Buzz
Master the art of handling threats and bullies with grace and confidence
Feeling intimidated by a formidable boss or a successful executive is common – yet individuals in positions of authority who engage in insulting and intimidating behavior at work are akin to bullies on the playground. Discover strategies to protect yourself, address misconduct, and pursue legal recourse if needed.
Key Insights
- Document any negative conduct meticulously, whether through writing, journaling, or audio/video recording if feasible.
- Avoid direct contact with the intimidator whenever possible, and escalate the issue to higher management if necessary.
- Lodge a complaint with your state's labor office and file a formal charge with the Equal Employment Opportunity Commission to combat workplace intimidation effectively.
Effective Actions
Caring for Yourself
Don't take the behavior personally. Recognize that the intimidation you face isn't about your capabilities or work quality.
- This is especially true if the person threatens your job or disparages you in front of colleagues. It's easy to doubt your abilities when confronted this way.
- However, your work may be just as good, if not better, than others'. Stress can build up when extra effort doesn't change the bully's behavior.
- Observe how the person treats others to understand their behavior better. Perhaps they're passing down bullying they receive from higher-ups. This doesn't excuse their actions but helps in not taking it personally.
- Remember, you're not the issue. Bullying is about control, not your performance. Even if you need improvement, you don't deserve mistreatment from your supervisor.
Maintain a distance. Minimize interactions until you can resolve the situation.
- While harder with a direct supervisor, try to limit confrontations. For instance, send reports via email rather than in person if possible.
- If the person behaves better with others around, consider having a colleague accompany you during interactions.
Seek professional support. Consult a counselor if you're stressed due to bullying for coping strategies.
- Check if your insurance covers counseling costs. Universities may also offer low-cost services.
- Free or affordable counseling may be available through state mental health clinics.
- Ignoring stress from bullying can lead to serious health issues.
Explore new opportunities. Consider leaving for a healthier environment if needed.
- If your supervisor is the issue, advancing within your company may be challenging.
- You can switch departments or shifts within your company if you like it otherwise.
- When job-hunting, try not to use the problematic person as a reference if possible.
- Know that moving doesn't mean the bully wins; it's prioritizing your well-being.
Dealing with Intimidating Behavior
Review company guidelines and policies. Check if your company's rules cover handling the intimidating behavior.
- Most companies forbid discrimination or harassment as per state and federal laws.
- They may also prohibit aggression or psychological intimidation, irrespective of legality.
- Referencing these policies can help counter the bully's actions even if not illegal.
Maintain detailed records. Document all instances of intimidation to provide evidence.
- For legal action, prove a consistent pattern that threatens your job security.
- In some states, tie the behavior to discrimination based on protected characteristics.
- Document every incident to show a pattern rather than isolated events.
- Examples include unwarranted criticism, humiliation in front of colleagues, or unrealistic deadlines.
Assert your boundaries. Stand firm and communicate that the behavior is unacceptable.
- Make it clear that the behavior is unwanted, avoiding emotional reactions.
- Address the issue professionally and mention company policy violations if applicable.
Involve management. Follow company protocols to escalate the issue and seek resolution.
- Refer to employee handbooks for reporting procedures.
- If necessary, escalate beyond immediate supervisors to resolve conflicts impartially.
Provide a written account. Documenting the behavior in writing creates a record and prevents future issues.
- Your written account is crucial evidence if legal action becomes necessary, proving your employer was aware of the problem and didn't address it effectively.
- Keep a copy of your account for your records before submitting it to your employer.
Initiating Legal Action
Reach out to your state's labor office. Most states have laws protecting employee rights and addressing workplace discrimination, harassment, and intimidation.
- Your state's labor office can provide resources to help with the problem, even if not all states specifically prohibit intimidating behavior or hostile work environments.
- They can inform you about relevant state laws and assist in filing a complaint if applicable.
- Note that while state and federal law prohibit harassment and retaliation, they are distinct from claims of bullying or intimidation, though they can overlap if tied to discrimination.
Submit a charge to the Equal Employment Opportunity Commission (EEOC). Use the EEOC's website to evaluate the behavior and determine if you qualify to file a charge.
- The EEOC offers an online assessment tool to quickly determine federal jurisdiction over your case.
- You can also call 1-800-669-4000 to speak with an EEOC representative and assess if your situation violates federal law.
- Under federal law, the behavior you experience must be connected to your employer specifically, not just an individual. However, employers are liable for an employee's behavior if it directly affects your job, such as denying promotions or causing wage loss.
- If eligible, file your charge at the nearest EEOC field office. Use the EEOC's online map to locate the closest of their 53 field offices.
- You must complete an intake questionnaire to file a charge, either in person or by mail to the nearest field office.
- After filing, expect contact from an EEOC agent for further evidence or information.
Cooperate with mediation and investigations. If the EEOC accepts your charge, it will notify your employer within 10 days and suggest mediation or proceed with an investigation.
- If mediation fails, prepare for a potential six-month investigation by the EEOC.
- If the EEOC finds no violation of federal law, you'll receive notice of your right to file a lawsuit. If a violation is found, the EEOC may initiate legal action on your behalf.
Consult with a lawyer. If other avenues fail to resolve the issue, consider seeking legal advice.
- Many employment attorneys offer complimentary consultations. Use this opportunity to gauge if your situation warrants pursuing a lawsuit.
Useful Advice
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While the focus is on workplace bullying and intimidation, these steps can apply to handling intimidation in various settings, especially when dealing with authority figures.
