Buzz
If you’re experiencing bullying or harassment from a colleague or supervisor, remember that it's not your fault. Such conduct is unwelcome and most companies have clear anti-bullying policies. In extreme or recurring cases, it could even cross the line into illegal behavior. Unfortunately, these situations often come down to a "he said, she said" dilemma, which can be hard to prove – particularly if the one harassing you holds a higher position. Act quickly by documenting everything so there's a clear record of the events.
Steps
Documenting the Behavior
Keep a detailed record of each incident. If you’re being bullied or harassed at work, it’s essential to maintain an organized and precise log of each occurrence. In some cases, one single severe incident may be enough to take action, but documenting even smaller, repeated actions is critical.
- Severe incidents that demand immediate attention include any form of physical abuse, intimidation, or outright verbal abuse that is explicitly racist or sexist.
- Less severe incidents, when repeated, can build a case for ongoing harassment. For example, a coworker who repeatedly calls you stupid or blames you for poor sales, or who suggests you only got your position because of your race or gender, could be part of a larger bullying pattern.
- In your log, record the date, time, and place of each event. Write a concise, objective description of what happened, noting as many specifics as you can. This record will be invaluable later, especially if you need to recall details at a later time.
Request that the behavior stop. Legally, behavior must be considered "unwelcome" to be subject to penalty. In some cases, it's obvious that no one would welcome such actions, but in others, you may need to directly express your disapproval of the harassment or unwanted attention.
- If a coworker is repeatedly making advances towards you, ignoring them will not make the problem disappear and may fail to convey the message. If you say nothing, they might assume you enjoy the attention.
- For example, if a coworker is leaving notes and small gifts on your desk and commenting on your clothes every day, you might say, "I’m not interested in a relationship beyond work, and no amount of persistence will change that. This attention is unwelcome and makes me uncomfortable."
- It’s also a good idea to document your message in writing. Send an email through your company’s email system and blind-copy a coworker or supervisor, just in case you need a record of your communication.
Speak to witnesses. If someone is bullying you at work, there are likely coworkers who have seen the behavior firsthand. You might even find that the person has a pattern of bullying others in the workplace.
- If a coworker witnessed an instance of bullying, ask if they would be willing to support your story and provide a statement.
- If others have been bullied by the same person, talk to them to gather their experiences and understand what happened as a result. Bullying tends to be a repetitive pattern, and often the bully treats multiple people the same way.
Save copies or photographs of bullying communications. If the person harassing you sends you any emails or leaves items at your workspace, ensure that you preserve them as evidence.
- Physical evidence is invaluable in these situations, as many disputes come down to conflicting testimonies. This is especially crucial if the bully is a supervisor or a long-tenured employee with a good reputation.
Protect your log. Your record of incidents, as well as any physical evidence you’ve collected, should be stored somewhere only you can access. This protects it from being tampered with or destroyed.
- Ideally, you should store copies of everything outside the workplace. While you could keep them in a locked drawer, it’s better to store them somewhere secure and off-site, as you may lose access to your desk or others may have a key.
Demonstrating the Impact of the Behavior
Speak to your colleagues. If the bullying is causing you distress, it’s likely affecting others as well. The individual may be targeting other people, or their actions towards you may be making the work environment uncomfortable for everyone.
- Often, colleagues who aren’t being bullied may hesitate to speak out for fear of becoming the next target. It's important not to blame anyone for staying silent.
- When speaking to your coworkers, assure them that their remarks will remain confidential – and be sure to honor that promise. Only share their input with others if you have their consent.
Confide in your friends and family. Your loved ones have likely noticed changes in your behavior due to the stress from your work situation. Ask them for their perspective on how you’ve changed. They might notice things that you haven’t.
- People close to you often sense when something is wrong, even if they haven’t been able to pinpoint it until you open up. They might have been concerned but hesitant to bring it up.
- Let them know you’re taking steps to address the bullying, and ask for their support. Your employer or others involved may want to speak with them about how this situation has affected you.
See a therapist if you're feeling emotionally overwhelmed. A mental health professional can help you navigate the emotional toll of workplace bullying and find the strength to take the necessary steps to end the behavior.
- There are medications, such as anti-anxiety drugs, that can help you manage the stress and prevent it from interfering with your daily life.
- If you decide to file a formal complaint with a regulatory body or pursue legal action, the fact that you sought mental health care because of the bullying will demonstrate how severely the situation affected your well-being.
Talk to your healthcare providers about your stress levels. The strain of bullying can have a wide range of effects on your health. If you have ongoing appointments, be sure to inform your healthcare providers about the stress you're experiencing at work.
- Your doctor or dentist may have recommendations on how to manage the stress in the meantime. For example, if you grind your teeth at night, your dentist might suggest a treatment to alleviate the issue.
Reporting the Bullying
Consult with an employment attorney before filing a formal complaint. Seek out an attorney who specializes in workplace bullying or harassment cases. Most of these attorneys offer free initial consultations, giving you a chance to get advice on the best way to proceed before filing a complaint.
- Even if you have no intention of suing, an attorney can help you understand what information to provide to your employer and guide you on how to word your complaint effectively.
Review your company's employee handbook. If your company has an employee handbook, it should outline the company's policies on workplace harassment. Carefully read the policy and follow the outlined procedures.
- Pay close attention to how prohibited conduct is described. Using the same language in your formal complaint can be beneficial.
- If the handbook specifies a particular person to report complaints to, be sure to approach them unless you feel uncomfortable or believe they would not handle your case fairly.
Report to human resources. In larger companies with a human resources department, HR is typically where you begin the process of addressing workplace bullying or harassment. HR staff will walk you through the steps to file a formal complaint.
- They may also suggest interim solutions to help alleviate the situation, such as adjusting your work schedule or transferring you to another department to reduce interactions with the person bullying or harassing you.
Identify supporting documents for your claim. If you believe your employer has documents that can verify the bullying or harassment, or show its impact on your employment, let them know specifically what those documents are. Do not try to access them yourself if they are not readily available to you.
- For example, if your workplace is equipped with security cameras, some incidents may have been captured on video.
- Other potential evidence might include computer logs, photocopy records, or phone records that could support your claims.
Speak to a trusted supervisor. If there’s a manager or supervisor you feel comfortable with, it can be helpful to talk to them before filing a formal complaint. They might be able to resolve the issue quietly and more quickly.
- Having a supervisor on your side can also make it more likely that your complaint will be taken seriously.
- Your supervisor may also provide useful tips on how to approach upper management or advice on how to word your complaint effectively.
Submit a formal written complaint. If you decide to lodge a formal complaint against the individual bullying or harassing you, make sure it's in writing. Clearly explain the situation and outline the incidents that have occurred.
- Provide as many specifics as possible, but focus on the facts. Discuss the person's actions towards you rather than any opinions on their character or personality.
- Depending on the size of your company, there may be a specific form required for this process.
- In most cases, you will need to try and resolve the issue internally before you're allowed to file a complaint with a government agency or pursue legal action in court.
Participate in the investigation. After submitting your formal complaint, your employer will conduct an investigation into the matter. This typically includes at least one interview with you, and they will review any evidence you have gathered.
- After interviewing you, the alleged bully, and any relevant witnesses, your employer will decide how best to address the issue.
- If you're not satisfied with the outcome of the internal investigation, you may have the option to file a complaint with a government agency or even take legal action in federal court.
Contact your attorney if issues arise. If you've already spoken to an attorney, you might want to reach out to them while your employer investigates your complaint. If your employer refuses to investigate your case, consult your attorney immediately.
- Be sure to keep thorough documentation of all your attempts to alert your employer about the issue. Employers can face significant penalties and liability if they are aware of the bullying or harassment but fail to take appropriate action to resolve it.
