(Our Company) takes pride in our dedication to treating everyone associated with us with dignity and respect. Accordingly, any form of bullying behavior against any employee, part-time associate, customers, vendors, or anyone else associated with our Company is a violation of this Policy. Any employee who behaves in this manner will be subject to disciplinary action up to and including termination. Furthermore, this Policy applies to all work-related settings and activities, whether inside or outside the workplace, including business trips and business-related social events or conferences.
Because (Our Company) takes complaints about bullying seriously, we will respond promptly to complainants and, where it is determined that such inappropriate conduct has occurred, we will act promptly to eliminate the conduct and impose such corrective action as is necessary.
Please note that while this Policy sets forth our goals of promoting a workplace that is free of bullying, it is not designed nor intended to limit our authority to discipline or to take remedial action for workplace conduct which we deem unacceptable.
Bullying Definition
Bullying may be defined as sustained verbal or physical abuse inflicted upon a victim. Sometimes the bullying is relatively subtle; sometimes it is blatant. In all cases, there is an element of psychological violence and, on occasion, physical violence as well. In all cases, the objective is to harm (or attempt to harm) the victim. Too often, the behavior causes serious, sometimes long-term effects that can incapacitate victims making it impossible for them to work productively and even cause them to leave their employment.
Sometimes the bully is known to others and is feared by them which is why some individuals attach themselves to bullies in an effort to protect themselves in order to avoid being the next victim. Sometimes they attach themselves to the bully because they perceive this as a way to bask in their power.
Examples of Bullying
While it is not possible to list all the circumstances that might constitute bullying behavior, the following are some examples of conduct that may be considered bullying depending upon the totality of the circumstances, including the severity of the conduct and its pervasiveness:
Cyber bullying
Threats/intimidation
Spreading false rumors
Frequent negative remarks
Taking credit for another’s work
Threats of dismissal or intimidation.
Castigating someone in front of others
Public humiliation
Manipulation
Slandering
Mobbing
Belittling
Sarcasm
Retaliation
Retaliation is prohibited by (Our Company.) Retaliation is also against the law. Any individual(s) who believe they have been retaliated against for filing a complaint or for participating in an investigation, e.g., as a witness/bystander, will be protected by the Company. Any person found guilty of retaliation will be disciplined up to and including
termination.
Company Property
The Company’s property (e.g., telephones, copy machines, facsimile machines, computers, and computer applications such as e-mail and Internet access) may not be used to engage in conduct that violates this Policy. The Company reserves the right to monitor associate’s Internet and e-mail usage to ascertain whether the contents violate this Policy. In addition, computer screen savers should be neutral in nature.
Procedures
If you believe you have been a victim of bullying, you may wish to tell the bully of your discomfort with his/her behavior; however, The Company does not require this. Because we want all employees to feel safe and comfortable in the workplace, we hope that you will bring your complaint to the individuals listed below as soon as possible. This may be done in writing or orally.
Filing a Complaint with The Company
You may file a complaint with The Company by contacting (examples of authorities) Leslie Jones, Director of Human Resources at 888-888-8802. Members of the Human Resources Department are equipped to provide information about the Policy and the Procedures contained in this Document and to initiate an investigation into the charges made.
Additional Company Resources
List names, titles, departments, and phone numbers of individuals who have been designated as trained investigators.
List names, titles, departments, and phone numbers of individuals who have been designated as trained investigators.
Examples:
Chris Brown
Superintendent;
Department X
Phone: 8888:888-8880
Pat Gomez
Manager
Department Y
Phone: 888-888-8881
Filing a Complaint with a Government Agency
Using our internal complaint process does not prohibit you from filing a formal complaint with either or both of the government agencies listed below. Each of these agencies has a relatively short time period for filing a claim.
Many states and localities have anti-bullying bills waiting to be passed into law although none have been achieved this status at this writing. Nevertheless, if you speak with an attorney, it is possible that you may be covered under civil law depending on the pain and suffering you may have endured as a result of being victimized by the bully. In Massachusetts, the agency you may wish to contact is the Massachusetts Commission Against Discrimination (MCAD.) The Equal Employment Opportunity Commission (EEOC) refers to these agencies as "Fair Employment Practices Agencies (FEPAs)." Through the use of "work sharing agreements," EEOC and the FEPAs avoid duplication of effort while at the same time ensuring that a charging party's rights are protected under both federal and state law.
The United States Equal Employment
Opportunity Commission (EEOC)
1 Congress Stree;
10th Floo
Boston, MA 02114
(617) 565-3200
The Massachusetts Commission
Against Discrimination (MCAD)
1 Ashburton Place
Room 601
Boston, MA 02108
(617) 727-3990
424 Dwight Street
Room 220
Springfield, MA 01103
(413) 739-2145
Because (Our Company) takes complaints about bullying seriously, we will respond promptly to complainants and, where it is determined that such inappropriate conduct has occurred, we will act promptly to eliminate the conduct and impose such corrective action as is necessary.
Please note that while this Policy sets forth our goals of promoting a workplace that is free of bullying, it is not designed nor intended to limit our authority to discipline or to take remedial action for workplace conduct which we deem unacceptable.
Bullying Definition
Bullying may be defined as sustained verbal or physical abuse inflicted upon a victim. Sometimes the bullying is relatively subtle; sometimes it is blatant. In all cases, there is an element of psychological violence and, on occasion, physical violence as well. In all cases, the objective is to harm (or attempt to harm) the victim. Too often, the behavior causes serious, sometimes long-term effects that can incapacitate victims making it impossible for them to work productively and even cause them to leave their employment.
Sometimes the bully is known to others and is feared by them which is why some individuals attach themselves to bullies in an effort to protect themselves in order to avoid being the next victim. Sometimes they attach themselves to the bully because they perceive this as a way to bask in their power.
Examples of Bullying
While it is not possible to list all the circumstances that might constitute bullying behavior, the following are some examples of conduct that may be considered bullying depending upon the totality of the circumstances, including the severity of the conduct and its pervasiveness:
Cyber bullying
Threats/intimidation
Spreading false rumors
Frequent negative remarks
Taking credit for another’s work
Threats of dismissal or intimidation.
Castigating someone in front of others
Public humiliation
Manipulation
Slandering
Mobbing
Belittling
Sarcasm
Retaliation
Retaliation is prohibited by (Our Company.) Retaliation is also against the law. Any individual(s) who believe they have been retaliated against for filing a complaint or for participating in an investigation, e.g., as a witness/bystander, will be protected by the Company. Any person found guilty of retaliation will be disciplined up to and including
termination.
Company Property
The Company’s property (e.g., telephones, copy machines, facsimile machines, computers, and computer applications such as e-mail and Internet access) may not be used to engage in conduct that violates this Policy. The Company reserves the right to monitor associate’s Internet and e-mail usage to ascertain whether the contents violate this Policy. In addition, computer screen savers should be neutral in nature.
Procedures
If you believe you have been a victim of bullying, you may wish to tell the bully of your discomfort with his/her behavior; however, The Company does not require this. Because we want all employees to feel safe and comfortable in the workplace, we hope that you will bring your complaint to the individuals listed below as soon as possible. This may be done in writing or orally.
Filing a Complaint with The Company
You may file a complaint with The Company by contacting (examples of authorities) Leslie Jones, Director of Human Resources at 888-888-8802. Members of the Human Resources Department are equipped to provide information about the Policy and the Procedures contained in this Document and to initiate an investigation into the charges made.
Additional Company Resources
List names, titles, departments, and phone numbers of individuals who have been designated as trained investigators.
List names, titles, departments, and phone numbers of individuals who have been designated as trained investigators.
Examples:
Chris Brown
Superintendent;
Department X
Phone: 8888:888-8880
Pat Gomez
Manager
Department Y
Phone: 888-888-8881
Filing a Complaint with a Government Agency
Using our internal complaint process does not prohibit you from filing a formal complaint with either or both of the government agencies listed below. Each of these agencies has a relatively short time period for filing a claim.
Many states and localities have anti-bullying bills waiting to be passed into law although none have been achieved this status at this writing. Nevertheless, if you speak with an attorney, it is possible that you may be covered under civil law depending on the pain and suffering you may have endured as a result of being victimized by the bully. In Massachusetts, the agency you may wish to contact is the Massachusetts Commission Against Discrimination (MCAD.) The Equal Employment Opportunity Commission (EEOC) refers to these agencies as "Fair Employment Practices Agencies (FEPAs)." Through the use of "work sharing agreements," EEOC and the FEPAs avoid duplication of effort while at the same time ensuring that a charging party's rights are protected under both federal and state law.
The United States Equal Employment
Opportunity Commission (EEOC)
1 Congress Stree;
10th Floo
Boston, MA 02114
(617) 565-3200
The Massachusetts Commission
Against Discrimination (MCAD)
1 Ashburton Place
Room 601
Boston, MA 02108
(617) 727-3990
424 Dwight Street
Room 220
Springfield, MA 01103
(413) 739-2145
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