MAPE, MMB join forces to address workplace bullying March 27, 2014

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.