Victimisation At Work Happens So What Do You Do About It?
At first you can't believe it is happening, and then you realise that your supervisor just threatened you with being fired for not paying enough attention to your work. And this was done while you were working normally at your desk. You then asked him, what he just said and he got very angry and threatened you again with dismissal.
This is a made up scenario, but it happens all too often in the workplace, where employees are threatened, talked down to, harassed, given sexual inuendo, and a host of other out of character demands that have nothing to do with their work.
This is a typical power versus no power episode where for whatever reason, a superior lauds it over an employee who has no immediate defense, except to go along if they want to keep their job.
This is a made up scenario, but it happens all too often in the workplace, where employees are threatened, talked down to, harassed, given sexual inuendo, and a host of other out of character demands that have nothing to do with their work.
This is a typical power versus no power episode where for whatever reason, a superior lauds it over an employee who has no immediate defense, except to go along if they want to keep their job.
In the foregoing example, the employee is shocked at the aggressive action of the supervisor, and is probably at a loss to know what to do. The proper thing to do is to report it to the Human Resources department, but in reality, it will be the word of the employee against the word of the supervisor.
The smart thing for the employee to do, is make some notes about what happened, date it, record who was near and either heard or observed it, then wait for the next time. Don't say a word to anyone, but keep your notes. If it happens again, document everything that happened, and then go to HR with your documented record about what was said. Tell the personnel people that you want this kind of behaviour stopped, and demand that the supervisor explain himself. If you are doing something wrong, it needs to be clearly pointed out to you.
On the job harassment and victimisation is just plain wrong and there is no place for it in the modern business office. Most of the time the scenario takes place like our example, but sometimes it can be employee against employee. And other times it can even be from employee to supervisor, when an employee tries to entrap a supervisor in some kind of discrimination scam by claiming discrimination of some kind.
Forms of victimisation can cause embarrassment, humiliation, shame, dehumanization, prolonged exploitation, sexual inuendo or even assault, and any behaviour or actions that cause a person to feel uncomfortable.
It is the job of all employers to provide a workplace environment where all employees can feel safe and not have to worry about having to put up with any victimisation or harassment of any kind. If such activity occurs, then there needs to be set rules and procedures to handle these situations.
It should be pointed out at the beginning of each employee's time at a company what the rules and repercussions will be if any victimisation or harassment occurs to any employee of the company. The repercussions should be made clear to everyone and that includes all of management clear down to the janitor.
With the rules in place and everyone being informed, there is no reason that this type of harassment or victimisation should occur at all, but if it does, there will be a system in place to nip it in the bud before it gets out of hand. There must be a reporting policy that doesn't get crazy too, because the idea is not to report everything you don't agree with, just when you severely harassed. Just having the procedures in place and having everyone well informed, will usually solve the problem before it starts.
The smart thing for the employee to do, is make some notes about what happened, date it, record who was near and either heard or observed it, then wait for the next time. Don't say a word to anyone, but keep your notes. If it happens again, document everything that happened, and then go to HR with your documented record about what was said. Tell the personnel people that you want this kind of behaviour stopped, and demand that the supervisor explain himself. If you are doing something wrong, it needs to be clearly pointed out to you.
On the job harassment and victimisation is just plain wrong and there is no place for it in the modern business office. Most of the time the scenario takes place like our example, but sometimes it can be employee against employee. And other times it can even be from employee to supervisor, when an employee tries to entrap a supervisor in some kind of discrimination scam by claiming discrimination of some kind.
Forms of victimisation can cause embarrassment, humiliation, shame, dehumanization, prolonged exploitation, sexual inuendo or even assault, and any behaviour or actions that cause a person to feel uncomfortable.
It is the job of all employers to provide a workplace environment where all employees can feel safe and not have to worry about having to put up with any victimisation or harassment of any kind. If such activity occurs, then there needs to be set rules and procedures to handle these situations.
It should be pointed out at the beginning of each employee's time at a company what the rules and repercussions will be if any victimisation or harassment occurs to any employee of the company. The repercussions should be made clear to everyone and that includes all of management clear down to the janitor.
With the rules in place and everyone being informed, there is no reason that this type of harassment or victimisation should occur at all, but if it does, there will be a system in place to nip it in the bud before it gets out of hand. There must be a reporting policy that doesn't get crazy too, because the idea is not to report everything you don't agree with, just when you severely harassed. Just having the procedures in place and having everyone well informed, will usually solve the problem before it starts.
Unfortunately though, some employees or bosses will harrass and victimizes fellow employees. If your HR department cannot stop this then you will need to take legal action.
Seeing as employment law is one the most difficult areas of NZ law many small law offices do not have an employment lawyer. They will usually know someone in employment law practice they can recommend.
On the other hand larger firms such as McVeagh Fleming in Albany, Auckland, do have their own employment law specialists. They will give you good advice on your situation and can act on your behalf. It is definitely a good idea to talk to one of their lawyers so they can begin the process of ending the victimisation at work you are facing. You can get some background on them by going to their website http://www.mcveaghfleming.co.nz . Click here for more details.
Seeing as employment law is one the most difficult areas of NZ law many small law offices do not have an employment lawyer. They will usually know someone in employment law practice they can recommend.
On the other hand larger firms such as McVeagh Fleming in Albany, Auckland, do have their own employment law specialists. They will give you good advice on your situation and can act on your behalf. It is definitely a good idea to talk to one of their lawyers so they can begin the process of ending the victimisation at work you are facing. You can get some background on them by going to their website http://www.mcveaghfleming.co.nz . Click here for more details.