying
W.G. Bill Hefner VA Medical Center
Thu Feb 26, 2009 5:19 PM
WORKPLACE BULLYING:
FindLaw
Fri Feb 27, 2009 3:52 PM
This is a bigger problem than HR thinks. I had a creepy supervisor who eventually fired me. That would have been the end of it, but he continued to trash me to potential employers.
I went to a local attorney (Don Sessions) and he referred me to a company (Documented Reference Check/badreferences.com). DRC uses court reporters to document what your past employer tells potential employers. They busted him.
Once HR had the evidence, they were very professional. They fired him and compensated me for missed wages.
The attorney had other helpful organizations, but employees need someone to kick butt and provide concrete evidence.
Joyce Martin
j.martin300@hotmail.com
bullying
EPA
Mon Mar 2, 2009 12:05 PM
for next weeks chat, please include some tips for employees who are being bullied by their supervisors.
As a union steward, I've worked with many employees who are ill or have disabilities. Their supervisor sees them as the easiest target, and makes their life miserable. The employee's stress increases, their illness gets worse, they're more vulnerable, and easier prey.
The bullier and target seem to create an intimate relationship that is very hard to break apart, once it is created.
Workplace Bullying
FSA
Fri Mar 6, 2009 7:01 AM
I can't believe you say "if all else fails, look for another job"! For some people, a government job is the best job they'll ever have. What kind of protection is that! The system NEEDS to weed out bad supervisors who can't treat people with respect and kindness. To simply give up and go elsewhere is not acceptable, in my mind. When I sought guidance for filing a grievance for the harrassing behavior I was receiving from my supervisor, I was told, "Don't do it. You'll only be cutting your own throut. It's the good ole boy network!" Well, I ended up leaving and lost 12 years of federal service because of it. I could have sued it was so bad, but I was advised "Don't do anything." I had 15 years of service then. Now I see a coworker getting bullied and I feel helpless. I have to believe that the system has improved when it comes to protecting bullied employees. So...giving up and looking for another job should NEVER have to be an option! I hope she finds the strength & SUPPORT to fight!
Supervisory bullying
TSA
Fri Mar 6, 2009 9:24 AM
What option does a whole department have when the DIRECTOR is the bully and the HR rep is a pipeline to him?
What can be done if numerous PREVIOUS complaints have been "investigated" at the regional level, using the counter-productive method of first advising the subject (their personal friend) they were coming?
What action is to be taken when the SENIOR STAFF is witness, but opts to "leave the area" during bully out-breaks, then later deny they were even present?
What recourse is there in TSA who, by act of Congress, has outlawed union organization and participation?
[5 USC 7112 (b) (6)]
The suggestion that ANYONE should report to HR on such issues is absolutley LUDICROUS. They are the pipeline to career disaster for an employee victimized by the director.
Your article is verbose and cute, but in the real world cover-up and "circle the wagons" in defense of executive staff is as common in TSA as it is in the Catholic church.
Passive bullying
DoD
Sat Mar 7, 2009 11:40 AM
I had a chief engineer that would that would do passive-aggressive things to me. She told management in a meeting that I wasn't doing my job on a project despite meeting all milestones on-time and on-budget. Problems caused by poor Program Office decisions were portrayed as my fault to management. She would buy every engineer except me nice supplies (USB thumbdrives, leather-bound notebooks, calculators, etc.), telling me I didn't earn it. My crime: not putting her ego first in my job. I didn't constantly lie to management to cover her idiotic rookie-type mistakes.
The final straw was receiving a dismal appraisal despite receiving an award from an O-6 Wing Commander and three letters-of-appreciation in that appraisal period.
I dealt with it by getting another job. My last appraisal was a 4 (1 of 3 in the engineering section) and I'm doing collateral duties that are actually lead-engineer responsibilities. That's good for the NSPS bullets. It's nothing like my last job.
Energy Wasted
Department of Justice US Trustee Program
Mon Mar 9, 2009 9:22 AM
No matter what is broadcast via internet (fed smith) and no matter who is contacted regarding incidents in the work place, tons of good energy is wasted. Nothing is ever done about incidents reported. The bully list covers everyday activities in our office. Negative activities have been going on for at least a decade or more. Several of us have reported incidents and concerns to management but these reports continue to be swept under the rug. It's a waste of enegy. But, I appreciate you guys attempting to make others aware.
Gloria Hodge
The Right to Request External Mediation
Federal Executive Board - Shared Neutrals
Wed Apr 8, 2009 10:25 AM
I believe all employees/employers should have the right to request the use of an external professional mediator at any time. There are many mediators/conflict specialists in the private sector who are ready and willing to assist the situations and circumstances described in the article and comments.
If you are a government employee and your request for an external mediator is denied, ask if your agency that is a participant in the federal Shared Neutrals program. Shared Neutrals maintains a roster of trained, experienced mediators who can be brought in to assist.
The help of an impartial, external conflict specialist can be invaluable. We all deserve a healthy workplace.
Take care.
The Right to Request External Mediation
Federal Executive Board - Shared Neutrals
Wed Apr 8, 2009 10:26 AM
I believe all employees/employers should have the right to request the use of an external professional mediator at any time. There are many mediators/conflict specialists in the private sector who are ready and willing to assist the situations and circumstances described in the article and comments.
If you are a government employee and your request for an external mediator is denied, ask if your agency that is a participant in the federal Shared Neutrals program. Shared Neutrals maintains a roster of trained, experienced mediators who can be brought in to assist.
The help of an impartial, external conflict specialist can be invaluable. We all deserve a healthy workplace.
Take care.
bullying
VA
Sat Apr 18, 2009 12:29 AM
As an IH and safety and occ health specialist, I have always taken photos of areas and locations where I find deficiencies or potential safety violations which I keep to either make a report or as a record along with my written records of what I saw or what I inspected and to refer back when or if they fix a deficiency. As a result of my filing an EEO issue, and OSC complaint, and a grievance for retaliation for inquiring about deceptive hiring practices, I have been called in by VA police who state that they were charging me with taking unauthorized photographs as per 38 CFR 1.218 and they literally bullied me by questioning me and how I do my job as an IH and safety and occupational health specialist and why was I taking the pictures. Mind you that I had been taking pictures (for official work) since I have been here and I was never told anything by supervsory not to take pictures. Because I have reported several issues of retaliation due to my EEO, I am being bullied.
Workplace Bullying
VA
Sat Apr 18, 2009 12:36 AM
EAP does not work because if the EAP office is in the same building where you work, nothing is confidential. I have found out that my EEO and OSC filing was put in a file on a sharedrive. I applied through USA jobs for a supervisory position; however, that is not what I was given. As such, I am being alienated, bullied, and stripped off duties yet, the organizational chart states that I am the Safety Manager.
I have been verbally threatened and I reported it to the Director of my service, but it has not been addressed. I reported it to my city police, but not VA police because I do not trust them.
Is there anybody out there high up in the VA that will stop and care because there has to be somebody still left that has morals.
work place harrassment
Veterans Administration
Fri Jul 24, 2009 6:45 PM
I have worked in my clinic at the VA for almost five years and the first four years were great. Then the staff was replaced wih Pharmacists instead of Nurses and all was ok for a little while. Two new Pharmacists arrived and have consistently made my life hell. Even though they are not my supervisors they clock my break times, they add duties, are rude and dismissive. My job was documented as needing 1.5 people to do it and the workload is ever increasing. These two pharmacists seem to be deliberatly looking for every error ther. I am
the only clerical person therre and the only one in her 50's. The rest are in their 20's. They are all friends socially including the clinic manager who only encourages them. I have lost weight and have had to see a doctor for depression because of them. I am in a union but I'm not sure how confident I am in their ability to help. What can I do?