Doing good while being a Thug

Is being a thug ever correct?

Well, a good question. 

It seems so if one listens to Republicans and interviewed voters in the Montana special election in last night (2017). 
Haven't heard about this? Evidently, Rep-elect Gianforte  assaulted reporter Ben Jacobs when Jacobs asked him about the impact of GOP sponsored reforms to the Affordable Care Act. 
youtube.com/watch?v=adbaVYLNSCQ
Don't like the question?? 
Sucker punch the questioner in the face and then say that he attacked you. 
God bless social media. 
If this isn't bad enough, the response of GOP spokesmen ( a sad excuse for maleness, btw) is that these things happen. Listen to Don Lemon's interview and the response of one GOP ex-congressman
youtube.com/watch?v=Apq1SAU6ifU&t=131s

Because Giaforte did not like the reporter-or his attitude evidently-and because he had been working long hours and because the reporter was a liberal and because the reporter represented the Guardian, Giaforte believed, as did his supporters, that he was entitled to beat up a reporter. 

So, blame the victim. 

Sound familiar???

Oh and by the way, because he apologizes, its all ok. 
No. Its not. This is what systemic abuse looks like. It will be repeated time and again because it was not stopped then and there.
Shame on the Republicans.
Shame on the media for not absolutely denouncing this and instead allowing another perspective to be broadcast-as 'though this is normal. 

Beware!

A fish rots from the head. 

So, is being a thug, in response to this corruption,  ever right?

It depends on what kind of a whistleblower do you want to be.

There are some movies which suggest that , yes, being a thug is acceptable but only if one fights corruption where the outcome is death to the abuser. 

Shooter, the movie based on Stephen Hunter's book Point of Impact, and starring Mark Walberg, describes how Bob Lee Swagger, a US military marksman fights back against a conspiracy to frame him for the (attempted) murder of the President of the US. 

youtube.com/watch?v=_huuYCbKYnM

It is a good movie and ends with the termination of the bad guys (including a corrupt US senator). The termination is tacitly sanctioned by the good guys whose hands were tied by the law. 
But they and Bob Lee Swagger believe in the constitution and in the USA. So, multiple murders without due process are ok. 

Realistic?

Whistleblower a movie based on the novel of the same name by John Hale, starring Michael Caine, is the story about a father who, with a reporter, uncovers a political cover up that resulted in the death of his son. The corrupt politicians continued the cover up with more and more murders until finally, Michael Caine confronts the head of the snake and kills it. 
youtube.com/watch?v=OkG-D918sOw

He wants to believe in Britain again.
A noble sentiment. 
With that final and evidently justified murder,  the British way of life is restored. 

V for Vendetta, based on the graphic novel by Alan Moore, is a near future movie about the pervasive and corrupting influence of an unrepresentative and repressive government. The statement

People should not fear their government

The government should fear the people

hangs over the movie.

youtube.com/watch?v=lSA7mAHolAw

The Guy Fawke's face mask is now omnipresent at most demonstrations. Its a good movie and of the 3 cited here, perhaps resonates the best in that it encourages mass protest and action against unpopular and unelected governments. Anonymous would be delighted with the Resist movement in the USA. It places the responsibility for action on the individual, and as a part of a movement.  

But, there are perhaps, more viable options, if you, as the potential whistleblower, draw the line at homicide.

Go to Indigo chapter.indigo.ca/en-ca and order:

The Corporate Whistleblowers Survival Guide:

A Handbook for Committing to the Truth

by

Tarek F. Maasarani, Tom Devine

Murder and mayhem are not a part of this survival guide. It does recommend that you work within the law. And it does recommend that you have a firm grasp on the policies of the particular organization you are about to challenge. Finally, document what you see and hear.

Did I say document what you see and hear?

Tomorrow I will deal with activists as whistleblowers. 

By the way, have you considered how your own pension plan is being governed? Do you know who your Directors are or what their qualifications to mange a pension fund are? Do you know how to connect with them and get answers to your questions? How is their performance evaluated?

Whistleblowing and you

Whistleblowing: Is it for you??

If you haven't guessed which organization in which province I have been writing about, well, you aren't following the clues. 

What province does this criminal enterprise inhabit?

What particular system does this civil service operation infest?

What program is referenced? 

Who manages it?
Who is complicit in ensuring that their culture of harassment survives while continuing to take the taxpayers' dollar?

So, why doesn't someone just blow the whistle on these crooks?

Well, first, what is a whistleblower?

Go to Wikipedia.
There is an excellent definition.
Its a person who exposes any kind of information and/or activity that is or might be deemed illegal, dishonest or not correct within an organization. 
There is a good TedTalks about the dynamics of whistleblowing by Cydney Mullen
ed.ted.com/on/0HxNvLFI

There is also a good book describing the nature of whistlebowers aptly entitled: 
The Nature of Whistleblowers. 
This book covers the questions:

• what kind of person risks a successful career to warn the public of a dangerous or illegal situation?
• what are the consequences to him/her?
• is there (likely) any protection within the organization or society for the w/blower??

If you want to know more about whistleblowers, why not check out Indigo bookstore at
chapters.indigo.ca/en-ca

and type in the search column

whistleblower

Lots of movies have been made about whistleblowers. The heroes seem to come in different hues: amoral and moral, naïve and cynical, dishonest and painfully honest, driven and uncompromising. But they all have one characteristic in common. They are tough. 

• The Thug. The whistleblower who realizes (or has proved) that the usual legal means of dealing with the organization, and corrupt leaders within it, are not going to stop the corruption. He (usually) then resorts to punishing the culprits himself, and he doesn't get caught. Michael Caine does especially well in this role, playing first the disbelieving dad, then the grieving dad and then the really pissed off dad with murder on his mind. He succeeds at this by moving gingerly from being a moral and conscientious citizen to a human with a flexible moral compass. You might want to check out The Whistleblower, book by John Hale.
• Gritty, tough, like Michael Caine
• The Martyr. This is the  whistleblower who gives it his (and her) all to bring down corruption and the leadership within the system. Unfortunately, the hero dies. The movie The Constant Gardener (book by John Le Carre) is a classic about the pharmaceutical industry. If you have shares in the industry, you will sell them. If you work for them, you will quit. If you take meds...well, you will certainly think again. 
• The Vigilante. To pull this off and survive, not only do you need to be well connected, you need to be on a mission to right a wrong. While the thug usually has some moral basis, it helps not to be so conflicted to succeed as a vigilante. Michael Clayton, the movie starring George Clooney as a cynical, unsuccessful human being , but successful lawyer/fixer, realizes that he must avenge his friend's murder. His friend, himself an excellent lawyer was murdered because he would not fraudulently represent a corporation whose product was killing people. Michael Clayton succeeds in exposing the corruption but in the process taking out his own firm, the corporation which is killing people, and the corporation's CEO. A real tour de force which plays well on the big screen but not so well on a resume. 
• Its about the Rules. Al Pacino, in the day when he was up and coming, played Serpico in a movie by that name. Serpico was a young aspiring NYC cop who stumbled onto graft and corruption in the NYC police department and managed to get himself shot in the face in a botched raid, for his trouble. He survived to sell his story to a movie producer. But he never was a cop again. You are glad that the bad dudes get nabbed but its hard to look at another police officer for a 'while. 
• The Reluctant Hero. John Grisham writes well about this sort of hero. The Firm with Tom Cruise is about a wide eyed law grad who gets an offer too good to be true from a southern law firm. There is a reason that the offer is too good. The firm is mobbed up and Tom has been sucked into their dealings but not so far in. The FBI guys manage to co-opt him. In the end,  Tom gets to keep his license, cop a deal with government money for his jail house brother AND escape with his law degree, moral code and  marriage in tact. Fanciful but fun. 
• The Activist. Activists are typically people who define a cause and go after it, exposing the corrupt and dishonest. Chris Hedges writes at length about these heroes in his book Death of the Liberal Class. If you are interested in following up on one of his heroes, you might want to watch The Most Dangerous Man in America. It is the story of Daniel Ellsberg and the Pentagon Papers-an old story but one that does resonate now with examination of Trumpty Dumpty, his pitchman- General (the traitor?)Flynn and his complicit son-in-law, Jared (666) Kushner. There will be a movie about this one, assuming we survive as a species.

I have to admit that my favourite is the Michael Caine character. 

But more on this and others in my next blog.

Also to come:

How comfortable are you with your pension?

Happy with the way your plan (if you have one) is being governed??

That's right, your pension plan has a Board of Directors. Are they any good or does your plan resemble a giant Ponzi scheme? 

Just a question for you to ponder as you pull the sheets up to your chin at night and wait for your pension check to arrive-or not.

Until tomorrow.

Your moral compass#2

Your Moral Compass #2

There are 4 actions you can take to support the victim. 

• empathize
• fight isolation
• show leadership
• speak up

1) Empathize

Empathy for the victim is important, if not critical. Showing empathy to the victim is crucial. It is important to remember that:

• your co-workers and, the victim's, are not the victim's friends;
• the victim is not responsible for the harassment;
• harassment is not the price of having a job;
• neither you nor the victim should be naïve. The harassment will NOT go away;
• the predator is a socio-path. 

You will see the victim devalued, the predator try to cover up the crime and as a consequence, you will see the victim intimidated. 

2) Fight Isolation

If you have a moral compass (and it works) reach out to the victim. Recognize that others will likely refuse to socialize with him. Don't join that mob. At some point even the victim will realize that he does not deserve the harassment. You may become the sounding board. Validate the victim's views as legitimate. The predator is likely accusing the victim of a socially unacceptable trait (sexism is a classic, but there are others). Help the victim realize that this accusation is likely unfair. 

Keep communication open. 

The predator is likely critical of the victim's communication style. 

Serve as a point for sober second thought. Is this true? Can he do something differently?? Likely not. 

Finally, do not engage in the inevitable group gossip about the victim. It may be that you could call out those involved. 

3) Show leadership

Can YOU change this unhealthy workplace? 

Probably not, if it ingrained behaviour. But, you can be a beacon of sanity, shining a light on unfair behaviours.

• don't enable the predator by joining in her attempts to bully. Sign your name to performance appraisals. Tell the victim about the appraisal process, telling him that you have been asked to comment and inviting guidance from him.
• when unreasonable demands are made, in a public forum , offer alternatives;
• challenge new and made up rules which target the victim;
• challenge public shaming and blaming
• praise accomplishments and efforts by the victim to be a part of the team;
• note efforts to steal the victim's work-or efforts by others to take credit. 
• document, document, document. You may need it if the predator turns on you.

There is an interesting TedTalk by Glenn D. Rolfson: How to start changing an unhealthy work environment

youtube.com/watch?v=eYLb7WUtYt8

4) Speak Up

Someone who is a victim of harassment and bullying in the workplace is likely someone who has lost the ability to articulate the wrong done to him. Therefore, it is for others to speak up.

This takes guts and likely, no one in the organization will thank you and you may become a target yourself .

• give each individual his or her just due
• reject gossip and say so
• respect individuality
• speak out against acts of bullying
• understand that justice is solidarity

Take a look at this site for more guidance

truth-out.org/opinion/item/22716-retrieving-a-moral-component-in-an-age-of-violence-and-bullying

There are certain things to watch for.

The buddy-that unctuous fool who plays both ends, talking to you and then reporting back to the predator.

The caring soul-a friend to the victim except, like our friend in the last blog, doesn't have the courage to stand up and be counted.

The professional-that person who is continually reminding people of her qualifications and at the same time denigrating the victim-all for professional reasons.

OR

you might want to become a whistleblower. This is definitely NOT for the faint of heart. 

But more on this in my next blog. 

Finding your moral compass #1

Standing up for those who can't

Over the last 2 months, I have been blogging about corporate sanctioned bullying, irrespective of existing corporate policies and occupational health laws. At its core, bullying and harassment in the workplace is the work of sociopaths as narcissists, generally but not always, in positions of power. For those of you who don't watch TedTalks, I would recommend this platform. There are some excellent talks about corporate bullying. One in particular by Clive Boddy about the psychopathology of bullying stands out.
youtube.com/watch?v=tlB1pFwGhA4

There are ways for the individual to prevent bullying, to walk away from a functionally sick organization or to fight it, using policies and laws. But, it presumes that the victim can look after himself. 

Often, he can't.
And, like the victims of corporate bullying in the movie Erin Brockovich, the victim needs people who can speak for him.
youtube.com/watch?v=BGX4nMrnxg0

I witnessed a chance meeting a few days ago between a victim, since dismissed from his job, and an ex-colleague of his. He was greeted with all the enthusiasm of a colleague with shared memories of a happy and productive work experience. The ex-colleague had witnessed, although had not, as I learned in a subsequent conversation with the victim, been a party to the 6 years of harassment (which included a group mobbing). 

None the less, the ex-colleague had seen imposed on him by their mutual supervisor:

• unrelenting and petty controls over the victim's programs and projects;
• the assignment of an ever increasing workload, which at the time of dismissal was larger than all 4 of the other managers' workload, combined;
• public criticism of the victim for imagined slights
• theft of the victim's work by the supervisor and by a colleague
• the victim's accomplishments discredited or demeaned despite its praise from senior managers and outside audiences. 

Why didn't she speak out?

Martin Neimoller (Lutheran Pastor 1862-1984) wrote a poem about his own cowardice in the face of the rise of Nazism in Germany

      First they came for the Socialists and I did not speak out

      Because I was not a Socialist

      Then they came for the Trade Unionists and I did not speak out

      Because I was not a Trade Unionist

      Then they came for the Jews and I did not speak out

      Because I was not a Jew

      Then they came for me-and there was no one left to speak out. 

We know what happened to the world as a consequence of his cowardice and that of others.

But, is inaction only cowardice?

Although not nearly as dramatic,there were likely several reasons for this manager's silence:

• fear of reprisal by the supervisor and others within the organization, including their mutual colleagues
• disbelief
• avoidance (of a probable unpleasant confrontation)
• not expedient. There may have been career interests at play
• inured to the culture of abuse for that organization
• no moral compass
• or she was simply disingenuous

People are conflicted, without doubt.
The Tom Cruise movie about harassment and its consequences are described in " A Few Good Men". The final scene, after the sentence is rendered, portrays how men of honour can march blindly and unthinkingly down the road to, in this case, murder.
youtube.com/watch?v=CQ5KZ0gh2hg

For a culture of harassment to be confronted, individuals are often the only ones who can speak out against bullying. It is not good enough to see what is happening and to do nothing.  

One must, after all, have moral voice given to one's moral compass. And a part of one's moral voice includes a demonstrated respect for others, and a demonstrated belief that each person is unique and irreplaceable. 

While certainly the abuser is accountable for her conduct

where others on the team and within the organization are silent, they became complicit. 

To be otherwise, the victim's colleagues must reflect on and acknowledge what is happening. There are some very simple questions which should be asked in a formal context. 

• Is the performance appraisal system fair?
• Is workload assigned fairly?
• Is communication respectful?
• Do others view the culture as abusive? 
• Where the culture of bullying is endemic in the organization, who is complicit? 

But, while simple enough, these are difficult questions to ask within any organization. It may be impossible to ask these within a damaged operation. 

What can the individual, previously a spectator, do, if anything?

To read more on this topic, there are a number of excellent resources.

softpanorama.org/social/Toxic_managers/bullies.shtml

corrections.com/news/article/29448-workplace-bullies

truth-out.org/opinion/item/22716-retrieving-a-moral-component-in-an-age-of-violence-and-bullying

 http://www.justice.gc.ca/eng/rp-pr/other-autre/cndii-cdncii

The next blog will address how an individual can both find his moral compass and stand up in a toxic environment.  

Your Reputation is on the Line

Prevention and Protection

The activities of the Trump WH are especially instructive. So many people who have hitched their stars to this liar and cheat are having their reputations tarnished.

Sean Spicer was considered a nice guy-until he took on his role as spokesperson for the WH. He has been left to lie, obfuscate, deny.

Is he likely to get a decent job again?

Sarah Huckabee philly.com/philly/news/politics/presidential/Sarah-Huckabee-Sanders-is-the-star-of-the-feel-bad-story-of-the-day.htmlis about to get her ass handed to her on CNN, having lied about the circumstances surrounding the dismissal of Jim Comey. Traitor Trump has come out with a completely different version of the events, today. So, who's lying-Trump or Huckabee?

Then we have that nut, Kelly Anne Conway
cnn.com/2017/01/22/politics/kellyanne-conway-alternative-facts/index.html
defending alternate facts regarding...well, anything that Herr Trump has to say, which happens to be at odds with reality. Who (or what) other than the highly questionable is going to hire something like that?

Of course we then have anyone associated with Jared Kushner
globalnews.ca/news/3432631/jared-kushner-sister-is-china-investors-visa,
the man without a voice, and accusations of influence peddling in China. Looking to emigrate to the USA? Do you have $500k that you would invest in a Kushner property?
Sayyyyy, you too could be an American!

Would anyone consider Jeffrey Lord
vox.com/2016/6/7/11880382/cnn-trump-jeffrey-lord
a credible voice on anything, defending , amongst others, Mike Flynn, Paul Manniford and Roger Stone against accusations of double dealing, if not out right treason??

This really doesn't look good on a resume:

• I was involved with the Trump WH
• I was involved with the Trump election campaign.
• I spoke out in support of The Donald

Now admittedly, these are extraordinary times.

But, they are instructive.

So that you are not likewise roped into this kind of a storm, which will ruin your reputation, what should you do?

Check out the organization

Before you apply for a job, find out a bit about the program and organization you are considering joining.

A few topics to consider:

• Is sick time high or low? Where is it reported?
• What does the organization chart look like?
• Who might you report to?
• Check the qualifications of those with whom you might work and to whom you might report.
• Check out the way the organization is governed. Are board members listed? What are their qualifications? Are there governance policies?
• Is the organization unionized? Which unions? How's the management/union relationship?
• What is staff turnover like?
• How invested is the organization in continuing education for staff and managers?
• Is the budget balanced?
• How long has the position been vacant?

A final but critical question:

• Is there a statement of values, vision and beliefs for the organizatiom?

Check out your prospective supervisor

Again, before applying, is the supervisor likely someone you will want to work with.

A few (more) topics to consider

• What is (s)he like to work for? What is his/her management style?
• How long have his/her direct reports worked for her/him?
• What are the supervisor's qualifications?
• Is there a signature achievement under his/her leadership?

You apply-and get interviewed

The interview cuts 2 ways.

The people interviewing you will be looking for some information. But, you are also interviewing them.

And in particular, you are going to want to get a sense of what you prospective employer is like.

It is,after all, your life and your reputation on the line.

Finding out what his or her qualifications are, and whether these are current, is critical. You won't be happy working for someone with fewer qualifications than you have. You will also be disappointed if his/her qualifications are not current. And, (s)he will be especially threatened-if not now, certainly as you continue to develop your own profile.

Is he/she engaged in continuous learning?

If not, how likely is your prospective boss going to be thrilled if you are interested in aggressively pursuing your education with an intention to advance your career? 

This would be deemed threatening to his/her well-being and perhaps her (or his) corporate credibility.

What are his/her plans for the program immediately and in the future? If you are an innovator, or if you have built  your reputation as a change agent, you are not likely a fit for a status quo manager.

Ask him or her what qualifications make people on the team successful. This will give you a good idea about your fit. If you have a reputation as someone who takes your qualifications seriously, who upgrades regularly and who has pride in your own professional designation, it is important that those values are shared by your prospective team members.

If not, leave!

Find out what the biggest learning curve for the job is. The answer must fit with your skill set, and  your career interests. As a follow up, find out what a new person should know about the supervisor's management style. What might most annoy him/her?
Be careful on this one. In an interview, everyone wants to be charming.

If you don't get a straight answer, this isn't the job for you.

Ask about the person who once held the position. What is that person now doing? As a follow up, is there a career step for this job? If it appears to be the street, recognize that you are not going to be treated any differently than the predecessor. If there is no career step, or if the supervisor has not considered the question, this job likely is not for you.

Find out the supervisor's greatest area of sensitivity.
What is it?
Some managers can not abide being outshone by staff. Some want to make sure that they get all the credit. Others just wait in the weeds, allowing their staff step forward to shine-or...fail with the observation: "you know what rolls downhill" . If that's the answer, take a pass on this job.

Is there a signature program achievement? What might it be? Was it a team effort? How is the program viewed by stakeholders, clients, the community, funders? If you can't get a straight answer from your prospective employer, walk away (and don't look back!).

Can the supervisor define "quality" and how is this measured?

If not, then she (or he) will have absolutely no idea about how well you are doing the job.
That is bad.
If the boss doesn't know a good job from a hole in the ground, then how are you going to be treated fairly??

Which leads to the last caution.
Find out how people are evaluated, how often and when.
Beware of a process that is not performance based!!!
Beware of a boss who cannot define quality. 
Beware of the boss who believes in passing the buck!.

This is a lot of work.
It should be.
Its your reputation.
It is not a craps game. And, if you choose an abuser as an employer or if the organization has a reputation for harassment, you will regret your involvement with people who are morally ambiguous, even if you are not the one abused.
Your reputation will suffer.

The next blog will deal with how individuals witnessing bullying can develop a moral voice, beyond whistleblowing.

The liar in the room

The Liar in the Room

What a day to start this particular blog.

Jim Comey, Director of the FBI, gets fired for something his boss, President Traitor Trump (TT), praised him for, months ago.

This is something out of a scene from Casablanca.

http://youtube.com/watch?v=nM_A4Skusro

Trump was shocked...shocked!!..to learn that Comey had been unfair to his rival, Hilary Clinton.

Of course he must be immediately dismissed.

Now, we all know that the basket of Deplorables

who voted for TT did so because he fired people:

• f2f,
• mano a mano.
• A regular tough guy who took no prisoners and wasn't frightened to deliver the hard news himself!

Wrong!!!

In this case, TT showed his cowardice by having his thug bodyguard deliver a letter to Comey's office while Comey was on the other side of the country.

And, Comey found out about the dismissal from a TV newscast while making a speech to FBI agents.

TT is a coward, a liar and a cheat.

What does this have to do with our topic de jour?

You can tell a lot about people by the way they deliver a dismissal. And, as a consequence, if you have been the subject of harassment in the workplace, this next piece will give you some guidance as to how successful you might be in fighting the dismissal-and what the reparations will be.

Leading up to the big day

1) has you supervisor refused to meet with you over issues repeatedly over several weeks?

2) has your supervisor coordinated special events over that period and left you out?

3) has there been an investigation into your work, recently?

4) have colleagues stopped speaking to you?

5) if you coordinate any committees, which colleagues typically attend, has participation by those colleagues been poor?

A mid term view leading up to termination

1) has your supervisor's boss decided that a special review be done of your programs?

2) if nothing incriminating has been discovered, has a review of a specific program been directed, ostensibly by your supervisor's supervisor?

3) still , if nothing incriminating has been found, are your decisions over several years being audited?

The big reveal

1) does your supervisor use information on your performance appraisal to condemn your work?

2) is the information the result of anonymous comments from colleagues and those others unknown to you?

3) is the information used the subject of an audit whose process and conclusions you have not seen, were not a part of ?

4) was there clear culpability of others in the audit, if it found fault?

There are a few of the tools that the offending corporation typically has, which will benefit you, the victim of an unwarranted termination.

Corporations typically have:

• a code of conduct. This code outlines what behaviours are expected of all employees . Fairness, civility, transparency, due process are critical in any credible corporations statement of values and beliefs. If information has been hidden from , is presented by anonymous sources, is provided without justification or attribution, it is invalid. If there is no evidence that your supervisor has worked with you to correct deficiencies in performance, you cannot be terminated. In fact, based on that alone, you my have a case not just wrongful dismissal but constructive dismissal.
• a code of ethics. Depending on where you work, there is at least a code of ethical practice governing all employees. This outlines code enunciates the limits of what is charitably determined to be moral ambiguity and disingenuous behaviour. This code might also be strengthened in corporations where there are designated professionals. Each regulated profession (engineering, nursing OT, medicine to name but a few) have a statement of ethics which regulates their conduct in their dealings with clients, each other and those around them-as well as their conduct in the community. This is important to you because you may have an action against not only the corporation BUT ALSO the individual supervisor. Just because you may win an action against the corporation and its agents does not restrict you from a separate action against your supervisor if s/he is also a member of a regulated discipline-even if s/he was not acting necessarily in that capacity.
• a whistleblowing policy. You will want to consider your role as a whistleblower. You would be coming forward as a person who is revealing corrupt management practices within the corporation. In the public service, this tactic is especially powerful. Civil servants are mostly grey little men and women hiding in their grey little offices. Shining a light on what they are actually doing is an anathema to their well being. They will combat any effort to bring light to their cowardice and bullying. So, becoming a whistleblower is emphatically not for the faint of heart.
• Read the "State of Whistleblowing in Canada"

         slaw.ca/2013/06/06/the-state-of-whistleblowing-in-canada

     OR

         Public Servants Disclosure Act (for Federal Civil servants)

     OR

         Public Interest Disclosure Act (in NB and for the protection of public sector employees from reprisal such as termination. You may also want to visit this site:

www2.gnb.ca/content/gnb/en/departments/treasury_board/human-resources/content/publications/disclosure.html

You may also want to consult your province's Occupational health and Safety Act. These typically protect the workers where they seek enforcement of certain safe practices or give evidence with respect to the Act.

I encourage caution.
One of the weaknesses of these provisions, as in the NB policy, is that while these "guarantee" protection from reprisal, the policies rarely say how.
Also, as in the NB case, the provision does not specify who one complains to, or even if the Board hears about such complaints.

So, it is possible that you wind up making your complaint to a loser in the HR department, who likely hasn't even heard of the policy, doesn't appreciate its import or scope, and simply tries to file the complaint in the trash. Worse still, you may wind up making the complaint to the person you are complaining about.

Finally there is the case of plausible deniability. If your boss, like TT is a weasel and a coward, then likely so is her/his supervisor. Don't be surprised if your supervisor's supervisor refuses to take your call.

In a well governed operation. The Board is regularly updated on such action. But if harassment is the culture of the organization, don't expect the Board to even know about such a policy.

Conclusion

These tools, if unpacked by a skilled labour attorney, will serve to ensure that you are successful in any litigation dealing with harassment and wrongful dismissal.

The next blog will deal with prevention. Harassment isn't just about you, so much as it seems that way. It has likely happened to many others. What are some actions you can take which will help ensure that you don't even get involved with these kinds of operation in the first place? 

Resources for both Bully and Victim

Resources summarized

Over the last month leading into mental health awareness month, I have given you a bird's eye view of harassment in the workplace. There are plenty of resources which can guide you , either as the bully, so that you know exactly what you are doing or,

as the victim, so that you know exactly what is happening to you.

In this way, you as the bully cannot easily plead plausible deniability.

In this way, you as the victim need not stay "victim".

1) What is "bullying"?

There are a number of excellent resources which lay this out.

If you are "visual"

http://youtube.com/watch?v=gr8MMwoUqAs

It is also a subject for the Canadian Human Rights Commission. For that you would access

chrc-ccdp.gc.ca/eng/content/what-discrimination#1

In case you haven't picked it up on other blogs, I am a fan of CUPE.

No, I am not a union member. I was always a manager.

http://cupe.ca/stop-harassment-guide-cupe-locals

That said, OPSEU also has a good question and answer fact sheet to consider.

http://opseu110.ca/bullying-and-psychological-harassment

So, we've covered the government, unions and a general description of what discrimination is. This is also an occupational health and safety matter. Try the Centre for Occupational Health and Safety.

ccohs.ca/oshanswers/psychosocial/bullying.html

Bullying is also institutional violence. The Canadian Centre of Occupational Health and Safety also makes some observations about that.
ccohs.ca/oshanswers/psychosocial/violence.html

Finally, I have referenced the work of Bill Wilkerson through the Global Business and Economic Roundtable on Addictions and Mental Health

http://mentalhealthroundtable.ca/links.html

2) Impacts

This latter site will also direct you to resources which describe the impact of bullying on productivity in the workplace.

Do not forget that bullying is the leading cause of stress and mental injury. Lost productivity in Canada is approximately $51b-all because of poor and incompetent management. In the organization where I last worked, the cost of lost time for employees because of mental illness is estimated at about $3-4m/year. That does not take into account any replacement costs-that is bringing employees in the replace those who are ill. Nor does it consider opportunity costs. That is costs to the system of people not doing work and not being replaced.

A CUPE report also provides excellent information about impacts. In this next source, go to Figure 1 which provides a model for workplace injustice and occupational illness.

http://cupe.ca/workplace-harassment-and-mental-injuries-examining-root-causes

Also take a look at this YouTube video

http://youtube.com/watch?v=0AtRk4tx13k

That pretty much summarizes the resources I have been using for the last month.