Employment Standards Claim Kinden v. easyhome (goeasy Limited) #70178062

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From: Proulx, Arlene (MOL)  Date: Tue, Jan 31, 2017 at 4:56 PM
Subject: Employment Standards Claim #70178062-6 mailed-by: ontario.ca

Good afternoon Melvin:

I received your voicemail Friday January 27 2017 requesting a return call.

chuckie-human2I would like to confirm that we have received a total of 9 emails from you. The emails that have been received have been attached to your claim for review.

Please be advised that your claim has been escalated for further investigation by a higher level officer than myself due to the reprisal allegation. Claims with reprisal allegations are investigated by a higher level officer.

Your claim is currently in the queue awaiting assignment to an officer. Once an officer at the higher level becomes available, your claim will be assigned and that officer will contact you.

Sincerely,

Arlene Proulx
Employment Standards Officer #1128
Provincial Claims Centre – Employment Standards Branch
Ontario Ministry of Labour

Who is easyhome?

Also below you will find the regulations and the process taken by the Ministry of labour for allegations of Reprisal under the Occupational Health and Safety Act (OHSA)

Update:  Above is taken from a email received regarding the Ministry of labour Claim yesterday, in regards to my allegations of reprisal, harassment and workplace voilence which 4798are separte issues but the harassment discrimination and violence is another issue that I want closure on as well and I don’t mean money because that solves nothing, I want Justice this time around, I want to pursue these judge-smiley-emoticonmater’s because they did with out a doubt continually refused all my request for a transferr  while the harassment continued. Then when I filed the claim on Feb 1, 2016 at the Human Rights Tribunal of Ontario for arbitration, to ask that they decide if I should be granted a transferr or not, six weeks later on March 14, 2016, easyhome (goeasy limited) terminated my employment in reprisal. The links to the official documents and MOL regulations and legislation are supplied below as well

Reprisals 

PART VI
REPRISALS BY EMPLOYER PROHIBITED

Ontario’s Occupational Health and Safety Act (OHSA) provides workers with rights and responsibilities. It prohibits employers from penalizing workers in reprisal for obeying the law or exercising their rights.

Under Section 50 of the OHSA, an employer cannot

  • dismiss (or threaten to dismiss) a worker
  • discipline or suspend a worker (or threaten to do so)
  • impose (or threaten to impose) any penalty upon a worker, or
  • intimidate or coerce a worker…

… because a worker has

  • followed the OHSA and regulations
  • exercised rights under the OHSA, including the right to refuse unsafe work
  • asked the employer to follow the OHSA and regulations.

A worker also cannot be penalized for

  • providing information to a Ministry of Labour inspector
  • following a Ministry of Labour inspector’s order, or
  • testifying at a hearing about OHSA enforcement
    • in court
    • before the Ontario Labour Relations Board
    • at a grievance arbitration, and
    • at a coroner’s inquest

Canada & Greeders ~ The Hidden Hatred

A Search for Kindness at easyhome

Learn more about Reprisals and  Section 50 of the OHSA

Ministry of labour Ontario ~ Reprisals (PDF)

Ontario’s Occupational Health and Safety Act (OHSA)

Information for Workers and Employers about reprisals (PDF)

Office of the Worker Adviser 

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2016-17 Student Video Contest

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Win cash prizes and provincial and national recognition!

Use your creativity to develop an original video that can be used in social media to illustrate the importance of working safely on the job. This year there is an optional theme: Start the Conversation!

Students can create a video showcasing:

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  • How to communicate with peers – at school, at work, or any other setting – about the importance of working safely on the job,
  • A message to peers to raise awareness about workplace safety, or
  • Any other health and safety messages students wish to convey.

The top Ontario video will be entered in the national contest to compete against secondary school winners from across the country. This year, the first place national winning video will be announced and shown at the North American Occupational Safety and Health (NAOSH) Week Launch ceremony on May 7, 2017.

Contestants can submit videos until the contest closes on March 3, 2017, at 11:59 p.m., Eastern Daylight Saving Time.


Who can enter?

directorchairThe contest is open to current Ontario secondary school students only. Please note that employees of provincial or federal workers’ compensation boards, provincial and federal ministries and departments of labour, the Canadian Centre for Occupational Health and Safety (CCOHS) and their immediate family members are not eligible.


How do I enter the contest?

4666895538323456Submitting your entry to the video contest is easy! Simply complete these three steps:

  1. Download the Contest Entry Form [PDF/306 Kb] from our website, and fill in all of the required information.
  2. Upload your video to Vimeo and specify the location (URL) on the entry form. Memberships to Vimeo are free.
  3. After the form has been completed and signed, send it to us. See the section titled Submitting your entry to find details on where to submit your entry form and video.

Learn more and what prizes will be awarded? »»»»»»

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Preventing Injuries – Avoiding Sprains and Strains in The Workplace

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Preventing Injuries

4912144479158272Avoiding Sprains and Strains Online Training Train 100% online today and minimize risk of injury on the job site! This course is specifically designed for those whose work activities involve manual labour. You will find it covers introduction to ergonomics, musculoskeletal injury, signs, symptoms, and risk factors associated with the onset of a MSI Strategies to minimize both risk of injury and improve overall comfort.

Who is this training for?

Employees whose work activities include manual labour.

What does it cover?

  •  Introduction to ergonomics
  •  What is a musculoskeletal injury?
  • chuckie-ohs Signs, symptoms, and risk factors associated with the onset of a MSI
  •   Strategies to minimize both risk  of injury and improve overall comfort

Key Features & Benefits:

  •  Multimedia course with interactive and engaging content. Includes audio narration.
  •  Contains key components required under the Health and Safety Code Jurisdictions.
  •  Significantly reduces training costs often associated with in-person training or remote training sites.
  •  Employee can take the course at their convenience and revisit the content at any time.

Learn more about the Industrial Ergonomics online Training

An Instant Solution For Infections In Your Workplace

Feel the difference of the Deb Stoko Product Range.

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Courtesy of Canada’s Occupational Health & Safety Magazine and The Safety Shop Magazine

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Bullying Scars

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The common mistake that bullies make is assuming that because someone is nice that he or she is weak. Those traits have nothing to do with each other. In fact, it takes considerable strength and character to be a good person. ~ Mary Elizabeth Williams

The Impact on Adult Life and Relationships

Untitled-1An explosion of research on bullying has raised our collective awareness of the serious impacts it can reading6gifhave on children. No longer do we accept it as an innocuous rite of passage, just a part of growing up that we grin and bear and grow out of later. But do we grow out of it, or are there lingering effects that last well beyond the school playgrounds and lunchrooms?

Is bullying traumatic and, if so, does it last into adult life? Are there life-long consequences or are the effects pretty much shed as people grow? Are some of us more resilient than others? Are there any positive or saltwater-woman5unexpected outcomes as a result of being bullied (or having been a bully) as a child? In an effort to answer these questions, Bullying Scars describes childhood bullying from the vantage point of those victims, bullies, and bystanders who are now adults; the book discusses how lives have been changed, and explores the range of reactions adults exhibit.

The research gathered for this book, through interviews with over 800 people, points out that even adult decision-making is often altered by the victimisation they experience as children at the hands of peers, siblings, parents, or educators.

1058572-nerdy-emoticon-reading-a-bookWritten in an engaging and accessible style that draws heavily from the rich interview data that deLara has collected, this book will be of interest to anyone struggling with the lingering effects of being bullied. Additionally, it is highly relevant to mental health professionals — counsellors, therapists, social workers, clinical psychologists — working with clients who are dealing with these issues.

Table of Contents

  • Preface
  • Introduction
  • Chapter 1 Bullying: The parameters of the problem into adulthood
  • Chapter 2 “Adult Post-Bullying Syndrome”
  • Chapter 3 Being Different: The Traces that Difference Leaves Behind
  • Chapter 4 “People-pleasing v. Revenge”: Consequences on development of being bullied
  • Chapter 5 “Angry Words Echo in My Brain”: Health and Mental Health Impacts
  • Chapter 6 Consequences in Relationships
  • Chapter 7 “I Am So Self-Conscious”: The Impact of Sexual Harassment
  • Chapter 8 Does Bullying Affect Decisions?
  • Chapter 9 It Comes Home to Roost: Bullying and the Family
  • Chapter 10 “Is There Anything Positive?”: Unexpected Outcomes of Bullying and Harassment
  • Conclusion

Author Information

Ellen Walser deLara, PhD, MSW, is Associate Professor on the faculty of the School of Social Work at Syracuse University. She is also a practicing family therapist with over 35 years’ experience working writingwith children, adolescents, and adults in both school and clinical settings. Her areas of research expertise address child maltreatment, school violence, and bullying from systemic and developmental perspectives. She has interviewed hundreds of teenagers and adults specifically about their secondary school experiences. Dr. deLara’s research has been featured on national and international media including: “The Today Show”; “Dateline”; “The Dr. Phil Show”; The Washington Post; CBC; and National Public Radio.

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Also of Interest

Housing First

Deborah Padgett, Benjamin Henwood, and Sam Tsemberis

9780199989805

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The Bystander Revolution

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I believe that at the end of the century the use of words and general educated opinion will have altered so much that one will be able to speak of machines thinking without expecting to be contradicted. ~ Alan Turing

Bystander Revolution: Colum McCann | Band Together

Worried you’ll bring the bullying on yourself or make the situation worse if you step in? A solution from award-winning author Colum McCann.

Simple acts of kindness, courage, and inclusion anyone can use to take the power out of bullying.

smilie-sign23Bystander Revolution is a website offering practical, crowdsourced advice about simple things individuals can do to defuse bullying and help shift the culture. No matter who you are or what you’re facing, you can find personal stories, suggestions, and encouragement from someone who has dealt with a similar issue. Search by problem or solution to find tips from people who have been targets, people who have been bystanders, and even people who have bullied.

Try one of the ideas. Share one with a friend. You can be of real help right away. And if these ideas spread and become habits, it could change the dynamics forever.

Mission and History

hugBystander Revolution was founded by author and parent MacKenzie Bezos to create a source of direct, peer-to-peer advice about practical things individuals can do to help defuse bullying. The ultimate goal is the discussion and spread of simple habits of kindness, courage, and inclusion.

tabletThe site launched in April of 2014 with unscripted content from dozens of passionate students, leaders and celebrities— over 300 short videos for a wide variety of problems and situations, each with a focus on simple but powerful actions bystanders can take to help. In April of 2016, the site was updated to include a number of additional resources: written tips crowdsourced from contributors and partner organizations; discussion materials to facilitate the use of its videos in classrooms and clubs; and The Weekly Stand, an initiative to spread simple habits of action.

Special thanks to our Ambassadors for their work advising the organization and spreading the word about Bystander Revolution online, in the media, and in their communities. These include Ambassador and Strategic Advisor Monica Lewinsky, Ambassador and early contributor Lily Collins, and our Youth Ambassadors: Hannah Alper, Jillian Frantz, Bobby Frantz, Molly Hernandez, Shereen Pimentel, Kat Zouboulakis, Carleigh O’Connell, Liam Clive, Oliver Clive, Natalie Madrigal, Paris Kirk, Katherine Schug, Jiaqi Gao, Alisha Woods, Ashleigh Weldon, and Gurwinder Singh.

Advisors

  1. Dr. Dorothy Espelage ~ a Professor of Child Development in the Department of Educational Psychology at the University of Illinois, Urbana-Champaign.
  2. Gavin de Becker is the nation’s best-known expert on the prediction and management of violence.
  3. doctor-with-stethoscope-smiley-emoticonDr. James McGee served as the Director of Psychology and Director of Law Enforcement and Forensic Services at Sheppard Pratt Hospital in Baltimore, Maryland until his retirement in 2001.
  4. Nicholas Carlisle is a human rights attorney, psychotherapist and the Executive Director of No Bully.
  5. Dr. Philip Zimbardo is Professor Emeritus of Psychology at Stanford University, and taught previously at Yale, NYU and Columbia.

To learn more and to continue reading  »»»»»»

Michael J. Fox | Bystanders

How can you help someone who is bullied or stereotyped for their differences? Advice from actor Michael J. Fox, who lives with Parkinson’s disease.

Bystander Revolution was founded by author and parent MacKenzie Bezos ~ The site launched in April of 2014

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5 Tools That Helped Me Survive A Workplace Bully

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“Knowing what’s right doesn’t mean much unless you do what’s right.” ~ Theodore Roosevelt

girlWhen I watched the powerful 2012 documentary called Bullied, I cried in recognition, grief, anger and sheer sense of helplessness to stop it.

At the end, there were memorials for children who had taken their lives because of bullying. I wanted to reach through my TV and shake those school principals and parents. I understood the victims and their sense of isolation and despair.

The main difference between children’s bullying and adults’ bullying is that the more “mature” bully leaves no physical scars. After all, there are laws for that!

Having worked in mental health, I’ve seen the other kinds of scars. Unfortunately, I’ve also been victim to them myself.

Years ago, I worked at a children’s charity. The executive director (ED) verbally abused staff. The first time I heard her scream, I thought she was injured and ran into her office. I was shocked when I realized screaming was her way of asking for a file. I was expected to intuitively predict her needs 900x900px-LL-cfaf9244_2fcc5fd1_talkhand-talk-to-the-hand-talk-hand-smiley-emoticon-000673-largeor incur her wrath. Charming.

She looked like somebody’s grandma complete with stuffed toys in her office and cross-stitched frames with statements of kindness and love. Actually, if you are familiar with Harry Potter, she was like Dolores Umbridge with her kitten plates. Except her eyes bulged more.

This ED was revered in the community and at her church as a do-gooder. When people would come to the office to discuss making a donation, she would tearfully gush about how wonderful they were to support the children. After they left, she would call them the most ungodly names saying they were (bad word) cheap.

Why do they bully?

According to the Workplace Bullying Institute, bullies are more likely to intimidate and discredit the stronger, more competent people and not the ones who are weaker. Their targets also have different values from their own: including ethics, integrity, fairness and collaboration.

The payback for bullying is that, by discrediting their colleague/subordinate, the bully’s career usually thrives. This was most certainly my ED’s case.

I didn’t leave right away.  I stayed because I loved the cause, got along great with my colleagues and was fearful of being unemployed again. If you’re in that very difficult situation, here’s your toolbox:

Tool# 1: Learn how to speak up.

number1First I asked her to please tell me what she wanted or needed, “one thing at a time.”  Her response was to look at me with disgust and question my intelligence. I repeated that I needed her to be clearer and to remain respectful so that I could help her. The other thing I did was to firmly say “please, do not shout.”

She was shocked that someone would tell her “not to shout.” When she couldn’t deny what had just happened, she would dramatically grab her chest and say that she is a breast cancer survivor from 15 years ago. Then she would whimper that this was “affecting her today.”

When I spoke up, there were times that she would stop for awhile, but she had more experience and endurance at bullying than I did at stopping her. Still, my small successes gave me a temporary sense of control.

Tool #2: Find out the history of the company and who might help

number 2During my interview, I questioned the high turnover of that position. They explained that non-profits can’t pay well enough to keep people. That was a red herring.

It quickly became apparent that she had a long history of bullying. Long-time bullies ALWAYS have people protecting them and making excuses.

One of the board members, who originally interviewed me, told me that it is the fault of the employees for tolerating the behaviours and for staying. I pointed out to her that “nobody stays.”

Out of curiosity, I asked this board member what was great about this ED. It turns out that she had helped them get rid of a “bad” director who was destroying their reputation and ability to raise money. They felt “forever in her debt.”

It was clear no one was going to help the staff. Basically, the ED knew where the body was buried.

When they start blaming the victim, as this board member did with me: GET OUT! The cost of staying is too high.

Tool #3: Learn your legal rights.

number 3It’s hard to take action when you fear retaliation. Because of that same inaction, victims of bullying may have rights they are unaware of.

In my case, I believed that if I quit, I would not be eligible for employment benefits and I needed an income while looking for another job. Clearly, this woman would not give a fair work reference so I felt fearful and stuck.

When my father unexpectedly died, her abuse escalated. I quit and reported her to my provincial Labour Standards with documented events. It turned out there was already a file on her from past victims and I received benefits right away. So check out free legal clinics and get informed.

Two years later, a successor called me saying she had found the detailed letter of resignation I had written to the board. She wanted to thank me for validating her experience.

Until she read my letter to her husband, he thought she was making stuff up. I mean come on: that sweet grandma, devoting her life to a children’s charity — a bully? No way!

She quit after we spoke and, following my recommendations, she also received all her benefits. I also told her:

Tool #4: After leaving a serious bullying situation, take some time to heal!

number 4THIS IS IMPORTANT! Recovery from bullying takes time. Just switching jobs without getting emotionally grounded could be a recipe for disaster. Having worked as a crisis counsellor, I can tell you that there is nothing brave about ignoring your mental health.Don’t play with fire — put some emotional distance, catch your breath and heal. Do not wait for a diagnosis of a burnout, depression or anxiety disorder. You’ll transition better into a new job and increase your future successes.

Tool #5:  Helping others can empower you.

number 5The last time I was bullied at a job, I was very capable of protecting my well-being and helping other targets. Although I am no longer there, I know that I made a difference for my colleagues by supporting and guiding them. I was able to stay calm while properly alerting her superiors to her specific behaviours.

I eventually left for greener pastures, but even after I left she couldn’t burp without the hierarchy taking notice. Eventually she left and my old colleagues remain beyond thrilled.

Article by Monique Caissie ~ Educational Speaker, Consultant and Executive Coach ~ April 13, 2016


Check out this New B.P Extra

This Cork duo’s anti-bullying song will touch your heart

Bantry singer and special needs assistant Claire Hayden is determined to raise awareness of the effect bullying has on children. So, Claire composed a song and recorded it along with 15-year-old student Becky Phillips.

The result is an online hit with 7,000 views on Youtube and counting in just over two weeks and 20,000 on other media. The lyrics portray a young girl tormented by bullying and a mother desperate to help, with Claire and Becky’s voices intertwining beautifully. The pair hope the song will be picked up by a charity and raise some cash for good causes.

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Workplace bullying focus of court case

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Mitchell addressed the issue of costs with criticism directed at lawyers and what he said has become a disturbing trend in the profession that leaves the courts accessible only to people who can AFFORD IT!  “This is a concern not just for the profession but for society as well,” he wrote.

(currently leads to corruption, didn’t I hear the above statement somewhere before) 

5459a4424897349b8adab05da9a1d428A family’s claim that workplace bullying led to Eric Donovan‘s fatal heart attack will proceed through the courts after a successful appeal of the case’s dismissal.

Donovan worked at Queen’s County Residential Services, which is an organization that helps people with intellectual disabilities.

In 2013 he suffered a work-related back injury and about a month later he had a heart attack, Donovan died fewer than two weeks later.

peiHis widow and two children allege workplace bullying caused Donovan stress, anxiety and fear, which led to his fatal heart attack.

Those allegations include that hostile and demeaning statements were made about his work performance, he was forced to work extra hours and he was forced to do unsafe workunif

Queens County Residential Services and Donovan’s supervisor, Nadine Hendriken, are named in the lawsuit that claims damages for losses the family suffered after Donovan‘s death.

The P.E.I. Court of Appeal heard the case after a lower court dismissed the claim saying it didn’t have jurisdiction over the matter.

In a unanimous decision, Justice John Mitchell disagreed judge-smiley-emoticonwith the lower court and overturned the dismissal along with an order for costs against the Donovan family.

Mitchell said lawyers should zero in on the issues on which a case will turn and not over prepare.

“One does not need to build a battleship to do the job of a dingy,” he wrote.

Mitchell also targeted the provincial government, saying it was making the problem worse by taxing legal services, adding fees for court services and increasing old fees.

12549judge_001The tax on legal services is not a tax on lawyers, Mitchell said, and noted $11,731 was paid in HST by one side in this case.

“Access to justice should be the right of every citizen and not turned into a profit centre by the government.”

Mitchell awarded more than $5,000 in costs. SMILEY20DELIVERY

Article by Ryan Ross ~ Published on February 02, 2016

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Study Finds That Homophobic People Are Actually More Likely To Be Gay

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Homophobia is more pronounced in individuals with an unacknowledged attraction to the same sex and who grew up with authoritarian parents who forbade such desires, a series of psychology studies demonstrates.

923004_10151331384711890_1479766938_nokEureka to actually hear or read it from a professional stand point as with these professionals at the University of Rochester in New York, the University of California and the University of Essex discovered through  psychological tests that individuals who identify as straight, often showed a strong attraction to the same sex, which I have many times over the years justified, (with reason, authoritarian parents ) that most of the hatred that was directed at me was not due of my sexuality at all but rather the realization that my sexuality represented the dark side of their own sexuality was what they really had issues of hatred dealing with or coming to terms with, not my sexuality, rightly so because 90% did eventually in a round about way bring it up in conversation or exited the closet. My many thanx for your hard work and research. In closing, through my own experiences and a life time of observations, I agree 100% with your findings. Terry.K 

stop-homophobia-d76466947A study has found that people who display homophobic tendencies are more likely to be gay.

Teams at the University of Rochester in New York, the University of California and the University of Essex found that individuals who identify as straight, often showed a strong attraction to the same sex in psychological tests.

Netta Weinstein, a lecturer at the University of Essex and the study’s lead author, said that

These individuals “may be threatened by gays and lesbians because homosexuals remind them of similar tendencies within themselves”.

The study analysed four separate experiments conduced in the US and Germany, which provided evidence that homophobia is in fact ‘external manifestation of repressed sexual desires’.

tumblr_n7vgfoXGtE1sp6e2vo1_r1_250Richard Ryan, a professor of psychology at the University of Rochester in New York, said that: “People who have homophobic attitudes, who are more prejudice or discriminatory against gay people, are themselves more likely to have a discrepancy between their unconscious attractions to same-sex partners than what they are aware of.

“Those people who have such discrepancies, who have really a split between their unconscious attraction and what they consciously say about themselves, are more likely to come from authoritarian homes.”

“If you are a parent who really believes your child should be straight, and when you use whatever means you can to convince them that they’re only good and worthy if they are, that would be very controlling and it creates a lot of conflict in the child.”

Professor Ryan concludes that the way that children process and resolve this information is yes-smileyto act out in a discriminatory or hateful way towards gay and lesbian people.

It’s hoped that the findings might help to explain the dynamics behind bullying and hate crimes.


Article for The Huffington Post UK by Sophie Brown ~ Posted: Jan 17, 2015


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Bullied preemies may develop mental illness as adults: Study

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The more Bullied as Children, increases the chance they may develop “Depression, Anxiety, Antisocial Behaviour or ADHD” as adults.

mcmasterHamilton, ON (Feb. 17, 2016) – Babies born at an extremely low birth weight (ELBW) are miracles, but they are more likely to be bullied as children, and this can significantly increase their risk for mental health problems as adults.

Not only that, but the more they were bullied as children, the more likely doctor-with-stethoscope-smiley-emoticonthey are to develop problems such as depression, anxiety, antisocial behavior or attention-deficit/hyperactivity disorder (ADHD) as adults, says a new study from McMaster University’s Michael G. DeGroote School of Medicine.

“Being bullied has a significant and lasting impact for those preemies, even into their 30s,” said Kimberly Day, lead author of the study and Lawson Postdoctoral Fellow at the Offord Centre for Child Studies at McMaster.

“This has Important implications for parents, teachers, and clinicians who need to be aware of the long-term effects of peer victimization on mental health. They need to watch out for bullying and intervene when possible.”

computer 22The study was published in the journal Pediatrics today. The study included ELBW babies who were 2.2 pounds or less at their birth between 1977 and 1982 in Ontario, who were interviewed at age 8, 22 to 26 and 29 to 36. They were compared to normal birthweight babies of 5.5 pounds or more who were born in the same time span and interviewed at the same intervals.

Bullying is common, with up to one-third of children worldwide facing peer victimization, and ELBW children are even more likely to be victims. ELBW children may be at risk for being bullied because of poor motor abilities, more anxiety and struggles at school, the study said.

doctor-smiley-emoticon“This is the first study to fully illustrate the profound and long-lasting effects of bullying on the mental health of preterm survivors,” said Dr. Ryan Van Lieshout, the senior author of the study and an assistant professor of psychiatry and behavioural neurosciences at McMaster. “Their risk for anxiety disorders is especially high, particularly among those who are exposed to bullying on a regular basis.”

And, of those ELBW children who were bullied, they were nearly twice as likely to develop a mental health problem such as anxiety, depression, or ADHD by the time they were in their 20s. nurses-wHowever, the risk was even higher for those who were bullied more often.

By their 30s, the ELBW adults who had been bullied as children were nearly 3 times more likely to have developed anxiety disorders such as obsessive-compulsive disorder, social phobia, and panic disorder. Rates were even higher for those bullied more frequently.


The study was funded by the Canadian Institutes of Health Research and the American National Institutes of Health.

Article by Veronica McGuire ~ vmcguir@mcmaster.ca  McMaster.ca 

It Doesn’t ‘Get Better’ For Some Bullied LGBT Youths 

Harassment, bullying and violence at work

Hollywood’s gay pin-up Ellen Page plays it straight


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2016 Wake Up Profitable Boot Camp for Business Owners

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Monday-Tuesday, April 25-26,2016

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Queen’s professor receives Order of Ontario for work on bullying prevention

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“The vision and the dream is a bully free Canada and we are on our way.” ~ Wendy Craig

News – When Wendy Craig received a phone call telling her she had been appointed to the Order of Ontario, she couldn’t believe it.

smile“I was totally surprised. I got a call on a Saturday afternoon and I was in shock,” said Craig, a professor and head of the psychology department at Queen’s University. “It was a good surprise, but still a surprise.”

wendy1For the past 25 years, Craig has been working on bullying prevention. Most notably, she is co-founder and co-scientific director of PREVNet (Promoting Relationships and Eliminating Violence Network) and has consulted on bullying prevention initiatives with some of the world’s most prestigious international organizations, but she didn’t always know that working on bullying was what she wanted to do.

queen-smiley-face-869049“My work started through a chance activity while trying to decide what to do my PhD dissertation on,” she explained.  “I was working on a project where we had put remote microphones on children on a playground and one of the things that struck me was how aggressive their interactions were. I started to see that it was repeated individuals being aggressive on the playground and that spurred my interest.”

That interest eventually turned into PREVnet, a network that has brought together over 100 researchers and 65 national organizations to look at bullying and how to prevent it.

Mac-mac-apple-busy-smiley-emoticon-000712-facebook“We learned quickly that what was lacking was the prevention element,” she said. “One of the things that our partners told us was that they have a lot of policies about how to address bullying when it happens, but they actually, in their training, don’t talk about how to promote healthy relationships, which is the number one way to prevent bullying.”

Through her work on bullying prevention, Craig helped develop a training module that has now been taught to over 300,000 people across the country and internationally through partners like Big Brothers, Big Sisters and the Red Cross.

Her work has also gained Craig quite a bit of recognition, including her recent appointment to the Order of Ontario, something she finds both humbling and encouraging.

“It was incredibly humbling to listen to the other recipients and learn about the work they have done, and to be among them,” she said. “But for me it was really a call to action to keep going and really accelerate the work. I felt like getting the acknowledgement was validating the work and recognizing the importance and significance of the work and challenging me to do more.”

6042493058023424The Order of Ontario is the province’s highest official honour and it recognizes individuals who have demonstrated a high level of individual excellence and achievement in any field benefiting the people of Ontario or anywhere in the world. Craig’s work definitely fits these criteria, but she points out that she couldn’t have done it alone.

“It is extremely flattering, but I am constantly reminded that it takes a network,” she said. “The impact we have is because of all the graduate students and organizations we work with. It just makes you realize that it really does take a village to take on a project like this.”

So what’s next for Craig and her ‘network’?

“We are trying to structurally engage government, engage corporations and then take some of the most successful projects we have been working on and scaling them up and out across the country,” she said. “The vision and the dream is a bully free Canada and we are on our way.”


Article for Kingston Heritage By Mandy Marciniak ~ Feb 3, 2016

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THERE’S NO QUICK FIX TO WORKPLACE BULLYING – THAT’S WHY WE NEED COURAGE

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“The standard you walk by is the standard you accept.” ~ Australian of the Year David Morrison

Studies on workplace bullying suggest as many as 96% of people have been victims, and it leaves a permanent impression. Petrina Coventry outlines some things we can do about it.

Despite increasing measures to combat workplace harassment, bullies remain entrenched in organisations. Changes to law and regulation aimed to stamp out the practice altogether, but instead they have transformed bullying into an underground, subversive set of behaviours. Now hidden, these behaviours often remain unaddressed.

drawing-the-love-sign-smiley-emoticonIn others cases anti-bullying policies can actually work to support perpetrators. Where regulations specify what bullying is some people will cleverly use those rules as a guide to work around. Although these people are no longer bullying in the narrow sense outlined by policies or regulations, their acts of shunning, scapegoating and ostracism have the same effect. Rules that explicitly define bullying create exemptions, or even permissions, for behaviours that do not meet the formal standard.

Anti-bullying rules can help bullies to manipulate without being punished.

749e22b0b3ee4102fdaaaef442a2f74fThese insidious behaviours can remain undetected for long periods of time because they are more difficult to notice or prove. As Kipling Williams and Steve Nida argued in a 2011 research paper, “being excluded or ostracized is an invisible form of bullying that doesn’t leave bruises, and therefore we often underestimate its impact”.

“Ostracism” Consequences and Coping

thumbsOstracism means being ignored and excluded by one or more others. Despite the absence of verbal derogation and physical assault, ostracism is painful: It threatens psychological needs (belonging, self-esteem, control, and meaningful existence); and it unleashes a variety of physiological, affective, cognitive, and behavioral responses. Here we review the empirical literature on ostracism within the framework of the temporal need-threat model. 

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smileys-cz-7The bruises, cuts and blows are less evident but the internal bleeding is real. This new, psychological violence can have severe, long term effects. According to Williams, “Ostracism or exclusion may not leave external scars, but it can cause pain that often is deeper and lasts longer than a physical injury”. 

This is a costly issue for both individuals and organisations. No one wins. Individuals can suffer symptoms akin to Post-Traumatic Stress Disorder. Organisations in which harassment occurs must endure lost time, absences, workers compensation claims, employee turnover, lack of productivity and the risk of costly and lengthy law suits as well as a poor reputation.

So why does it continue?

continueFirstbullies tend to be very good at office politics, working upwards and attack those they consider rivals through innuendo and social networks. Bullies are often socially savvy, even charming. Because of this, they are able to strategically abuse co-workers whilst receiving positive work evaluations from managers.

Secondly: policies aren’t the panacea they are sometimes painted as. If they exist at all they are often ignored or ineffective. Areport by corporate training company VitalSmarts showed only 7% of workers know someone who used an anti-bullying policy in their defence – for the majority, it didn’t work. Plus, we now know some bullies use policy to craft new and seemingly licit means of enacting their power.

Thirdly: cases often go unreported, undetected and unchallenged. This inaction rewards perpetrators and empowers them to continue behaving in the same way. This is confusing for the victim, who is stressed, unsure and can feel isolated in the workplace, undermining the confidence necessary to report the issue. Because of this, many opt for less confrontational path – hoping it will go away in time. It usually doesn’t.

We always need to be mindful of the possibility one of our colleagues is being subject to unacknowledged bullying.

zipWhat can you do if colleagues are being shunned and ostracised by peers or managers? The first step is not to participate. However, most people are already likely to be aware of this. More relevant for most people is the need not to become complicit by remaining silent. It’s not enough to abstain from being a bully ~ the onus is on you to take positive steps against harassment where you witness it.

Watch Australia’s Chief of the Army, Lieutenant General David Morrison’s message about unacceptable behaviour, this attitude is the ONLY attitude that should be acceptable for any ethical leader in a professional role, or as General Morrison’s states, “GET OUT” and go do something else with your life!

good-luck-2By doing nothing you allow psychological attacks to continue. In this way, silent witnesses bear partial responsibility for the consequences of bullying. Moreover, unless the toxic culture that facilitates bullying is undone, logic says you could be the next victim.

However, merely standing up to harassment isn’t likely to be a cure~all solution. Tackling workplace bullying is a shared responsibility. It takes regulators, managers and individuals in co-operation with law, policy and healthy organisational culture.

It’s not enough to abstain from being a bully – the onus is on you to take positive steps against harassment where you witness it.

your-wealthOrganisational leaders in particular need to express public and ongoing support for clearly-worded policies. In doing so, policies begin to shape and inform the culture of an organisation rather than serving only as stand~alone documents. It is critical managers understand bullying’s implications for culture, employee wellbeing and their own personal liability.

When regulation fails ~ the dilemma most frequently seen today ~ we need to depend on individual moral character. Herein lays the ethical challenge. “Character” is an underappreciated ethical trait in many executive education programs, but the moral virtues that form a person’s character are the foundation of ethical leadership.

What can we do about it? Challenging workplace bulling takes vigilance, awareness and courage.

A return to character might diminish the need for articles like this. In the meantime, workplace bullying provides us all the opportunity to practice courage.

the-silent=killers

Article by Professor Petrina Coventry ~ Feb 7, 2016 ~ As Industry Professor and Director of Development at the University of Adelaide, specialising in the area of organisational and business ethics. She is also a Vincent Fairfax Fellow.

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National children’s theater company to perform anti-bullying show locally

Girl Scouts use grant to share anti-bullying message


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Workplace Bullying (The Living Poison)

UN UN High Commissioner for Human Rights Interviewed by DPI
Zeid RaÕad Al-Hussein, UN High Commissioner for Human Rights, is Interviewed by DPI

923004_10151331384711890_1479766938_n20f9964ea1707dee2444c26e68ec775aAs the week progresses I find that my injury is much better today and continues to heal nicely, this sort of sprain should not had happened if I were under the supervision of an ethical management team, a team with leadership abilities, unfortunately I am not. After just over one year with this company I have come to the reality that this will not ever change, a poison company does not start out as such rather the poison is spread over time throughout the company starting in the ranks of management trickling down through the ranks of employee’s creating a poison environment right across the board.


Throughout and over the course of the last 12 years, 2004 to present day how the mobbing started was through “Bribery” which I have witnessed several times from SunGard to Easyhome, whereby a manager or employee has been given money or through vehicle purchases as payment to single out and target an employee(s) which has become a growing problem in Canada and around the world, “Would you trust an employee known to take a bribe?


e0e65bf6e7b87ab2a948e59a65c9ff69If we continue to turn a blind eye and look away, future generations will find hardship and difficulty in reaching a productive and fulfilling life, so are you concerned about your future and your children’s future?, maybe you don’t care because it don’t directly affect you in the present moment but mark my words as the media show that Mental illness is becoming more and more visible in today’s society only to become a greater strain on future generations.


We are talking about a silent war lead by greed and the power to obtain it, but don’t take my word for it after all it’s your world now, I am just waiting for my number to come up. 

UN News Centre: What are the biggest challenges ahead in 2016 for human rights?

Article by Terry.K ~ posted January 20, 2016 

the-silent=killers


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Unethical public sector behaviour: there’s an app for that!

ethicos

A smartphone app designed to be used to confront bad behaviour and dodgy ethics in the workplace 5bffa15e76893ea4c1a195f63963e6fc6dcdfc193992012will be released later this year.

61e707c68ea519c6d51237b14d9cf7efGovernment News spoke to Howard Whitton from Brisbane company Ethicos, which is behind the app, about how it can be used to ensure public servants are more ethical, knowledgeable and better behaved.

One of the big selling points of the Ethicos app is an issue-specific Fairness Toolkit of short animations based on real-life scenarios and covering areas such as workplace bullying, sexual harassment, conflict of interest, fraud, identity theft, misconduct and abuse of office.

Mr Whitton and his Ethicos Group colleagues, most of whom have been specialising in ethics and integrity in Australia’s State and federal public services for over two decades, says each of the scenarios is designed to present “a short slice of life in a realistic way.”

“We aim to keep people out of trouble and institutions out of court,” Mr Whitton says. “We talk about “show and ask”. Our scenarios test whether an individual is able to identify ethical problems correctly, so that organisations and employees can assess their risks and strengths and target ethics training to individuals.”

Animations get to the heart of the issue, without employees wading through 400 pages of the Code of Conduct or conflict of interest guidelines, he says.

For example, one scenario deals with workplace bullying, gender discrimination and exclusion.

Carmel’s colleague Clinton is constantly putting down, trashing her ideas, excluding her from meetings and patronisingly calling her ‘dear old thing’.

images (2)When Carmel informs her boss about Clinton’s behaviour he brushes her aside, telling her to “settle down.”

The boss says: “It’s probably your hormones. You’re just depressed. There’s no time for this now, Carmel, ok?”

The most commonly requested videos by corporations are about workplace bullying, sexual harassment, conflict of interest and misconduct. There are also requests for information on conducting workplace investigations and whistleblowing.

Mr Whitton says local councils could also benefit from the app, particularly where council officers are being told by mayors or councillors to do something that makes them feel uncomfortable.

smiling-emoticon-giving-thumbs-up“Often the mayor or councillor doesn’t understand what they’re asking and it’s really difficult for local government officers to say “no, you can’t do that,” Mr Whitton says. “They’re increasingly concerned about being pulled up by ICAC.”

Tertiary education providers have shown a keen interest in the app too, particularly as more problems come to light around fudging research results, grant fraud, the sexual harassment of female academics, workplace bullying and plagiarism.

Universities have told us that workplace bullying is a problem. Some have also said, “we have a problem getting academics to understand conflict of interest, especially in research.”

Some videos are specially tailored to particular organisations. For example, Emergency Services want videos to depict familiar characters in specific uniforms and using realistic language and situations.

The app can also be downloaded by individuals facing difficult situations at work and can give advice on how to deal with a situation and who to talk to.

But about three-quarters of people who watched the videos failed to recognise all the ethics breaches that they are watching.

eating-popcorn-smiley-emoticonAsked why he thought the number was so high, Mr Whitton replies: “because these days they’re not trained. People only see what they have been trained to see in a relevant context.”

“In the last ten years ethics training has been pretty much non-existent.,” he says. “There was a flurry in the nineties to do Code of Conduct training which we were part of but we know that there’s a huge gap between people knowing what’s in the code of conduct training and actually recognising a problematic situation when it happens in front of them.

“If you expect people in any walk of life to play by the rules then they have to be told what the rules are, and broadly speaking, we don’t do that anymore. We talk about ‘Values’ instead.”

He said the Victorian state public service generally did a better job on ethics training than anybody else in the country.

The app costs around $10 per person per year for a medium-sized company or government agency.


Article by Marie Sansom on November 9, 2015


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Is your business being stifled by fear?

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SmileyWorkReportsASAP‘Human systems, just like all systems in the world, are energy systems. The way energy is managed throughout the body and the brain has a profound effect on behavior.

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A new book that explores the neuroscience of the workplace and the crippling effect of fear is sure to strike a particular chord with some LGBT employees


sleeping-in-classBookstores are over-stocked with tomes on leadership and success in business, but a new publication is one of the first to concentrate on the crippling effects of fear in the workplace.
The Fear-Free Organization – Vital Insights from Neuroscience to Transform Your Business Culture is by Dr Paul Brown, Joan Kingsley and Dr Sue Patterson. It offers a convincing argument as to why provoking fear in employees is likely to stifle productivity and lead to a depressed and demoralized workforce.

The book draws upon real-life business stories and the latest research into neuroscience.

If ‘neuroscience’ sounds dry and academic, the The Fear-Free Organization is anything but. It’s a readable, accessible work that compares organizations to the human mind.

In the same way that fear will trigger a ‘fight or flight’ response in humans, fear at work will provoke similar survival tactics among employees; Instead of working on creative solutions to problems, staff will instead concentrate on coming up with excuses for missed deadlines and covering their own backs.

office-desk-emoticonWhat sort of fear is common at work? The fear of not hitting targets; the fear of not knowing what management are doing; the fear of being thought a slacker; the fear of losing your job or status, or treated unfairly; the fear of the business going bust; the list goes on and on.

Fear in the workplace can lead to bullying, gossip, undermining behavior, hijacking tactics, behind-doors jockeying for status and favoritism. Such behaviors will inevitably have an effect on the health and emotional well-being of staff.

If that sound familiar then you could be working in work environment where fear is running rampant.

As the book explains: ‘Fear-based cultures foster short-term thinking: you become defensive, seek to avoid confrontation or reprisal and focus on eliminating any threats instead of working together to deliver shared targets and outcomes.’

So what’s the antidote?

businessman-smileyNeuroscience informs us that feelings can be broken down into eight basic categories: fear, anger, disgust, shame, sadness and surprise prepare us to deal with danger, while on the flipside of the coin, excitement/joy and trust/love provoke attachment and growth.

Eliminating fear in the workplace requires companies generating excitement, joy, trust and love in staff. Chief among these is trust.

Although The Fear-Free Organization briefly touches upon the value of encouraging diversity at work and the business advantage of having a diverse workforce, it doesn’t, unfortunately, specifically address the fear that many LGBT people may feel at work around revealing their sexuality.

According to research by Human Rights Campaign, just over half (53%) of LGBT people in the US continue to hide who they are at work. They instead use precious energy avoiding questions about their personal life and making sure that their ‘secret’ is not revealed.

Not surprisingly, the cost to individuals in terms of happiness, security and productivity can be immense.

Approached by Gay Star Business, one of the Fear-Free Organization’s authors agrees.

work-school‘Fear is likely to be pervading your internal world if you are working in an environment where you can’t be yourself,’ says Joan Kingsley, a Consultant Clinical and Organizational Psychotherapist.

‘It is difficult to be productive and creative at work if you have to play a role and pretend to be someone you’re not. That takes a fair amount of energy that could be put to better use.

Or, as LGBT advocacy groups, Stonewall, sums it up; People perform between then they can be themselves.


Want to create a fear-free environment at work? The Fear-Free Organization offers several recommendations. Some of the chief ones are as follows:

  • Leaders are responsible for creating the climate, culture and mood within which others will either flourish or fail. They provide a sense of excitement and purpose to the organization.
  • The most important emotion to motivate people in organizations is trust; trust that they are being kept aware of what’s going on and trust in the belief that they will be treated fairly. Fear-free organizations are underpinned by honesty, openness and trust.
  • Individuals should feel welcomed and respected at work; respected as individuals who can make honest mistakes and can expect support for recovering from those mistakes. Growth, after all, comes about through trial and error.
  • People respond to certainty; when there are clear expectations, clarity and commitment to what is expected. Leaders set an organization’s direction and goals – which need to be clearly conveyed throughout the organization.

smileyfacewithcomputer_000But won’t people always feel some degree of fear at work – particulary during tough economic times?

Kingsley says that although fear is ‘hard-wired’ into our brains, and serves a vital purpose when it comes to helping us avoid danger, creating a fear-free organization remains a realistic goal.

‘The fear-free organization is built on relationships of trust. It has zero tolerance for using fear to manage and motivate.

No organization can predict the dangers and disasters that inevitably happen in the external world. However, the fear-free organization creates an environment that fosters trust amongst colleagues.

‘It creates an environment where people are working together to effectively respond to challenges presented by external competition.’

smiley-face-thumbs-up-thank-you-nice-day-thumbs-up-smiley-emoticonThe Fear-Free OrganizationVital Insights from Neuroscience to Transform Your Business Culture, by Paul Brown, Joan Kingsley and Sue Patterson, is out now via KoganPage.


Article by David Hudson – 13 August 2015


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Human rights and workplace bullying: in a word: “unacceptable”

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Stewart McKelvey

Canada May 26 2015

6i3zxbkmA May 2015 British Columbia Human Rights Tribunal awarded $15,000 in damages for injury to dignity, feelings and self-respect to a former employee who alleged hurtful, frequent and unprovoked comments by his employer, in front of customers and co-workers, that left him feeling “very depressed and suicidal”. The full decision can be accessed by clicking on the following link, Garneau v. Buy-Rite Foods, Shingara Sumal, Sutej Sumal and Inder Sumal (2015 BCHRT 77 (CanLII)).

What happened?

doctor-with-stethoscope-smiley-emoticonMr. Garneau suffered from a birth defect that affected him both mentally and physically and also manifested in his physical appearance and weight. He disclosed this disability to the employer when it assumed ownership of the store in 2008. Mr. Garneau had worked at the store since 2001. Mr. Garneau was also gay, but was not public about his sexuality. He testified that the new owners called him “faggot”, “idiot”, “retard”, “fucking stupid”, “fatty” and that he was harassed and constantly asked “are you gay, are you gay, are you gay”? In addition, Mr. Garneau testified that he was physically assaulted by another employee, and had personal property damaged and stolen.

What did the Tribunal say?

reading6gifThe Tribunal found that Mr. Garneau established that he has both a mental and physical disability and that the employer as aware of this. Mr. Garneau also established that the employer perceived him to be gay. The Tribunal said:

I accept Mr. Garneau’s testimony that he was bullied, harassed, assaulted, and discriminated against by the Sumals and find that such treatment had significant deleterious effects. His self-esteem was affected; he testified to feeling depressed and suicidal; he found the constant name-calling, in front of customers and co-workers, hurtful and offensive. These slurs, exacerbated by the physical assaults and threats, had a profound impact; it made him powerless and, as he testified, to feel less than human. His repeated requests to the Sumals to desist was mocked and ignored; they were apparently oblivious, willfully ignorant, and/or indifferent to the impact of their behaviour upon Mr. Garneau.

In all instances – mental disability, physical disability, and sexual orientation – I find Mr. Garneau’s characteristics are protected from discrimination. It is apparent that the Sumals had little regard for Mr. Garneau and undoubtedly saw him as someone who could be mistreated with impunity. I find this treatment to have affected him profoundly and adversely.

What does this mean for employers?

16515888-emoticon-smiley-thinking-smiley-face-cartoonThe nature of the harassment in this case went “beyond the pale” and was “egregious”. The decision is a serious reminder to all employers that workplace harassment based on human rights protected characteristics is not acceptable. Employers must have policies and training in place to ensure that all parties in the workplace understand human rights and what types of behaviour is unacceptable at the workplace.


Article By Lexology & Stewart McKelvey – Lisa Gallivan and Alison Strachan


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Workplace bullying can be defeated by bold and decisive leaders

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If you have experienced or witnessed bullying in the workplace you are probably aware of the devastating impact that verbal and psy­chological abuse can have

All too often I meet people whose health, wellbeing, engagement or job performance have been affected by the behaviour of bullies. It is equally common to encounter people who are able to share stories of family or friends being subjected to extraordinarily unfair and inappropriate treatment at work. Driving bullying from our workplaces will happen when we all make it a priority. Employers have a legal obligation to provide a healthy and safe work environment, but creating a bullying-free workplace involves everyone doing their part. Leaders play an especially important role, however, in setting the standard and holding people accountable.

Here are six things every manager needs to know about dealing with bullying:

  • 10854667-3d-man-holding-two-smileys-Stock-Photo-man-sad-emotionsA respectful culture is the key to prevention. Demonstrate and inspire respect, kindness and sensitivity. Expect every member of your team to act with compassion and give reasonable consideration to how others feel. Reward and recognise people who demonstrate sincere regard for their colleagues and the desire to support everyone to succeed.
  • Culture starts from the top. A leader’s behaviour sets the tone for the conduct of others. Lead by example: behave respectfully and demonstrate that bullying is never tolerated. Set a high standard to hold yourself and others accountable. Exhibit the behaviours you want from others through your decisions and actions.
  • Action is necessary. Meeting your obligation to provide a healthy and safe work environment requires that you take proactive steps to protect not only your team’s physical safety but also its psychological wellbeing. Complaints of bullying must be investigated thoroughly and impartially. Appropriate outcomes need to be applied.
  • happy-friends-smiley-emoticon

  • Consequences are essential. Regardless of the position anyone holds in terms of power or influence, no one should be allowed to bully anyone else. It takes ­discipline and a consistent approach to applying a zero-tolerance policy to drive bullying from an organisation’s culture. If an ­investigation concludes that a member of your team is guilty of bullying, appropriate con­sequences must follow through disciplinary action.
  • Acting early matters. It can be tempting to sit back and hope the issue will take care of itself. However, unless the bully leaves your business, that is unlikely. Take steps to address the issue as soon as you become aware of it; at times you’ll be able to nip brewing issues in the bud. Be responsive and quick to investigate complaints. Avoid the tendency some man­agers have to dismiss those perceived as coming from overly sensitive people.

smiliebunchTough love can work. Honesty delivered with respect is critical to building awareness and influencing the behaviour of a bully. Expect bullies to demonstrate greater regard for others and the ability to regulate their conduct to stay with your business. Ensure they clearly understand what behaviours are required of them and the consequences of inappropriate conduct. Balance this firm approach with compassion and sensitivity. Express confidence in their ability to change and ensure the support will be provided to them.


ARTICLE BY KAREN GATELY THE AUSTRALIAN MAY 16, 2015 Karen Gately is a leadership and people-management specialist and a founder of Ryan Gately; http://www.karengately.com.au.


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10 signs that you’re being bullied at work

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Signs you are being bullied at your workplace and what you could do about it

tesignsWhile bullying is usually perpetrated by someone in a position of power and authority, peers and even subordinates are also known to engage in bullying. A bully (read: weak soul) is actually an insecure, paranoid, control freak. Their aim is to belittle and ultimately diminish their prey through persistent hostile and unnecessarily rude behaviour. Can you spot such a type at work?

Here are 10 signs that you’re being bullied at the office:

  1. See obvious biasness
  2. smileyOthers in your work group are receiving preferential treatment top projects, travel perks and free time. Meanwhile, you find that most of your requests along the same lines are denied without reasonable explanation.


  3. Your progress goes unseen
  4. Volunteer Smiley ABCSay you’ve been given a directive with certain objectives, an ultimate goal and a deadline. You work hard and with focus only to find out, that suddenly there’s a change in direction on the project. Your progress is not celebrated or applied to the new project, but not even taken into account.


  5. All your decisions are questioned
  6. 70af5fd5816fbcf51c46f860a5bed205So you are constantly bombarded by excessive micro-managing? You don’t feel like your intuition or decisions are being trusted, and you can’t explain why.Your boss and others hover over you much more than telling you what to do (and what not to do). You get the sense that you are wrongly perceived as incompetent and your decision-making capability is greatly reduced as a result.


  7. You are socially alienated
  8. smileyface8201All of a sudden, you’re excluded from meetings you once attended. Your colleagues tend to discuss work prior to your arrival and you are left with absolutely no clue what to do. Besides, you are not marked on important mails. Co-workers tend to avoid you and keep interaction to a minimum. You may also find that you’re no longer invited to post work drinks with your teammates.


  9. You often feel targeted
  10. winking-smiley-carried-sad-angry-ones-3871588Often, when you make a comment, suggestion or disagree with someone’s opinion, you’re responded to with a plethora of responses by others. It doesn’t matter whether you’re right -the gang mentality is determined to prove you wrong.


  11. Your health is failing
  12. doctor-anti-virus-21084059Mentally, you’re drained and your energy is zapped. You’re sleeping more and getting out of bed is a real task for you. Exercising and socialising with your folks is a chore. Bullying can lead to depression, anxiety, panic attacks and mood swings. There are physical symptoms such as increased blood pressure, rapid heart beat, and loss of appetite (or excessive eating).


  13. Have experienced verbal spat
  14. images (12)You’re subjected to negative, abusive language -reprimanded often in front of the entire office. Verbal abuse can also be more subtle than loud insults.You may find that you are being joked around with in a way that makes you feel uncomfortable and small, and that too can be verbal bullying.


  15. Your work is publicly diminished
  16. images (6)Your dedication to your job is not acknowledged by your boss or they give credit to others (for your hard work) in a public setting such as a meeting.


  17. Face unnecessary criticism
  18. 78It seems that in the eyes of your boss, you are ineffective and unprofessional. Feedback is always provided in the form of criticism and delivered in a way to make you feel awful about yourself. There’s no effort to provide guidance.


  19. Presented unreasonable obstacles
  20. smilieatworkSo does the boss man purposely throw roadblocks in front of you to prevent you from successfully completing a project? Now, this is a major act of bullying.


How to deal?

Once you’ve come to the realisation that you’re a victim of bullying -at work, or life -it’s important to know what kind of re course you have. Here are possible actions that you could take.

  1. Speak to a trusted authority in the organisation: A good start may be human resources. They should be able to help you under stand, if you’re actually being bullied. If it’s determined that a bullying situation exists, they can also provide guidance on how to deal with it. Alternatively, you may feel more comfortable speaking with a higher authority senior colleague.
  2. Know your rights: If you feel that you’re not being heard within your company, you might seek external counsel.
  3. Find another job: This should be a last resort. But sometimes it’s not worth the fight -emotion ally and financially. Respect your self. Look for new employment with a company possessing a strong culture of integrity. Such companies have zero tolerance policies
  4. .


Article published by Mumbai Mirror | May 12, 2015, Stay updated on the go with Times of India News App. Click here to download it for your device.


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CCOHS Launches e-course on Bullying, Domestic Violence

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Domestic violence and bullying in the workplace cost businesses money every year in lost productivity (through absenteeism, tardiness and inability to perform duties) and compromises the safety of the organization and its workers.

1954246244_1386598483The Canadian Centre for Occupational Health and Safety (CCOHS) has released two e-courses that focus on violence related topics, domestic violence and bullying, to help people understand the impact these forms of violence can have on the workplace and how risks can be mitigated.

Domestic Violence in the Workplace:

Although domestic violence may not be recognized by some as a workplace hazard, it can interfere with the victim at work and impact a workplace. This e-course will help participants understand the effects of domestic violence on the organization and its workers, and how to recognize the signs and symptoms of domestic violence. The course will also identify the roles of the employer, supervisors and employees in supporting victims, and preventing related workplace violence.

Bullying in the Workplace:

Bullying is becoming increasingly recognized as a serious workplace problem that can cause undue stress, anxiety, and low morale among workers. This e-course will help participants recognize the signs of bullying, understand the effects of bullying on the organization and its workers, and mitigate the risks.

The e-courses were developed in collaboration with the Public Services Health and Safety Association and are available in English and French.


Published 30 April 2015 in Training Stories Exclusive


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Criminal codes now allow for workplace cyber-bullies to be penalized

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MANAGEMENT & HR

It is important for both employers and employees to know that there are Criminal Code provisions that can be used to penalize online bullies.
It is important for both employers and employees to know that there are Criminal Code provisions that can be used to penalize online bullies.
Unfortunately, society has become accustomed to hearing tragic stories in the news regarding the consequences of cyber-bullying among Canadian youth – with Reahteh Parsons and Amanda Todd still fresh in our minds. While cyber-bullying among teenagers is well documented, less has been written about a growing issue for Canadian adults.

A Pew Research Centre study of October 2014 shows 40 per cent of adult Internet users have personally experienced online harassment, ranging from name-calling and embarrassment to physical threats, stalking and sexual harassment. A spike in the number of arbitration cases dealing with instances of cyber-bullying proves that the problem is spilling over into the workplace and the number of cases is only expected to increase, along with direction from arbitrators.

The Ontario Occupational Health and Safety Act was amended in 2010 to provide that employers have obligations to prevent and address violence and harassment in the workplace. Many employers are reluctant to be proactive on speaking to employees about the darker side of human behaviour, but it’s important they do so as there are strict penalties for individuals and corporations who do not comply with the OHSA. It’s therefore imperative employers conduct assessments, create policies‎ and programs, and deliver training to all employees about anti-violence and anti-harassment. Penalties for failure to comply with the OHSA include, for individuals, a fine of up to $25,000 and/or imprisonment of up to 12 months and a fine of up to $500,000 for corporations.

Untitled-1In one such example of a criminal record being imposed, the Ontario Court of Appeal, in October 2014, convicted a Ashish Dewan of criminal mischief and criminal harassment after he posed separately as a girlfriend and colleague online and made degrading comments about them. Dewan pleaded guilty and was sentenced to five months time served, a suspended sentence and two years probation for the criminal mischief conviction, and two years probation for the criminal harassment conviction.

Labour and employment lawyers are often asked about the extent to which employees can expect privacy with respect to their online conduct inside and outside of work. The short answer is employees should never assume they have an absolute right of privacy in such communications. The Internet can no longer be considered a private medium, particularly insofar as online communications impact the workplace and, importantly, workplace relationships.

This message has yet to sink in with employees, and with potentially criminal consequences, there is a clear and present need for employers to temper any employee expectations of privacy. Employers need clear and communicated policies that emphasize personal use of work IT equipment should be kept to a minimum; elaborate the employer’s right to monitor suspicious activity; and inform employees they can and will be disciplined for improper online conduct that has a “nexus” to work.

Many employees might be reluctant to report comments made outside of the workplace on social media forums for fear of bringing what might seen as a personal issue into work. We encourage workers to voice these concerns and there have been many examples where arbitrators have upheld dismissals in cyber-bullying cases where comments were made outside of work. For example, in Canada Post and CUPE, a postal clerk was dismissed for just cause relating to Facebook posts containing offensive, vulgar and threatening material primarily directed at her supervisors.

8317d01d85e78d9ffe9e8ec5efdf8521The following recommendations to those experiencing cyber-bullying might seem commonsense, but can be easily forgotten when faced with a deeply embarrassing and traumatic situation.

First, do not reply to messages or posts from cyber-bullies and make copies of all such messages or posts (including pictures). Report any concerns to your employer and follow any applicable policies it has. Your co-operation in any employer investigation is crucial in ensuring the cyber-bully is appropriately punished. If the conduct appears to be criminal, do not hesitate to contact the police.

Melanie Warner is a partner in Borden Ladner Gervais LLP’s labour and employment group.


Article by Melanie Warner, BLG, Special to Financial Post | April 28, 2015


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Time to Put Bullies in Their Place

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doctor-smiley-emoticonThe American Nurses Association is developing a position statement aimed at eliminating bullying in the workplace, and would like your thoughts on the proposed recommendations.

20150414_bullyAbout half of all nurses have been subjected to aggressive, disruptive behaviors from peers, authority figures and patients or their families, according to the ANA, which says healthcare professionals are among the leaders in missing days from work because of violence-related injuries.

The ANA says workplace violence can cause fear among staff members, resulting in poor performance and career dissatisfaction that increases turnover. Additionally, notes the ANA, nurses have the right to work in bully-free facilities, where they feel free to speak up about verbal or non-verbal attacks without fear of retaliation.

???????????????????????????????????????????????????????????????????????????????????ANA President Pamela F. Cipriano, PhD, RN, NEA-BC, FAAN, says proactive efforts are needed to protect patients and nurses from workplace violence, and that healthcare organizations need to dispel the notion that verbal or physical attacks are unfortunate realities of a career in nursing.

Share your thoughts on the ANA’s proposed position statement Incivility, Bullying, and Workplace Violence during a public comment period that runs until the end of this month.


Article published: April 13, 2015 by Daniel Cook


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Freedom from Workplace Bullies Week

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smilieatworkEveryone Deserves a Safe, Healthy Workplace


Dr. Gary Namie of the Workplace Bullying Institute shares thoughts on Freedom From Workplace Bullies Week.


wpbullyweekBullying is a systematic campaign of interpersonal destruction that jeopardizes your health, your career, the job you once loved. Bullying is a non-physical, non-homicidal form of violence. Because it is abusive it causes both emotional and stress-related physical harm.
Freedom from Bullies Week is a chance to break through the shame and silence surrounding bullying. It is a week to be daring and bold.
The power of workplace bullying is its ability to stay hidden in plain view. Make every workplace safe and take a stand against workplace bullying!
No matter the role, anyone can help stop workplace bullying. See what you can do.


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Gay Calgary police officer promotes anti-bullying program of hope

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policeAs a kid, Tad Milmine was bullied by a hostile step-mother, ignored by a drunken father and banished to the basement of the family home in Cambridge, Ont.

alta-fivequestions20nw1School wasn’t any better. After running away at 17, Milmine struggled with his confidence and sexuality. Now, in the job he always wanted, the openly gay Calgary police officer is promoting Bullying Ends Here, a program of hope, writes Allan Maki.

What was your childhood like?

I’d come home from school and go right to the basement, and it was a real basement with concrete walls, no TV, no radio, just a bed. Sometimes I’d be allowed to come up for dinner, most of the time it was left at the top of the stairs so I’d eat it in the basement. … I remember two boys once followed me after school. They kept calling me names. When I got home, I said, ‘Okay, I’m safe.’ I could hear some fumbling around on the porch area. Eventually, I went upstairs. The two guys were gone but I could see the glass screen door was all covered in spit. I didn’t want my stepmom seeing that because I would be the one blamed for it.

How did you end up becoming a police officer?

chuckie-rcmp2After I ran away from home and got my own apartment, I was working in retail and restaurants and it was just a fluke encounter that at 32 years old I met someone who was a police officer. I remember saying that was my dream. That’s when he said, ‘Have you ever tried? Why wouldn’t you at least try because you have nothing to lose but potentially everything to gain?’ So I did. I applied. I ended up being hired by the RCMP in Surrey, B.C.

You left the RCMP last year. Was it because of your sexuality?

I was not out as a gay man when I applied. It was two years into being a Mountie that I did. … Leaving was about my [anti-bullying] program. I was doing it on my own time at my own expense. I was served a document from the RCMP – eight pages – that was basically a cease-and-desist order saying I had to stop immediately. Shut the website down. No more e-mails. No more presentations until I could meet all of their demands and then seek the approval of the Human Resources officer. I explained that was not possible and that I was going to keep going with the program. It was very business-like; there was no yelling, no insults. I quit. Obviously, a huge door opened and presented me with a chance at joining the Calgary Police Services.

Have you experienced any abuse from your fellow officers?

police-police-officer-uniform-smiley-emoticon-001085-facebookNot at all, not once. I’m aware of the stereotypes out there, especially in this line of work. I thought there was going to be locker-room challenges. There were going to be jokes. The reality is there isn’t, and I only speak from my own experiences because I’m not naive to say it never happens.

When you do your Bullying Ends Here presentation in schools, what do you say to the students and what do they say to you?

I tell them I received 15,000 e-mails last school year alone and I respond to every one myself. Hundreds of those e-mails are from self-confessed bullies and they’re saying they don’t know how to stop. They say, ‘If I stop, I’m not going to be on that pedestal. I’m going to lose my status within this group.’ That reflects what the program is about. It’s all of us, together.

ALLAN MAKI – The Globe and Mail – Published Friday, Feb. 20 2015

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Why workplace bullying goes underreported

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Bullying at work grinds victims down and make them an ‘easy target’ for further abuse, the findings showed.


Bullying at work deteriorates mental health of victims so much that they become anxious, leaving them less able to stand up for themselves and more vulnerable to further harassment, warns a study.

The research suggests that as workplace bullying is a vicious cycle, employers should not only crack down on workplace bullies, but also help victims gain the skills to cope with difficult situations.

india2“Examples of bullying at work include harassing, offending, or socially excluding someone repeatedly over a period of around six months,” pointed out Ana Sanz Vergel from the University of East Anglia in Britain.

“We found that being exposed to workplace bullying leads to deteriorated mental health and decreased well-being. But at the same time, showing anxious behaviour puts the victim in a weak position and makes them an easy target – leading to a spiral of abuse,” Sanz Vergel added.

The research team tested their theory on 348 Spanish employees. Participants were interviewed about their experiences of bullying and assessed for anxiety and vigour.

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“We are by no means victim-blaming here

Clearly employers need to have strong policies against workplace bullying. But training programmes to help victims learn coping mechanisms could help to break the vicious cycle,” Sanz Vergel said.

The study appeared in Anxiety, Stress & Coping: An International Journal.
Stay updated on the go with Times of India News App. Click here to download it for your device. IANS | Feb 18, 2015, 01.29 PM IST
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Combating Workplace Bullying

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Bullying hurts everyone. As union members, we have a role to play in combating workplace bullying.


WORKSHOP DATE

Mar 26, 2015 to Mar 27, 2015

WORKSHOP LOCATION

canstock10941914Niagara Area Office, 110-A Hannover Drive, St. Catharines

WORKSHOP TIME

Thursday 9 am – 4 pm & Friday 9 am – 12 pm

WORKSHOP DESCRIPTION

Combating Workplace Bullying

Come and talk about:

  • what bullying is and isn’t
  • how bullying hurts the target, the witnesses, the employer, the union and even the bully
  • how not to be a bystander
  • how the union can make a difference

REGISTRATION DEADLINE

Friday, March 13, 2015 – 04:00

CANCELLATION POLICY:
Please provide in writing to ccalvelli@cupe.ca by Friday, March 13, 2015 your cancellation request. Please ensure you provide your local number, address and contact numbers. Please note that this workshop is subject to cancellation due to low registration or other reasons.

regis


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The WorkPlace and Mobbing

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923004_10151331384711890_1479766938_nwork-schoolEmployed under contract from April 3, 2003 to Sept 9, 2009, we were a team of thirty (30) the staff were like family but one day that all changed, for reasons unknown as I can only speculate, they all turned on me and with extreme hate better known as Mobbing. Try to imagine going to work everyday knowing you were going to be harassed by twenty (20) or more people, I did for three (3) years, tried to do my job and no matter how much hatred they showed I always retaliated with “LOVE” until they finally broke the contract.

06b0d8e9b941e43e1dd480db2d16e45dMobbing can be understood as the stressor to beat all stressors. It is an impassioned, collective campaign by co-workers to exclude, punish, and humiliate a targeted worker. Initiated most often by a person in a position of power or influence, mobbing is a desperate urge to crush and eliminate the target. The urge travels through the workplace like a virus, infecting 1912531_10152067186641890_3897369818398031821_none person after another.The target comes to be viewed as absolutely abhorrent, with no redeeming qualities, outside the circle of acceptance and respectability, deserving only of contempt. As the campaign proceeds, a steadily larger range of hostile ploys and communications comes to be seen as legitimate. Mobbing is hardly the only source of debilitating stress at work, and it was not the only one on which Leymann did research.

miorrrbinHe interviewed bank employees who had undergone the terror of armed robbery, and subway drivers who had watched helplessly as their trains ran over persons who fell or jumped onto the tracks. Leymann documented the depression, absenteeism, sleeplessness, and other symptoms of trauma resulting from such stressful experiences.

supermanBank robberies and subway suicides were no match, however, for being mobbed by co-workers in the personal devastation that ensued. Not doctor-smiley-emoticoninfrequently, mobbing spelled the end of the target’s career, marriage, health, and livelihood. From a study of circumstances surrounding suicides in Sweden, Leymann estimated that about twelve percent of people who take their own lives have recently been mobbed at work.the-silent=killers

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