How to Document & Deal With Your Boss's Bullying Behavior

Most of us have had a difficult boss, someone who is belligerent and intimidating. At times the behavior is justified, but it becomes a problem when the boss' actions interfere with the ability of employees to work effectively.

Difficulty: Easy

Instructions

Things You'll Need:

• Home computer (or journal)
• Copy of your workplace's harassment policies

Is it bullying?

1. Figure out whether the boss' behavior is inappropriate. Pressure from a boss to complete an important task, for example, is not bullying. But threatening the employee to do so or using personal insults ("You really don't know what you're doing.") might be bullying, depending on what is said and the context in which the boss said it.
   Many workplaces have guidelines on harassment, either in an employee handbook or contract. If not, ask the human resources boss for the company's official policies. If you are in a labor union, ask your representative.
   
   If none of these resources is available to you, you may have to decide on your own: Choose a moment when you are focused and relaxed, and out of the workplace. Use this time to consider whether the fault truly lie with the boss, or with you, or with a little of both.

2. Start writing: If the boss' behavior falls within the company guidelines for harassment, keep a record for yourself. Do this on your home computer or in a personal journal. Don't keep the record on your work time.
   
   When writing about what happened, note the date and time, and use nonemotional and formal language: Instead of saying "She got on my case and chewed me out again," report that the boss "spoke in an loud and forceful tone." If the boss uses profanity or other inappropriate language, record the exact words. Nonnflammatory language is more credible and demonstrates that you are trying to approach the problem with fairness and logic.

3. Use your journal as an indicator: If you're writing frequently about harassment at work, it might be the sign of a chronic problem rather than someone having a bad day (or a bad week.) If, after several weeks, you have only a couple of entries, consider whether the problem is worth bringing up. If you have one or more entries a week, re-read them and decide whether you want to take further action.

Address the problem

4. Set up a meeting: If your boss truly exhibits bullying behavior, confronting that person directly might not be the best idea. However, some people, especially in less formal workplaces, have had great and instantaneous success by simply standing up for themselves. Bullies prey on those they believe are weak.
   
   Should you decide to bring the problem up with someone else, it is best to discuss this with a union representative or human-resources officer.

5. Use your notes: This is where your journal comes in handy--instead of having to rely on emotional memories to justify your complaint, you now have a detailed and somewhat objective reference to document what happened and when. Keep this about your boss and you; don't dwell on the boss' behavior with others. If you say, "He treats everyone else OK," you're making it personal and also giving the impression that the problem might be you.

6. Wait and see: If your union representatives believes you have a valid complaint, they might wish to pursue it and might consult you on whether to do so. If so, be prepared for the consequences, especially if your complaint is dismissed.
   Usually, a human-resources officer will decide whether your complaint has merit. If so, that person might decide to meet with the boss or might take note of the complaint and place it in the boss' personnel file to see whether a pattern of behavior develops.

7. Consider litigation: Sometimes, your union will not support your complaint or the human-resources officer will dismiss it. In this case, if you still feel you are in the right, you might want to consider retaining a lawyer. Be careful; Litigation is expensive, stressful and time-consuming, and it stands to make the problem far worse before it gets any better.r

Tips & Warnings

• The process above is meant only as a reasonable means of dealing with an everyday problem of the workplace. Unfortunately, it does not apply to all cases. If a boss makes you feel physically unsafe or engages in sexual, racial or other deeply personal harassment, it is important to address the problem immediately and with the appropriate authorities (upper management, superiors or even the police.)

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