Feb 23, 2024

I understand that for some victims of workplace bullying it might seem difficult to do anything about it. But not doing anything at all can become extremely stressful and can have significant impact on personal lives.

I am aware that there are people who are putting up with a lot of bullying and harassment at their workplace but are not willing to do anything about it because they believe that if they take any actions they would likely lose their jobs and they wouldn’t know where to go to find another job. I can understand that as a valid concern. However, I do believe that almost everyone can take the simple step of bringing it up to management simply as an issue that the employee would like to discuss because this is affecting the employee’s personal life. The idea would be to bring it up in a positive manner in a constructive approach. There are times when the employer might actually try to do something about this since it was brought up not as a complaint but more as a constructive request.

If nothing comes out of this, then after a few weeks or months, the employee can go back to the employer again and make it a bit stronger than the first time around. The most important thing is to maintain documentation of the efforts the employee makes to demonstrate that the employee was trying his or her best to resolve this in a peaceful manner. Escalating the matter in a step-by-step approach is one of the best ways to handle the situation (and maintaining documentation along the way).

In a case like this, if the employee does get terminated, he or she will have documentation to show that sincere efforts were made by the employee to resolve this in a positive and constructive manner. This can then be taken to the appropriate government department (such as Department of Human Rights) for resolution. It will also be useful in case it does become a lawsuit.

© 2017 - Sumi Mukherjee
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