Bullying in the workplace creates a toxic environment and can affect employees’ mental health and job performance. California law protects employees from harassment and other forms of mistreatment at work, offering steps employees can take to address bullying by supervisors.
Document incidents of bullying
Employees should keep detailed records of bullying incidents, including dates, times, and specific behaviors. They should also include any emails, messages, or witnesses to the events. These records can help demonstrate a pattern of behavior if the issue escalates to formal complaints or legal action.
Review company policies
Many employers have policies addressing workplace behavior, including bullying. Reviewing the employee handbook or HR guidelines can help employees understand the resources available and the process for reporting inappropriate conduct.
Report the behavior to human resources
Reporting bullying to HR or a designated supervisor allows the employer to address the issue. California law requires employers to investigate claims of harassment or workplace misconduct. Employees should provide as much evidence as possible during the reporting process to ensure a thorough investigation.
Know your legal protections
California’s Fair Employment and Housing Act (FEHA) prohibits harassment based on protected characteristics. These include race, gender, or disability. If bullying involves discriminatory behavior, employees can file a complaint with the California Civil Rights Department (CRD) or pursue further legal action.
Seek support
Dealing with workplace bullying can be stressful. Employees can seek support through employee assistance programs (EAPs), counseling, or peer support groups. Taking care of mental and emotional well-being is essential while addressing the situation.
Workplace bullying by supervisors is unacceptable and can have serious consequences. Taking steps to understand legal rights helps employees address the issue and work toward a healthier and more respectful workplace.