A Proclamation Regarding Workplace Bullying
Whereas, the City of Berkeley has
an interest in promoting the social
and economic well-being of its employees and citizens; and
Whereas, that well-being depends
upon the existence of healthy and
productive employees working in safe and abuse-free work environments; and
Whereas, surveys and studies have documented the stress-related health consequences for individuals caused by exposure to abusive
work environments; and
Whereas, abusive work environments can create costly consequences for employers, including
reduced productivity, absenteeism, turnover and employee health-related expenses; and
Whereas, protection from abusive work environments should apply to every worker, and not limited to legally
protected class status based only on race, color, gender, national origin, age, or disability; and
[end preamble part,
then choose from optional actions below]
Option 1 -- City employees to enjoy
a bullying-free workplace based on new anti-bullying code of conduct (to be created)
Whereas, the City of Berkeley, as an employer, is able and willing to create positive, bullying-free
work environments for City employees;
Now, therefore, we, [name of entity -- City or Labor Commission],
adopt unique code of conduct to apply to all City employees that proscribes health-harming mistreatment (cite code number).
Signed this nth day of January, 2006
Option 2 -- the City employees protected
by code; Vendors/Suppliers of goods and services urged to comply
Whereas, the City of Berkeley, as an employer and as a contractor of goods and services from
approved Vendors, is able and willing to create positive, bullying-free work environments for City employees; and for employees
and subcontractors of the City Vendors;
Now, therefore, we, [name of entity -- City or Labor Commission],
do hereby strongly urge (or encourage) all Vendors and their subcontractors to comply with the City's code of conduct that
proscribes health-harming mistreatment (cite code number).
Signed this nth day of January, 2006
Option 2a -- the City employees protected by code; Vendors and all licensed businesses
urged to comply
Whereas, the City of Berkeley, as an employer and as a contractor of goods and services from
approved Vendors and as the location for independent businesses within City limits, wishes to create positive, bullying-free
work environments for City employees; and for employees and subcontractors of
the City Vendors; and for employees of enterprises licensed to conduct business within the City limits;
Now, therefore, we, [name of entity -- City or Labor Commission],
adopt unique code of conduct to apply to all City employees that proscribes health-harming mistreatment (cite code number),
and do hereby strongly urge (or encourage) City Vendors and their subcontractors and businesses licensed by the City to comply
with the provisions of (cite code number).
Signed this nth day of January, 2006
Option 3 -- City/Labor Commission declares
Freedom Week
Now, therefore, we, [name of entity -- City or Labor Commission],
do hereby proclaim Monday October 23 through Sunday October 29, 2006, as
Freedom From Bullies Week
in the City of Berkeley, and we [entity]
urge all citizens, licensed businesses within the City, and City Vendors to join us in recognizing this observance.
Signed this nth day of January, 2006
CITY
OF BERKELEY
COMMISSION
ON LABOR
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Minutes
November
17, 2004
Bill Lepowsky- presented information re: workplace bullying & psychological violence. He also invited staff
& commissioners to a lunch meeting on December 10, 2004, with psychologist Gary Namie, PhD, co-founder
& president of the Workplace Bullying and Trauma Institute, for a discussion on this issue.
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Minutes
Wednesday,
January 19, 2005
New Business
New Business
9.
Workplace Bullying – Information and Action
Presentation
Berkeley Commission on Labor
North Berkeley Senior Center
February 16, 2005
“Workplace
Bullying and Mobbing - Its Negative Impact on Labor & Our World”
Presenters
William
Lepowsky, M.A.
Elaina
Rose Lovejoy, Ph.D.
Rhea
Settles, M.Ed.
I. Introductions – brief background; why are we here?
II. What is workplace bullying and mobbing?
III. Why is it important to Labor?
a. Impact on organization’s goal achievement
b. Impact organization’s workers compensation/litigation
c. Impact on employees’ trust and morale in organization
d. Impact on organization’s reputation
IV. How do you know you are dealing with a bully or a mob?
a. Actions are erroneous – actions based upon assumptions
b. Continuous abuse of influence/power/position
c. Using personal feelings about a target as a rationale for work reprimand, demotion, dismissal
d. Continuous misrepresentations and nitpicking towards the target
e. Disparate treatment – apply policy (written or unwritten) only to the target, or
invent policy and procedure to be applied to the target
V. What can organizations do to stop bullying and mobbing?
a. Cease and desist orders
b. Fair and impartial investigation
c. Anti-bullying policy and enforcement procedures
d. Training for all employees on bullying (including management)
e. Professional development for the bully
VI. What can the City of Berkeley do?
a. Issue a proclamation
b. Create a policy
c. Urge Assemblywoman Hancock to re-introduce the
Healthy Workplace Bill in the Assembly (the deadline fast approaches)
d. Adopt an anti-bullying ordinance that protects all City employees
e. Sponsor an educational session by Drs. Gary
and Ruth Namie for all invited employees -- free to employees and paid for by the Commission/City in partnership
f. Contract with Drs. Gary and Ruth Namie to
facilitate the writing of a policy or ordinance and enforcement process and do general education
When
I say that evil has to do with killing, I do not mean to restrict it to corporal murder.
Evil
is also that which kills the spirit.
-M.
Scott Peck
Commission will continue discussions re: this issue. No action at this time.
Minutes
March
16, 2005
9. Workplace Bullying
– Information and Action
Commissioners
are interested in bringing public attention to the issue of bullying in the workplace; first step may be to introduce the
issue by requesting that Council issue a proclamation. Sample proclamation will be reviewed at April meeting.
Minutes
Wednesday,
April 20, 2005
New Business
8. Workplace
Bullying – Information and Action
R. Kilday-Hicks presented a draft of the Proclamation for Council, edits were recommended
& a revised draft will be prepared. No action at this time.
Minutes
Wednesday,
May 18, 2005
9. Workplace Bullying – Information and Action
Draft proclamation
reviewed, R. Kilday-Hicks will revise & prepare a 2nd draft per input from Commissioners.
Staff is directed to prepare an information report for Council. No action at this time.
Minutes
Wednesday,
June 15, 2005
9. Workplace Bullying – Information and Action
Information report reviewed by Commission,
staff will forward to agenda review process for placement on Council agenda.
M/S/C (B. Gilbert; E. Monk-Hallberg)
to direct staff to issue a press release for public education on the information calendar item “Workplace Bullying”
for July 12 council meeting. Community media contacts will be B. Gilbert and R. Kilday-Hicks; Ayes: unanimous;
Absent: None; Leave of absence: N. Smith
Minutes
Wednesday,
September 21, 2005
8. Workplace Bullying – Information and Action
Public
comments by: Elaina Rose Lovejoy, Ph.D. & William Lepowsky, M.A. Additional written information was
provided including information prepared by Rhea Settles M.Ed.
M/S/C (Hicks-Kilday, Kaufman) to 1) explore
proclamation by Councilperson Worthington (N. Smith for follow-up), 2) meet with City Attorney re: guidance on policy for
possible laws/procedures, 3) promote public media attention (guests encouraged to prepare letters for publication in newspapers),
4) promote education session w/ public, 5) keep Workplace Bullying on future agendas.
Ayes: Unanimous; Absent: R. Folberg, B.
Gilbert (departed early), and M. Id-Deen.
Minutes
Wednesday,
November 16, 2005
8. Workplace Bullying – Information and Action
Sarah Reynoso, Deputy City Attorney present
to answer questions regarding possible future actions by commission.
N. Smith will forward draft proclamation
language to Council member Worthington’s office.
Public comment:
William Lepowsky from Laney College provided
written materials regarding the Healthy Workplace Bill, which were distributed to Commission & staff.
No action at this time.
Minutes
January
18, 2006
8. Workplace Bullying – Information and Action
Draft of
proclamation was forwarded to Council member Worthington’s office.
No action at this time.
Minutes
March
15, 2006
8. Workplace Bullying – Information and Action
M/S/C (Smith, Gilbert) to hold a Special
Meeting on Thursday, April 27th, 5:30 pm to 7:00 pm at North Berkeley Senior Center, with a Workshop and Presentation
by Dr. Gary Namie of the Workplace Bullying and Trauma Institute.
Passed Unanimously
Absent: None
For Immediate Release
|
Special Meeting of the Commission on Labor |
Workshop:
Workplace Bullying
Berkeley, California (March
27, 2006) The
Commission on Labor will hold a Special Meeting on April 27, 2006 from 5:30pm - 7:00pm. at the North Berkeley Senior Center, 1901 Hearst Avenue. The issue of Bullying in the Workplace has become a hot topic throughout the U.S. and other countries
over the past few years. It is the Commission's goal to provide information to the public regarding this issue and as part
of their April meeting, will host a Workshop, with a presentation by Gary Namie, PhD., of the Workplace Bullying & Trauma
Institute in Bellingham, Washington. Topics will include: (a) Definitions and description of the phenomenon, (b) International roots (c) Research-driven
profiles of the principal players -- Who Bullies & Who Gets Bullied, the witnesses, (d) The effects of uncurbed stress
on the organization and its people, (e) Solutions: Personal and Organizational, and (f) The changing Legal landscape.
For additional information contact
Delfina Geiken, Commision Secretary, at (510) 981-7551.
Minutes
April
27, 2006
4. Workshop:
Workplace Bullying
Presented
by: Gary Namie, PhD - Workplace Bullying & Trauma Institute
(a)
Definitions and description of the phenomenon, (b) International roots
(c) Research-driven profiles of the principal
players -- Who Bullies & Who Gets Bullied, the witnesses, (d) The effects of uncurbed stress on the organization and its
people, (e) Solutions: Personal and Organizational, and (f) The changing Legal landscape.
Public Comments, Questions & Answers
Minutes
November
16, 2006
9. Workplace Bullying – Information & Action
Smith provided brief update on attempts
to contact Dr. Gary Namie. No action at this time, will be carried over to next meeting.
