As you read the definitions below, notice each suggest that bullying generally requires repeated behavior, targeting and health-related harm.

MAPE

MAPE has an anti-bullying section in its Code of Conduct Policy affecting its Board of Directors, Board of Trustees, stewards, local and statewide officers, and local and statewide committee members. The union opposes workplace bullying and will work to eliminate its occurrences both within the workplace and MAPE. Bullying is defined as:

• Repeated, unreasonable actions of individuals (or a group) directed toward an employee (or group of employees), which are intended to intimidate, degrade, humiliate, or undermine; or which creates a risk to the health or safety of the employee(s).

Workplace Bullying Institute

Bullying is repeated, health-harming mistreatment of one or more persons (the targets) by one or more perpetrators. It is abusive conduct that is:

• Threatening, humiliating or intimidating, or
• Work interference – sabotage – which prevents work from getting done, or
• Verbal abuse

Hennepin County Non-Discrimination and Respectful Workplace Policy

Workplace bullying is persistent behavior by a person or group that is threatening, humiliating and/or intimidating.

State of Washington – Department of Labor and Industry

Workplace bullying refers to repeated, unreasonable actions of individuals (or a group) directed towards an employee (or a group of employees), which are intended to intimidate, degrade, humiliate, or undermine; or which create a risk to the health or safety of the employee(s).

Examples of bullying behavior:

• Badgering
• Intimidation
• Yelling
• Minimizing
• Silent treatment
• Excluding and separating from others
• Embarrassment
• Ridiculing
• Sarcasm
• Humiliation
• Labeling or name calling
• Shaming
• Isolation

Examples that are not bullying behaviors on their own (may be accompanied by bullying behaviors):

• Management decisions you don’t agree with
• Having valid performance issues pointed out
• Getting turned down for a vacancy
• Work directives you dislike
• Not being selected for a special project
• Another employee receives favorable treatment
• Your idea is dismissed

In MAPE's work addressing hostile work environments, we have many times seen serious health effects on our members, resulting in time away from work, financial stress and personal distress. Aside from that, there are clear costs to employers due to this type of work environment.

Workplace bullying is harmful

Victims of bullying often experience significant physical and mental health problems. These can include:

• High stress
• Post-traumatic stress disorder (PTSD)
• Financial problems due to absence
• Reduced self-esteem
• Phobias
• Sleep disturbances
• Increased depression/self-blame or
• Digestive problems

Because of this, bullied employees often use more sick leave than others or more than they used prior to being bullied. They are also more likely to experience problems at home, transfer to a different job or even quit their jobs. Emotional distress is almost always a resulting experience.

Workplace bullying also harms employers through increased costs and lower productivity. Increasingly, employers are recognizing these costs and have implemented anti-bullying policies.

Workplace bullying is costly

Workplace bullies can cost companies millions of dollars. According to the Washington State Department of Labor and Industry, the costs of bullying generally fall into four categories:

1. Replacing staff members that leave as a result of being bullied, cost of training new employees and loss of experience.
2. Work effort being displaced as staff cope with bullying incidents (i.e., effort being directed away from work productivity and toward coping).
3. Costs associated with investigations of ill treatment, potential legal action and loss of employer reputation.
4. Increased health, sick leave and workers compensation costs.

Ways bullying can affect you

Longstanding bullying has been proven to be extremely harmful to an employee’s health. For more information in regard to this, please visit the Workplace Bullying Institute.

... At work

• You constantly feel agitated and anxious.
• You wait in your car feeling ill, finally forcing yourself to go into work.
• You are always waiting for bad things to happen.
• Others at work have been told to stop. talking with you.
• You are being undermined by someone else’s personal agenda.
• Criticism are constant and unwarranted.

... Outside of work

• You obsess about work at home.
• Your doctor notices skyrocketing blood pressure and recent health problems.
• You feel ashamed of being controlled by another person at work.
• Your desire to do anything is gone on your days off from work.
• Your favorite activities are no longer enjoyable.
• You feel like throwing up the night before the start of your work week.

The Respectful Workplace Policy offers descriptions of disrespectful and/or unprofessional behavior:

• Shouting
• Abusive language
• Threats of violence
• Use of obscenities or other non-verbal expression of aggression
• Behavior that a reasonable person would find to be demeaning, humiliating or bullying
• Deliberately destroying, damaging or obstructing someone’s work performance, work product, tools or materials
• Use of this policy and procedure to make knowingly false complaints

When using the Respectful Workplace Policy, you will have the option to use the informal complaint process or the formal complaint process. The informal process creates a path for resolution of disrespectful and/or unprofessional behavior at the early stages. If you are experiencing legitimate bullying or working in an abusive environment, the task force encourages you to use the formal complaint process. The task force also urges you to contact a steward to help you along the process and document how it works for our members. The policy includes a sample complaint form, and MAPE has also developed our own complaint form (below) to ensure important data is documented and shared.

The Respectful Workplace Policy prohibits retaliation and MAPE recognizes if retaliation occurs, members feel too afraid to complain or assert their rights. Because of this, MAPE advocated for a strong anti-retaliation provision within the policy, which includes prohibiting retaliation any employee who:

• Initiates a complaint
• Reports an incident that may violate the policy
• Participates in an investigation related to a complaint
• Is associated or perceived to be associated with a person who initiates a complaint or participates in an investigation under the policy

Examples of retaliation behaviors include, but are not limited to:

• Excluding employees from work activity;
• Refusing to meet with or be near the employee (giving them the “cold shoulder”);
• Isolating the employee;
• Verbal abuse;
• Changing of work duties or work schedules without justification;
• Denying leave requests without justification;
• Continued harassment/escalated hostility; and
• Threats to job security and income.

What to do when facing a violation of the Respectful Workplace Policy, including bullying:

1. Contact your union
   When our members are facing bullying and/or abusive behaviors, they should reach out to a union steward, who can offer support and advice. As the new Respectful Workplace Policy is new, MAPE has developed a tracking system to gauge the experiences our members experience in utilizing the policy. Part of the reason for this is we expect to share with MMB what the policy is working well and what may need to be changed. To find your steward, click here. Please recognize that if you are going through this, you should not do so alone.
    
2. Determine if there are others who are affected?
   We know that many times even though it's an individual being bullied, there are coworkers who have been under the behaviors, have witnessed the behaviors or who know of members who have left because of the behaviors. Start a conversation with coworkers if possible, to get any shared experiences that may need to be brought to light.
    
3. Document the abusive behavior
   It is critical that you as a member have factual documented evidence of the behaviors that are negatively affecting you. Not only should you explain what happened in each situation, but also include dates, times and places the problematic behavior occurred. You should also provide the names of any witnesses, as well as names of past employees who you know left because they experienced the same behaviors. Document the impact the behaviors have on you work, health and personal life and provide any medical statements that may be relevant regarding the harmful effects these behaviors have had on you. To help you do this, MAPE offers this incident log: 
   Bullying incident log for members
     
4. ​​Utilize the Respectful Workplace Policy
   Take a look at the specific feature of this toolkit regarding The Respectful Workplace Policy, where you will find a copy of the policy and advice for its use.

When MAPE’s Anti-Bullying Task Force started brainstorming ideas for a month-long slate of activities that tied into October’s National Bullying Prevention Month, the task force had no idea how big its little idea would soon become. PACER and MAPE worked together to secure a proclamation from Gov. Mark Dayton that proclaimed October as National Bullying Prevention Month in Minnesota. But the group didn’t stop collaborating there.

The momentum continued Oct. 19, Unity Day, a day dedicated by PACER every year to “join together against bullying – united for kindness, acceptance and inclusion.” On Unity Day, the task force hosted another anti-bullying training with national workplace bullying expert Gary Namie. The task force hoped 50 MAPE leaders might be interested in the event. More than 100 registered.

The interactive, daylong training featured best practices in utilizing the policy to combat bullying in the workplace as well as a special visit from Lt. Gov. Tina Smith, who reaffirmed her commitment to ensuring the policy’s effectiveness.

“Policies are not worth the paper they're printed on unless we find a way to successfully implement them,” Smith said, before opening up the discussion to member questions.

Many members shared their thoughts, suggestions and stories with Smith, who listened intently and offered feedback. She also said that the following day she and Governor Dayton were scheduled to meet with agency commissioners and she would discuss some of our members’ suggestions with them. Smith agreed with members who said there needs to be a culture change from the top down regarding bullying and retaliation in the workplace.

MAPE will continue to keep Smith in the loop, since she’s promised to be our advocate for the policy in the Governor’s Office.

Attendees also heard three success stories from members across the state who were successful in filing complaints against their agencies under the policy. Namie conducted both a morning and afternoon training on the psychology of bullying and how to utilize the policy. Todd Kohl from the Employee Assistance Program also spoke and attendees had a chance to break into small groups and work through real-life scenarios that we’ve seen in dealing with bullying situations.

The day closed with a call to action for members to volunteer to serve as regional leads, a role developed by the task force to be the eyes and the ears on the ground and the lead in assisting members through the complaint process. More than 20 MAPE members stood up and committed to joining the ranks of regional leads at MAPE.

We’re always looking for more regional leads, so if you’re interested, please email Kathy Fodness or Ashley Erickson. More info about what a regional lead is, as well as all the resources MAPE provides for anti-bullying efforts, can be found in MAPE's Anti-Bullying Toolkit.

On March 18, MAPE’s Richard Kolodziejski and Dan Holub met with Rep. Ryan Winkler and senior staff at Minnesota Management and Budget (MMB) to discuss HF 2157, which required workplace bullying policies for state government agencies. The legislation was a result of numerous MAPE members coming forward to relay situations where they experienced workplace bullying. The legislation would require action by state agencies, in collaboration with labor groups, to create and implement policies for a bully-free workplace.

Addressing workplace bullying at MAPE

MAPE’s involvement to tackle the problem of workplace bullying started when MAPE Business Agent Kathy Fodness recognized toxic workplace conditions at a southern Minnesota state agency.

Fodness worked with MAPE Steward Michael Moriarity to get to the bottom of the problem. They held meetings, investigated and partnered with EAP and DHS to resolve the workplace abuse. Unfortunately, it took six long months to resolve. But, the upshot was that DHS placed new management in the facility. Within a short period of time MAPE members, who had left, began returning to their former positions.

Flood gates open to bullying awareness

Kathy Fodness described the next stage as if the “flood gates opened” on bullying awareness. Stewards who fought the good fight were profiled in MAPE videos, bullying was discussed at local meetings and then more MAPE members started to speak up. Abusive behavior was identified at Revenue in St. Paul, DEED and numerous DHS departments.

In fact, the bullying issue was so pervasive at DHS, MAPE stewards Alice Percy and Nancy Witten courageously led the movement to get an agency-wide anti-bullying pledge, which was signed by Commissioner Lucinda Jesson. Credit is due to Commissioner Jesson’s commitment to zero tolerance on bullying as well as the dedication and hard work by Percy and Witten who made that pledge a reality.

Awareness of the possible size of the bullying problem was starting to take shape.

Around the same time, MAPE leadership sent out a survey to members to better understand what issues were priorities to our members in preparation for strategic planning meetings. The survey findings about bullying reflected what was catching fire at local meetings – 25 percent of those surveyed claimed they were bullied. It was clear to leadership that the growing problem of workplace bullying needed to be studied, addressed and resolved throughout the state employee workforce.

Due to the statewide scope of the problem, MAPE leaders decided to draft legislation to bring all responsible parties together and hold then all equally accountable for a practical and effective solution. HF 2157 was drafted to create statewide workplace bullying policies. Authors in both legislative chambers were found and hearings on the bill commenced. Then, a development occurred that seldom occurs during the legislative session.

MAPE and MMB will create statewide policies on workplace bullying

Legislative remedies, like state contract language, are often tried and true ways of solving problems for state employees. They often are the result of negotiations and compromise by both sides on a particular issue. But, what if both sides are in agreement? That was the situation that Rep. Ryan Winkler faced after hearing testimony on HF 2157 by representatives from MAPE and MMB on March 13 at the House Government Operations Committee. He decided a meeting was in order to discuss his bill.

Because both MMB and MAPE believed it was important to establish policies to address workplace bullying, everyone involved in the meeting concluded that it would be beneficial to put HF 2157 on hold to pursue and fast track a more comprehensive administrative solution to workplace bullying in state agencies.

All parties committed to work together to find meaningful strategies to eradicate workplace bullying while simultaneously promote positive professional behaviors in the workplace. These strategies would include, but not be limited to, the following:

1. Developing and implementing a policy addressing professional behavior, including the issue of workplace bullying. This would include:
   1. Procedures to address employee complaints of bullying.
   2. Clear examples of unacceptable/acceptable professional behaviors.
   3. Non-reprisal assurances/protections.
   4. Mediation options or EAP, and association notice and involvement.
2. Providing appropriate training to supervisory staff, as well as developing and offering joint training for management and labor representatives.
3. Jointly reviewing the effectiveness of each implemented strategy.

MAPE and MMB agreed to work on these approaches over the course of the next 12 months. MAPE and MMB also agreed to meet with Rep. Winkler prior to the 2015 legislative session to review progress and revisit the need for legislation.

MAPE's current Anti-Bullying Task Force pictured above, October 2016

From left to right, Lynn Lenz, Anne Moore, Randy Wills, Kathy Fodness, Cindy Kolodziejski, Julie Sullivan, Ashley Erickson and Alice Percy.

Anti-bullying Task Force wins award at 2015 Delegate Assembly

The Anti-Bullying Task Force was named the 2015 recipient of the Neil Farnsworth award. Task force members, left to right, are: Ashley Erickson (staff), Kathy Fodness (staff), Randy Wills, Alice Percy, Julie Sullivan, Anne Moore, Richard Kolodziejski (staff), Mike Moriarty, Cindy Kolodziejski and Jorgenson, who presented the award. Not pictured are: Teresa Chapman, Lynn Lenz and Mike Landers (retired).

The origination of MAPE's Anti-Bullying Task Force

In June 2014, in order to move a strategic plan to eradicate bullying, MAPE developed our anti-bullying task force. MAPE leaders who had direct experience working with members regarding work site bullying were asked to participate and lend their expertise to our mission.

AT RIGHT: MAPE's original Anti-Bullying Task Force from left to right Cindy Kolodziejski, Julie Sullivan, Mike Moriarty, Anne Moore, Kathy Fodness, Alice Percy, Randy Wills, Mike Landers (retired) and Lynn Lenz. Not pictured: Teresa Chapman.

During the task force’s first year, we looked at specific experiences our members were having, steps that were taken that were successful and steps that were not successful. We strategized about how to force the state to sit up and take notice to work environments they were responsible for. We knew that to continue to move forward, we needed more parties committing to our goal. Task force members provided testimony that led the way to the creation by MMB of the Respectful Workplace Policy, the first statewide policy of its kind in the nation. The task force also created a new statewide role, regional lead, to monitor compliance with the new policy.

In year two, the task force focused on tracking the policy through our regional leads, training initiatives by both the state and MAPE.

Related links:
New MN policy unveiled to address workplace bullying -- Public News Service
Audio recording of new anti-bullying policy -- Public News Service

Last month marked the one year anniversary of Representative Ryan Winkler passing MAPE’s anti-bullying bill through committee, and his urging MMB to work with MAPE to develop a statewide policy aimed at ensuring healthier work environments for state employees.

Today MMB released its Respectful Workplace Policy. Though MMB is the creator of the document, MAPE members, leaders and staff have provided input and edit suggestions along the way.

MAPE has led the way in combatting bullying in the work place. MAPE’s anti-bullying taskforce, which was instrumental in bringing stories about bullying to MMB, will now focus on making sure the policy is enforced. The task force will conduct training on the policy and combating bullying in May for stewards from each region.

“MAPE is pleased to have worked with state leaders who developed this Respectful Workplace Policy. Harmful work environments contribute to lower productivity and employee turnover, and affect the health and overall well-being of not only state employees but workers across Minnesota,” MAPE President Chet Jorgenson said. “We are proud to live and work in a state that says ‘no bullies allowed’ in either the classroom or the workplace.”

MAPE’s proposed legislation in 2014 came after a statewide survey of its members in September 2013 revealed 1 out of 4 MAPE members have either been a victim of bullying or have seen bullying in the workplace; and staff learned of serious incidences of bullying and harmful work environments at various state agencies.

In his letter introducing the policy, MMB Commissioner Myron Frans said the policy is a resource to support employee success.

“… State agencies value employees and want and need them to be successful,” Frans said. “We believe this policy will be a very positive addition to the statewide policy infrastructure.”

The policy applies to all levels of employees from agency heads, managers and supervisors to classified employees, volunteers and contractors. Disrespectful and/or unprofessional behaviors outlined in the policy include aggressive behavior, demeaning, humiliating, bullying, sabotaging work performance and making false complaints.

Procedures related to investigating complaints about violations are also in the document, including informal resolution and filing complaints processes.