Unite to End Workplace Bullying Abuse

1. Address the concern with the bully or bullies IF comfortable.

• Dispel any accusation with available facts.

• Explain how specific behaviors are impacting you and/or your work. 

• Reference company policies, procedures, and practices that may be violated.

• Remember, legitimate accountability discussions or being directed to do something in the legitimate course of your role are not bullying abuse. Here is a discussion of what constitutes bullying abuse.

 

2. Document, Document, Document!!!

 

3. Create a chronology of incidents including the following for each instance (this will be helpful if you decide to formally address the abuse):

• Who did what that might classify as bullying abuse? Connect to evidence.*

• When and where did they do it?

• Summarize the context including why they did it (if known) and how they did it (verbal, electronic, alone or in a group, etc.). 

• Note company policies, procedures, and practices that may be violated with each act of bullying abuse. 

• Describe how you are made to feel after each incident (scared, anxious, withdraw from others, depressed, headaches, lose sleep, etc.).

 

4. Collect your evidence*

• List witnesses and determine which ones you can trust to speak on the situation. 

• Organize documents (email, text, or chats when possible); include any letters or meeting notes.

• Communicate with the person(s) to address accusations of performance and/or to ask the person(s) to stop abusive behavior, again if comfortable. Then follow-up in email. Use email to address concerns if in-person is uncomfortable or not possible. 

• In One-party recording States, contact an attorney BEFORE recording conversations in private or in public spaces within buildings, or on video calls. Public conversations where privacy is not expected are recordable (e.g. outside). 

 

5. Take care of your mental and emotional health. Identify a person or people who can provide emotional support during the situation. Use your mental health benefit and/or take medical leave to escape the bullying abuse. 

 

6. If nothing improves, report to leadership and/or HR referencing policies that address bullying abuse behaviors. 

 

7. If internal processes do not resolve the issue and/or you are retaliated against, seek legal assistance.

• Ask if you have a discrimination case to report to Federal EEOC and/or State EEOC (addressed as identity-based harassment).

• Ask what employment laws may apply (e.g. Constructive discharge).

• Ask what other laws may apply.

• Ask can you include all bullies and the company/employing organization.

• File complaints and cases per lawyer direction. 

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