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Unlawful Behaviour

If you think that you're being picked on by colleagues, your supervisor or your boss at work, then you're probably being bullied by them. Although it's a common event, bullying at work is totally unlawful. Bullying can take many forms however it may include some incidents below which is not by any means a comprehensive list of this type of behaviour :-

  • Raised voices aimed at co-workers and other staff members for the purpose of embarrassing them or undermining their morale.
  • Finding fault in the work done by qualified and efficient employees even if there is really no fault at all.
  • Shaming or embarrassing experienced members of staff by giving them work that is below their level of expertise or position.
  • Knowingly not giving the right compensation and promotion to a deserving employee.
  • Making unnecessary and unreasonable complaints or insults about a co-worker in public.
  • Assigning too much work or giving impractical deadlines to an employee in order to unreasonably attempt to show that they are incompetent in their job.
  • Making some work activities exclusive to a few individuals to deliberately leave out certain others.
  • Constantly bearing the brunt of jokes which is often a cover up for racial and sexual discrimination or harassment.
  • Always insulting a specific staff member as to their work and discussing their personal lives that is not in any way related to their work.

Psychological Injury

When a person is the target of bullying at work, they may frequently complain of stress induced illnesses such as migraine, nausea, rashes, ulcer, insomnia, nervousness and raised blood pressure. They may suffer from psychological problems including low self esteem, depression and panic attacks. Employees are often reluctant to go to work in order to avoid hearing insults aimed at them which causes their work standards to suffer.

Failure to address the problem of bullying at work may severely affect the business including :-

  • Frequent absences and sick leave of employees due to stress which may mean a loss of ability for company projects to meet deadlines.
  • Lowered morale and functionality of the employees.
  • A decrease in the output and quality of work.
  • Failure to keep competent and efficient employees.
  • Expenses and compensation paid by the firm as a result of claims by employees made to the Employment Tribunal.

As the victim of this kind of bullying at work you should stand up to your oppressor and demand that the bullying behaviour cease. If violence may possibly result from a confrontation you should appeal for the help of your employer to do something about it. Failure of management to take any action with regards to your appeal for help can be grounds for an application to the Employment Tribunal.

Health & Safety at Work Act

According to the Health and Safety at Work Act of 1974, employers are legally bound to secure the health, well being and safety of their employees. Failure to this may make them liable for legal action in a claim for compensation in the Employment Tribunal and Civil Courts as a result of breach of contract between them and their employee. It may also be considered as a failure to follow the racial and sexual discrimination and harassment laws and also as an offense against the Criminal Justice and Public Order Act of 1994 leading to possible prosecution and imprisonment.

Employment Tribunal

Do you feel that you are frequently the centre of unjust treatment by a co worker, by your supervisor or by the boss? This type of treatment is unlawful and you should take advice on workplace bullying from an expert employment solicitor who can make an application for a workplace bullying compensation claim against the company in the Employment Tribunal. :-

    According to the Health and Safety at Work Act of 1974, it is now the responsibility of employers to take reasonable care of the health, well-being and security of their employees. Failure to do so, and this covers bullying at work, is a breach of the contract of employment and is subject to legal procedures.

    The Race Relations Act of 1976 and its subsequent amendment effectively outlaw racial prejudice at work which amounts to treating people differently dependent on their race, color, citizenship, nationality or ethnic origin. Unjust treatment may be direct or indirect.

    The Sex Discrimination Act of 1975 and Employment Equality Regulations of 2003, make it it is unlawful for an employer to differentiate their employees according to their gender or marital status as well as sexual orientation and any form of harassment in the workplace that is sexual in nature is prohibited.

    By virue of the Race Relations Act of 1976 it is unlawful to mistreat a person just because he or she is of a different race.

Constructive Dismissal

When an employee is forced to resign because they cannot stand the treatment that they are receiving from their employers or co-workers, they may be considered victims of constructive dismissal and can claim compensation from the Employment Tribunal. If you think that you may be a victim of these violations of your rights as a result of bullying at work and you would like to claim compensation you should seek legal advice from a specialist employment solicitor.

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