BURSLEM DELIVERY OFFICE MANAGMENT BULLYING VICTIM

[brothermagrew]

Q. Bullied at Work – Does my union have my best interests at heart?

Sometimes the local (unpaid) trade union representative is helpful and supportive, but once the case moves up to a paid union official, the bullied trade union member finds their case frustrated. Many people report that their paid trade union official appears indistinguishable from the management and that their trade union, despite the rhetoric, appears to be more interested in maintaining its good relationship with the employer than meeting the legally-binding contractual obligations to its members.

There are many reasons why trade union representatives fail to support their members, including lack of resources, weak law, disinterest, fear of retaliation by employer, fear of loss of rep's own job and career, lack of training, lack of support within the union, contempt for members, complicity, fraternal obligation and more.

When a trade union fails to provide support and access to legal services to a member who is losing their job, livelihood, health and more because of bullying and stress - i.e. the trade union is failing to meet its legally-binding contractual obligations to the member, for which the member has been paying for years in expectation of support - the sense of betrayal intensifies the symptoms of Complex PTSD. When the trade union official works, or appears to the member to be working, with the employer and against the interests of the subscription-paying member, the sense of betrayal is further intensified. The feeling of emotional and psychological rape is intense. Betrayal and rape produce similarly profound feelings of violation and consequent anger. The unacceptable behaviour of employers, HR departments and trade union officials in colluding with the bully and getting rid of the target fuel an all-consuming sense of injustice to which many people devote their lives to redressing.

Why won't my trade union support me?

It seems that some trade unions could be seen as putting political expediency ahead of the interests of members whose subscriptions are accepted in the full knowledge of the likely subsequent disavowal of the union's assurance to fulfil legally-binding contractual obligations to those members. You pays your money and you don't get the support. It goes without saying that trade unions and trade union officials who fail repeatedly their members bring trade unions into disrepute are also betraying those trade unions and whose officers, representatives and members are committed to working to preserve the rights of workers.

[stokes11eg]

Surely there is an argument here for members to be represented by an official from another office/
I've always felt that there must be some divided loyalties between Reps/memberes and Management-----
with Reps sometime yes, being slightly bullied by there own Managers-a steanger on the floor wouldn't have to woorry about this.

Q. Bullied at Work – Does my union have my best interests at heart?

Sometimes the local (unpaid) trade union representative is helpful and supportive, but once the case moves up to a paid union official, the bullied trade union member finds their case frustrated. Many people report that their paid trade union official appears indistinguishable from the management and that their trade union, despite the rhetoric, appears to be more interested in maintaining its good relationship with the employer than meeting the legally-binding contractual obligations to its members.

There are many reasons why trade union representatives fail to support their members, including lack of resources, weak law, disinterest, fear of retaliation by employer, fear of loss of rep's own job and career, lack of training, lack of support within the union, contempt for members, complicity, fraternal obligation and more.

When a trade union fails to provide support and access to legal services to a member who is losing their job, livelihood, health and more because of bullying and stress - i.e. the trade union is failing to meet its legally-binding contractual obligations to the member, for which the member has been paying for years in expectation of support - the sense of betrayal intensifies the symptoms of Complex PTSD. When the trade union official works, or appears to the member to be working, with the employer and against the interests of the subscription-paying member, the sense of betrayal is further intensified. The feeling of emotional and psychological rape is intense. Betrayal and rape produce similarly profound feelings of violation and consequent anger. The unacceptable behaviour of employers, HR departments and trade union officials in colluding with the bully and getting rid of the target fuel an all-consuming sense of injustice to which many people devote their lives to redressing.

Why won't my trade union support me?

It seems that some trade unions could be seen as putting political expediency ahead of the interests of members whose subscriptions are accepted in the full knowledge of the likely subsequent disavowal of the union's assurance to fulfil legally-binding contractual obligations to those members. You pays your money and you don't get the support. It goes without saying that trade unions and trade union officials who fail repeatedly their members bring trade unions into disrepute are also betraying those trade unions and whose officers, representatives and members are committed to working to preserve the rights of workers.

[wranglered]

Q. Bullied at Work – Does my union have my best interests at heart?

Sometimes the local (unpaid) trade union representative is helpful and supportive, but once the case moves up to a paid union official, the bullied trade union member finds their case frustrated. Many people report that their paid trade union official appears indistinguishable from the management and that their trade union, despite the rhetoric, appears to be more interested in maintaining its good relationship with the employer than meeting the legally-binding contractual obligations to its members.

There are many reasons why trade union representatives fail to support their members, including lack of resources, weak law, disinterest, fear of retaliation by employer, fear of loss of rep's own job and career, lack of training, lack of support within the union, contempt for members, complicity, fraternal obligation and more.

When a trade union fails to provide support and access to legal services to a member who is losing their job, livelihood, health and more because of bullying and stress - i.e. the trade union is failing to meet its legally-binding contractual obligations to the member, for which the member has been paying for years in expectation of support - the sense of betrayal intensifies the symptoms of Complex PTSD. When the trade union official works, or appears to the member to be working, with the employer and against the interests of the subscription-paying member, the sense of betrayal is further intensified. The feeling of emotional and psychological rape is intense. Betrayal and rape produce similarly profound feelings of violation and consequent anger. The unacceptable behaviour of employers, HR departments and trade union officials in colluding with the bully and getting rid of the target fuel an all-consuming sense of injustice to which many people devote their lives to redressing.

Why won't my trade union support me?

It seems that some trade unions could be seen as putting political expediency ahead of the interests of members whose subscriptions are accepted in the full knowledge of the likely subsequent disavowal of the union's assurance to fulfil legally-binding contractual obligations to those members. You pays your money and you don't get the support. It goes without saying that trade unions and trade union officials who fail repeatedly their members bring trade unions into disrepute are also betraying those trade unions and whose officers, representatives and members are committed to working to preserve the rights of workers.

F**K ME BROTHER MAGREW THIS SUMS UP THE CWU TO A TEE.......NEVER MIND ALL THE BULLSHIT, THOSE BLOKES AT BURSLEM ARE STILL AWAITNG APPEALS 15 MONTHS DOWN THE LINE....WHAT THE F**K ARE THE CWU PLAYING AT?
THESE MEMBERS SHOULD HAVE BEEN HELPED TO PURSUE THEIR CASES OUTSIDE OF ROYAL MAIL AND IN AN ET....WE MIGHT HAVE GOT SOME PROGRESS THEN...BUT NO, HANDSITTING AGAIN AND AGAIN....

[norbert]

It sounds if the CWU are frightened of RM's Senior Management , it's obvious with Burslem , Bristol etc that Senior Management were giving the orders to have these places "softened up " so it would easier elsewhere .

The CWU have already lost one tribunal with Big Dave , in the first hearing RM were getting a right pasting , their "representative " had to drop his Junior managers in the s**t to save his sorry a*** .

RM's answer would be to hire the best lawyers and barristers that money can buy , the sort that would make Mother Teresa look like Myra Hindley to get themselves out of the hole they backed themselves into . Morals , ethics , the truth etc don't come into the equation - you're dealing with people that would sell their own mothers .

RM can afford to play trench warfare , the CWU can't - I agree that RM appeals are purely to delay the inevitable tribunal , the orders are to close ranks and protect their more junior managers .

The CWU had some success at Bristol , but with Kay the Big Bird , RM only settled on the Saturday before the Monday of the hearing , to save themselves from the pasting they richly deserved in the media .

[brothermagrew]

With regards to our own postal union, the sooner they get a complete review with RM Senior Management over the current RM Bullying and Harassment Policy, the better it will be for CWU member interests. I would agree with norbert in that our postal union has had some success, but this should not deter from the fact that many individuals who are going through or have been through the bullying process, no matter which angle it comes from, cannot help feeling utterly dejected and disheartened that their own union has in their opinion let them down badly in their moment of need.

[TrueBlueTerrier]

Reading some of the posts on here about B&H I am sometimes concerned that Royal Mail released 2 documents at the same time.

1. Royal Mails Policy on Bullying and Harassment.
2. Royal Mails Guide on Management principles and Motivating employees.

Unfortunately they got the binders wrong way round and some Managers have not yet realised.

[k979aaa]

Reading some of the posts on here about B&H I am sometimes concerned that Royal Mail released 2 documents at the same time.

1. Royal Mails Policy on Bullying and Harassment.
2. Royal Mails Guide on Management principles and Motivating employees.

Unfortunately they got the binders wrong way round and some Managers have not yet realised.

I think they know which is which but they get order's from above and they have to follow then come hell or high water or they are for the chop!. But all these manager's get all the support from thier DOM's to do these thing's which maybe illegal in employment law but will the DOM's and the DSM'S and ASM's be behind them when the sh*t hit's the fan!.

[norbert]

Reading some of the posts on here about B&H I am sometimes concerned that Royal Mail released 2 documents at the same time.

1. Royal Mails Policy on Bullying and Harassment.
2. Royal Mails Guide on Management principles and Motivating employees.

Unfortunately they got the binders wrong way round and some Managers have not yet realised.

I think they know which is which but they get order's from above and they have to follow then come hell or high water or they are for the chop!. But all these manager's get all the support from thier DOM's to do these thing's which maybe illegal in employment law but will the DOM's and the DSM'S and ASM's be behind them when the sh*t hit's the fan!.

backed up to the hilt - all the way to 148 Old St - legal or not

[brothermagrew]

Q. Are you currently being bullied in your workplace?
Some suggested phrases and strategies that you may find useful for tackling workplace bullying. Modify accordingly to your needs. (No responsibility accepted!) As this information has been given in good faith. Professional legal advice should always be sought.

The most important phrase is:
"Your criticisms and allegations are specious and lack substantive and quantifiable evidence. Your constant nit-picking and fault-finding prevents me from fulfilling my duties, constitutes repudiatory conduct, and is a breach of the implied term of mutual trust and confidence."

Other phrases:
"By the way s/he chooses to behave, s/he prevents myself and others from fulfilling our duties/undertaking our studies."
"By the way s/he chooses to behave; s/he brings her/himself, the staff, the department and the employer into disrepute."
"The purpose of bullying is to hide inadequacy; those who choose to use bullying behaviours are therefore revealing and admitting to their inadequacy"
"Bullying is a breach of the implied term of mutual trust and confidence."
"Bullying causes injury to health and is a breach of the employer's duty of care."
"The repeated fabrication of allegations, constant denial and violation of boundaries leave me feeling as if I've been raped."

When you're subjected to repeated criticisms and allegations, you may find these helpful:
"Your criticisms are based on trivia; choosing to focus obsessively on trivia reveals unsound judgement and is one of the ways bullies identify and reveal themselves."

"Your criticisms and allegations are a projection of your own failings and shortcomings. I ask you not to project them on to me."

When responding to specious (plausibly deceptive) criticisms and allegations, under no circumstances be deceived into explaining, justifying, elaborating or apologising - each of these responses accords the criticism or allegation a validity which it does not have. Always put the onus on the bully to provide substantive and quantifiable evidence to justify his or her accusation.

If you've been subjected to fabricated or distorted criticisms or allegations or are facing unwarranted disciplinary action you can respond in writing:

"On [date] you made the following criticism/allegation against me which you are now seeking to use as the basis for imposing a verbal/written warning: [Include details of allegation here]. I now ask you to provide me in writing within seven days with substantive and quantifiable evidence in support of your criticism/allegation."

When no written substantiation is provided, write again:
On [date] you [reiterate your previous letter]. I note that you have chosen to not substantiate your criticism/allegation as requested. I now ask you again to provide me in writing, within 48 hours, with substantive and quantifiable evidence in support of your criticism/allegation.
When no written reply is received, write again:

"On [date] you [reiterate both previous letters] I now ask you to withdraw your criticism/allegation and provide me with evidence in writing that you have done so. I remind you that making allegations and refusing to substantiate them in writing is a form of harassment. Such harassment prevents myself and others from fulfilling our contractual duties and legally binding obligations."

If you're subjected to this tactic again at a later date, include in your first letter a reminder of the previous occasion (remember, it's the patterns of behaviour that reveal bullying)

"I note that you have chosen to make another trivial, specious and insubstantive criticism/allegation about me. I remind you of our correspondence of [date] when you were unable and unwilling to substantiate your criticism/allegation. I remind you that in my letter of [date] I pointed out that making unfounded, misrepresented or fabricated criticisms/allegations and refusing to substantiate them in writing is a form of harassment. I am advised that the UK Department of Trade and Industry recommend that the Protection from Harassment Act (1996) be used in such circumstances. Furthermore you are causing the employer to incur vicarious liability for your unacceptable behaviour."

Be alert to the criticism or allegation changing or being withdrawn as you challenge it. Note any changes and point them out in writing, asking for an explanation as to why they have changed in response to you asking for substantive evidence.

When held accountable (and thus in fear of having their inadequacy, incompetence, dysfunction and disordered behaviour exposed) bullies often respond with the "denial - counterattack - feigning victimhood" strategy. If the bully responds with false (and thus) malicious allegations about you, try this strategy: It's very effective, but when a bully responds like this you can draw attention to the behavioural response, e.g.

"Only serial bullies respond to being held accountable by using the strategy of denial / counterattack (retaliation) / feigning victimhood (tears, claiming to be the one being bullied). Therefore, the existence of this behavioural pattern is tantamount to an admission of bullying."

The bully will whine and moan in a manner worthy of an Oscar, but hold your ground, e.g.

"Over the last xx months you have exhibited bullying behaviours toward me and now that I have held you accountable you are responding by making allegations about me which you know to be untrue. You must now provide substantive and quantifiable evidence to justify your allegations within 48 hours."
Pause and ignore any blustering. Then carry on...
"Making false allegations is a serious disciplinary offence. Failure to provide such evidence will result in your actions being deemed malicious and you may be guilty of the offence of harassment, as well as causing the employer to incur vicarious liability for your behaviour. Any attempt to fabricate evidence or threaten or coerce witnesses will be deemed a further serious disciplinary offence."

Let this sink in, smile sweetly at the bully and ignore any protestations. When the bully pauses from whingeing, add...

"I understand this is not the first time you have been accused of bullying. If you are unwise enough to continue your bullying behaviour or if you fabricate any further malicious allegations I shall have no hesitation in involving my solicitor. If you continue your bullying behaviour it will be necessary to mount an investigation into your behaviour, and any past offences of a similar nature, including the wrongdoings that accompany this type of case."

Expect the bully to go off sick with "stress" from this point on.

If you're off work suffering stress as a result of bullying it's important to let the employer know in writing that the injury to health you have sustained is caused by the behaviour of one or more members of staff. This letter will become crucial evidence for a personal injury / duty of care action later should that become necessary.

If you've suffered a psychiatric injury (e.g. stress) it's essential to have good medical evidence to support your injury to health. If you suffer a stress breakdown get medical evidence immediately. A stress breakdown, often wrongly called mental breakdown or nervous breakdown, is a lay term comprising either a short cessation of brain processing or a period of uncontrollable crying perhaps lasting several days, perhaps accompanied by panic attacks, trembling, and loss of memory, reactive depression, suicidal thoughts and unusually high levels of hypervigilance resembling paranoia. It is a serious traumatic event but is not a sign of mental weakness. Quite the reverse.

If you've been off sick for a while and are being bullied by the employer into returning:
"The injury to health which has caused me to take sickness absence was caused by the unacceptable aggressive and dysfunctional bullying behaviour of X. I am not the first employee whose health has been injured as a consequence of X's behaviour which constitutes a danger to the health and safety of employees with whom s/he comes into contact.

[If you know of previous cases - and it's worth doing some digging - you can insert here: I am advised that at least x employees working under X have been forced to take sick leave / take ill-health retirement / follow grievance / take legal action / attempted suicide / committed suicide. As such, X is a liability to the organisation and to shareholders / investors / taxpayers / donors.]

I look forward to returning to work as soon as possible and to that end I ask you to provide me with an assurance in writing that you will fulfil your legal obligation of duty of care under the UK Health and Safety at Work Act (1974) to provide both a safe place and a safe system of work."

It may be better if this comes from your union representative. If you're not in a union, and the relationship between you and the employer has broken down, the letter could come from your solicitor. If you are then further victimised for having written this letter and reporting the behaviour of X as a danger to health and safety of employees with whom s/he comes into contact, you may be able to use the clause on victimisation on grounds of health and safety under the UK Employment Rights Act (which applies from day 2 of employment).

You may also wish to include a sentence pointing out the need to undertake a risk assessment, e.g. "It is well known that stress levels with [the organisation] have reached exceptional levels [include some figures here, e.g. with x number of staff off sick with stress]. As part of your duty of care under the Health and Safety at Work Act I remind you that you are required to undertake a risk assessment on the levels of stress within the workplace".

Throughout proceedings, avoid "victim" language. Instead of saying "illness", say "injury to health". Instead of saying "mental illness", say "psychiatric injury". Instead of "mental breakdown" or "nervous breakdown" say "stress breakdown". Instead of "I couldn't do my job" say "the bully's behaviour prevented me from fulfilling my duties". Instead of "anger", say "passion". Instead of "obsessed", say "focused". Instead of the word "victim", use "target". The word "victim" allows bullies and their supporters, apologists and deniers to tap into and stimulate other people's prejudices and preconceived notions about "victimhood".
When dealing with bullying - and especially when talking or writing to management, personnel etc - avoid detail, which has the effect of turning people off and against you. Focus on the contractual, legal and financial aspects. When writing, avoid emotion, shock, horror, outrage, indignation, sensationalism, pleading, begging, acrimony, moaning and groaning, whingeing and whining, self-deprecation and apology. Also avoid the use of exclamation marks, quotation marks, unnecessary capital letters, bold, italic and multiple-coloured text which irritate the reader and stimulate a sense of disbelief, incredulity and scepticism which discredit what you are saying and which foster the belief that you may be neurotic or hysterical. Forget flowery language, vagueness, attempted references to literature and anything which is alarmist or self-evident; omit everything which is not 100% relevant. This includes verbosity (using too many words when fewer will do in order to get your point across) and tautology (repeating yourself, saying the same thing more than once). Remove anything that smacks of a confessional. Don't grovel and don't appease. Keep things as brief, succinct and professional as possible - preferably one page. Imagine how it will sound and how it will make you appear when read out in court, even if you've no intention of going down the legal route. Two pages is the maximum - a letter which is longer than two pages will not be read. If you have tables, reports etc which you feel you must include, make then appendices which can be referred to rather than read. Always make written communications as short as possible.

Targets of abuse have a vast amount of information but those listening often don't have the capacity (or interest or will) to comprehend it. The instinct for a target who meets with disbelief is to provide more evidence in the form of detail; however, the person listening increasingly puts up barriers to this deluge of personalised information. The more detail, the greater the disbelief and denial. The more disbelief and denial, the greater the urge to provide more evidence (detail). More detail creates greater disbelief and denial, and so on ad infinitum. Keep your communications short and succinct otherwise you will be perceived as not being a credible witness.

Expect fireworks but in the end bullies and their bullying culture can be beaten.

[wolfie citizen smith]

Brother Magrew

By F**K u know your onions

[brothermagrew]

Brother Magrew

By F**K u know your onions

Cheers bro, although things can become a little pickled at times, I've fought since my school days, during Army life and in the workplace over the years in dealing with these parasites on my own terms. When they are out to destroy an individual who lets face it have done them no harm, for their own selfish ends, then it is time for the gloves to come off, and forget faint-heartedness, it's go for their jugular at all times. Always put the onus on the bully to justify their actions! Far to many good people have succumbed to their despicable actions and had careers and lifes destroyed.

Bullying takes place behind closed doors with no witnesses and no evidence (in the traditional sense). When called to account, the bully uses charm and their Jekyll and Hyde nature to lie convincingly. Bullies are clever, but you can be clever too.

"Bullying is a compulsive need to displace aggression and is achieved by the expression of inadequacy (social, personal, interpersonal, behavioural, professional) by projection of that inadequacy onto others through control and subjugation (criticism, exclusion, isolation etc). Bullying is sustained by abdication of responsibility (denial, counter-accusation, pretence of victimhood) and perpetuated by a climate of fear, ignorance, indifference, silence, denial, disbelief, deception, evasion of accountability, tolerance and reward (eg promotion) for the bully."

[wranglered]

this is great stuff brother magrew...comes I think from that Bullying website...tried a letter with some of the stuff in against RM....they soon go f****k quiet...."unless you can provide me with substantiative evidence in the next 7 days"

[brothermagrew]

this is great stuff brother magrew...comes I think from that Bullying website...tried a letter with some of the stuff in against RM....they soon go f****k quiet...."unless you can provide me with substantiative evidence in the next 7 days"

As brother Teebs would say - nam et ipsa scientia potestas est - For Knowledge Itself is Power - use every resource available and read everything that you can about the subject of bullying to better understand what you are going up against and to re-empower oneself for the future. And in your case it apparently worked.

[DGP1]

http://www.mygrievance.co.uk/

[norbert]

http://www.mygrievance.co.uk/

The My Grievance section and the can a grievance be a protected disclosure bit is interesting .

RM tend to trip themselves up by thinking they can cover all angles , people can draw their own conclusions from all the contradictions and/or the conflicting nature and the fact a lot of their stuff begs more questions than answers -they are often found to be too black and white and judgmental .

Everything is based on required RM answers to set regimented questions , everything is purely to impress and to a foregone conclusion to present a " singing from the same hymn sheet " front .

They tend to operate at the legal limit at the best of times and their arrogance in trying to be Amateur Barristers sometimes backfires on them and/or they have to hire at great expense professional legal people to get themselves out of the corner they bloody - mindedly backed themselves into .