In the context of employment and corporate environments, individuals who have engaged in bullying behavior may still be entitled to certain rights and considerations, including due process.
Due process generally refers to the fair treatment and procedural protections afforded to individuals when they are subject to disciplinary actions or decisions that affect their rights, interests, or employment status.
While the specifics of due process may vary depending on factors such as applicable laws, company policies, and the nature of the situation, some common elements of due process in the workplace may include: notice, and investigation into allegations, fair hearing, decision-making after an investigation, and an appeal or review process.
In the case of the bully managers on my current job, one is being allowed back to work. In fact, one of the bully managers has returned to work and has resumed their previous duties as a manager within a different department. Imagine my disappointment that a person that caused me great anxiety because of their antagonistic behaviors towards me is back to wreak even more havoc than before.
I’d been hearing through other coworkers that one of the bully managers was returning, but the gossip was that the manager would be returning in another position. It turns out that this bully manager is attempting to get right back to where they started from which is over the department in which I work. Basically, it would simply appear that this bully manager was on a long vacation.
An Unpleasant Surprise
When I least expected it, this bully manager showed up while I was at my station doing my tasks. Since I was heavily focused and involved, I didn’t stop what I was doing to greet them. In fact, all but one person at their stations continued working as this bully manager spoke to us. There was nothing but silence. The one coworker who did respond to the bully manager was shocked that no one else responded back to them.
After the bully manager left, the one coworker who did respond was disappointed that the rest of us remained silent. Almost unanimously, we all said in imperfect unison, “I wasn’t paying much attention.” In fact, I was actually rendered speechless. Mutism had taken over me because I was somewhat caught by surprise when this bully manager walked up on us. I could only stop to think about how my future at work was going to be affected by this bully manager’s derisive tactics if they were placed back in a supervisory position over me.
If this bully manager is allowed back over the department for which I work, will my schedule be changed? Will my hours decrease? Will the days I work now change after I have developed a routine? Will I need to resume my search for another job? What’s going to happen? Will I be slighted in my duties? I had so many questions swirling around within my head. What was I going to do?
From the standpoint of victims of bullying within the workplace, these are issues that should be considered by upper management when they do allow for due process with any bully within the workplace. I don’t know that victims of bullying are even considered even if there is a policy that is supposed to protect victims of bullying. Imagine the post-trauma of anyone who’s had to deal with such managers and the amount of peace that was gained when such managers left only for those managers to return to their job posts.
I think the reaction that some of my other coworkers gave in response to this bully manager’s presence was very telling. I’ll keep you posted as this situation continues to evolve.
Stay tuned for more blog posts to come …
My Voice Unchained 