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Many employers do not do anything about preventing bullying and harassment in the workplace because they believe that employees have no rights and that if employees do not like the environment, they will just leave. This is why it is important for employees to learn that there are things one can do to fight back against bullying and harassment.

I wrote the book titled “How to stand up to workplace bullying and take on an unjust employer” primarily to make the point that there are things an employee can do to fight back against bullying and harassment in the workplace. Many employers simply do not want to take the trouble involved in trying to prevent bullying in the workplace and maintain a peaceful work environment. They just hope that if someone is not able to survive in their workplace environment, then they would just quit and go somewhere else.

And a lot of employees do end up doing that – they leave a hostile work environment and try to find a more acceptable workplace. This is what many employers count on. But employers do have the responsibility to maintain a safe environment for all employees. Most successful organizations take this responsibility seriously and establish and follow appropriate processes and procedures to handle complaints of bullying and harassment in the workplace. These employers realize that employees do have rights and that it will not be good for the organization if one or more employees decide to fight back.

It appears to me that most schools still are not able to get the parents involved whole-heartedly in their bullying prevention process. Over the last few years some of the schools I spoke at had arranged for me to speak to a group of parents. Interestingly in most of those cases only a few parents attended.

This is an extremely important factor because without the cooperation and assistance of the parents it is very difficult for school staff to maintain a safe environment at the school. In my book “A Life Interrupted – the story of my battle with bullying and obsessive compulsive disorder” I have included a whole chapter describing my interactions (in adult years) with the worst bully from my school days. From that most revealing encounter I came to understand that this specific bully had a very negative home life and was taking out his frustrations by bullying me and other kids.

Since then I have now come across several situations where bullies have shared with me their thoughts about why they end up bullying other kids. In many cases it is the negative family situation that drove them to act this way.

I am glad that most school staff try their best to get the parents involved in their programs. It may not be an easy thing to accomplish, but I certainly hope that they will continue their efforts to get the support they need from the parents to minimize bullying in schools.

I have discovered that there are a lot of things that employees need to learn regarding the rights they have in dealing with situations involving possible wrongful termination. Most employees seem to believe that they don’t have any rights at all. What I have learnt is that that is not true.

It is true that most states allow at-will employment – that allows an employer to terminate an employee at any time. But the point is that the employers cannot be irresponsible about this and cannot just get rid of an employee simply because he or she was bringing up some difficult issues that needed to be handled properly.

What can happen at times is that an employee brings up an issue that the organization needs to look into. But instead of looking into the matter, the organization fires the employee. It is clear to see that the organization did that simply because they were not truly interested in handling the issues brought up by the employee. That is why it became a wrongful termination.

This is the main reason why documentation is extremely important. If there is a trail of documentation (prior to the termination) that shows that there have been some conflicts between the employee and the employer, then termination could be perceived as a wrongful act.

That is why good employers make sure that all complaints and issues brought up by employees are handled according to an established process.

As schools around the country start to think about planning for the 2023-24 school year, I hope that parents and school staff around the nation remain diligently focused on preventing bullying at their schools. We simply cannot afford to allow any young person to have to deal with difficult psychological issues triggered by bullying. Let us allow everyone to enjoy school life in a safe environment.

Ideally every child should look forward to going back to school again at the end of their summer vacation. After a gap of three months, many typically enjoy getting back to the routine, meeting up with old friends, and making new friends. However, there are many for whom this is not at all a positive event – and that is not because they hate the teachers, or they don’t like meeting old friends, or making new ones. In most cases, these children simply do not want to go back to school again because they do not want to face bullying again.

For these children, the school is like a prison – it is not at all a safe environment to go into. I believe that many parents and school staff still do not understand how traumatizing bullying can be for some children. Every child has the right to get an opportunity to learn in a safe environment, and in my opinion, we as adults are failing miserably if even one child has to tolerate bullying when he/she is in school.

It is clear that many organizations around the nation are starting to focus on this issue of handling bullying and harassment in their work settings. Currently there are many webinars, trainings, and workshops available to help organizations deal with this issue. This is a good thing and we hope that the trend will continue in this right direction.

I have several presentations on this topic – the title of one of my presentations is “Employees’ guide to responding to workplace bullying and harassment”. This presentation is based on my book titled “How to stand up to workplace bullying and take on an unjust employer”. This book provides ideas and suggestions for both employees and employers. One of my other presentations on this subject focuses on what employers should know about dealing with workplace bullying and harassment.

Most successful companies understand that their success is highly dependent on how satisfied their employees are. That is why they make it a policy to make sure that bullying and harassment in the workplace is not tolerated. That is also the reason why they have appropriate training for both employees and management personnel to minimize incidents of bullying and harassment, and to be prepared to handle incidents appropriately utilizing a well-defined and well-publicized process.

Prevention means making sure that children are not put in a situation that could be risky for them. This means that everyone including family members, friends, neighbors, and children’s service providers must all be extra careful in making sure that children are protected from possibly harmful situations.

In the true account story I write about in my book “Father Figure – my mission to prevent child sexual abuse”, I describe some of the not-so-positive experiences I had in dealing with family members and with child protective services to help prevent a situation that could have possibly led to child sexual abuse.

Family members were either somewhat reluctant to get involved or rather slow to act on it. I was a family friend and therefore was not able to take any direct action. Fortunately, after a lot of effort, I was able to get some family members to take action.

My experience with the child protective services was also somewhat confusing. Interestingly they were always very attentive and interested in listening to me whenever I called them, but somehow there was no follow-up action. Eventually I got the message that they don’t always put a lot of priority for a situation where something bad has not happened yet. I got the feeling that they would like to respond to every such situation if they could, but apparently they did not have the resources to follow all possible preventive situations. I hope this can change in the near future so they are able to follow up on all preventive situations as well.

The behavior of a bully is somewhat similar to how Obsessive Compulsive Disorder (OCD) torments a victim. A bully tries to establish control over the victim, and in fact that’s what OCD does as well. That is why OCD is sometimes known as the “internal bully” or the “enemy within”. It’s no wonder why bullying often triggers OCD for the victim.

Typical bullies control the victims from outside – control is one of the key reasons why bullies do what they do. It is quite likely that these bullies have had difficult home situations where they were controlled a lot at home. They often act out outside the home trying to work out their frustrations by bullying other children and controlling them. In fact when I had my interesting encounter in my adult years with the worst bully from my school days, one of the things he mentioned to me was that his negative home environment had contributed in turning him into a bully, trying to exercise control over other kids.

OCD tries to control the victim in somewhat similar fashion. It keeps making the victim feel that if he/she does not do something in a particular way, something bad will happen to them. That is the way OCD tries to control the victim from within. Eventually with the help of therapy and medication, the victim learns to neutralize the power of OCD.

However, overall the similarities are interesting, and that is why it is easy to understand why many victims of bullying end up having to deal with OCD or other anxiety disorders.

Many managers and supervisors across the country have never received training in developing communication skills. They often believe, incorrectly, that bullying employees is the only way to get them to perform. If these managers and supervisors were trained properly on effective communication, incidents of bullying and harassment in the workplace will go down drastically.

A manager or a supervisor needs to be able to communicate effectively with each and every employee within his or her group. And the same communication approach does not typically work for all employees. That is the most important thing to understand.

Employees have different personalities and come from different social, emotional or educational backgrounds. That is why it makes sense that one communication approach may not work for all employees.

Managers and supervisors who are well trained know that employees get motivated for a wide variety of reasons. Some get motivated because of financial benefits, some get motivated because of a respectable position, some get motivated because of an exciting project, some get motivated because of career opportunities, while some others may be motivated simply because of the kind of work they do. A well trained manager can then customize his/her interactions with the various employees to keep them all motivated in the workplace.

Of course, there are always some managers and supervisors who are not trainable – they will always know only one way to manage people – and that is what causes the issues in the workplace.

We all know that prevention of child sexual abuse is not an easy task, especially when in many cases the offenders are trusted adults. That is why it is even more important to make sure we don’t put children in a potentially risky situation. We can at least try to prevent the preventable situations.

That is the main point I try to make in my book titled “Father Figure – my mission to prevent child sexual abuse”. There are things that one can do to be more careful about putting children in situations that can be harmful for them.

In the true account story I describe in the book, a single mother, with 2 young daughters, starts dating a convicted child molester, without knowing that he is a convicted child molester. But then, even after learning about his recent troubling past, she continues to allow the two young daughters to come in regular contact with him. The question is whether or not this is a potentially risky situation for the kids?

We can argue about this for hours, but in my view, when we are talking about prevention, this is an excellent example of when it will be a good idea to keep the children away until the mother is much more confident about her relationship with the person. It is important to take this precaution and I believe that most people will understand if the mother decides to take precautions of this nature.

On my facebook page I post on a weekly basis on the topics covered by my four books. It appears that the topic covered by my third book (How to stand up to workplace bullying and take on an unjust employer) seems to be the most controversial. Many people agree that there are things one can do in order to fight back against workplace bullying and harassment, but there are many others who believe there is nothing one can do in situations like this.

It is probably true that in some situations there really is nothing much one can do. For example, in a small town, in a small company or in a very small business setting, a worker may not have a lot of options. In such situations it is possible that if one brings up the matter to one’s employer, it might result in termination, and with not many reasonable available options, the employee may not want to pursue the matter.

But there are many other situations where employees simply do not want to pursue the matter even if there are other options available to the employees. One reason could be that most employees are peace-loving people and just do not want to deal with the issues involved in complaining about things of this nature. Also there are employees who love their jobs so much that they do not want to rock the beat. All that is okay as long as it does not affect the employees’ mental health. I strongly believe that a person must do something to address the situation if he/she feels that her mental health is being impacted.