Stopping Moral Harassment
27 June 2008
Read by 1850 persons
Question: "The work atmosphere is heavy and stressful. My disruptive colleague is not only contemptuous but also dictatorial. Currently, departures and sick leaves are daily occurrences. What should I do?" Ariane
Sylvie Sanchez-Forsans: "You are right to take matters into your own hands. Your colleague is not your superior, and in the company, she has rights and duties, just like you. What is the nature of your suffering with this colleague? You mention daily departures and sick leaves. It's surprising that your management hasn't heard about the reason for these daily departures and sick leaves. If you, Ariane, also experience this colleague as "disruptive" (in what way?), "contemptuous" (based on what?), and "dictatorial" (how?), I invite you to answer these questions carefully and to have precise facts to support your assessments. Then, you can bring this state of affairs to the attention of your superior during an individual meeting. In no case do I advise you to take sick leave to avoid this professional stress or even to leave, especially if you were considering resigning.
Question: "I worked 17 years in a laboratory where there is always at least one scapegoat. Management chooses vulnerable people from the staff, and this goes as far as resignation or, for most, long sick leaves followed by disability. Currently, at least three people have suffered health problems because of this. The lab has about thirty-five people supervised by five doctors or pharmacists. Many have tried dialogue and then become new targets. Having been the first victim, I feel bad that this system persists along with my health problems. Thank you for your help." Yolande Auvray
Sylvie Sanchez-Forsans: "Your health is paramount. Your occupational physician is there for you, and you must inform them of your suffering and the health problems you have in the exercise of your profession. They will be able to declare you "fit" or "unfit" for your work. In addition, the labor inspectorate is also available and can intervene on facts, not rumors: with your colleagues, it may also be appropriate to engage in dialogue on the value of collective action."
Question: "What to do when you are a victim of moral harassment and it seems impossible to prove it? You feel isolated, depressed, devalued, and can no longer go to work even though you love your job and want to keep it?"
Sylvie Sanchez-Forsans: "In some organizations, there are "perverse" and daily acts that give the impression of being "the norm," as Marie-France Hirigoyen brilliantly highlighted in her works (Moral Harassment, 1998 and Malaise at Work, 2001, published by La Découverte and Syros) while they have serious consequences on the psychological health of the victims. In the face of moral harassment, there are simple measures with varying levels of intervention: keep a logbook of the acts, request a meeting with HR, management, call on the Labor Inspectorate for the application of article L230-2 of the labor code, which requires the employer to ensure safety and protect employees, request union mediation, etc. In addition, regarding your health, it is very important to discuss it, in addition to your general practitioner, with your occupational physician. Therefore, I suggest that you contact an association against moral harassment very quickly, which will provide you with testimonies and advice in this area to intervene under the most favorable conditions."
Posted on June 27, 2008
france5.fr
Sylvie Sanchez-Forsans: "You are right to take matters into your own hands. Your colleague is not your superior, and in the company, she has rights and duties, just like you. What is the nature of your suffering with this colleague? You mention daily departures and sick leaves. It's surprising that your management hasn't heard about the reason for these daily departures and sick leaves. If you, Ariane, also experience this colleague as "disruptive" (in what way?), "contemptuous" (based on what?), and "dictatorial" (how?), I invite you to answer these questions carefully and to have precise facts to support your assessments. Then, you can bring this state of affairs to the attention of your superior during an individual meeting. In no case do I advise you to take sick leave to avoid this professional stress or even to leave, especially if you were considering resigning.
Question: "I worked 17 years in a laboratory where there is always at least one scapegoat. Management chooses vulnerable people from the staff, and this goes as far as resignation or, for most, long sick leaves followed by disability. Currently, at least three people have suffered health problems because of this. The lab has about thirty-five people supervised by five doctors or pharmacists. Many have tried dialogue and then become new targets. Having been the first victim, I feel bad that this system persists along with my health problems. Thank you for your help." Yolande Auvray
Sylvie Sanchez-Forsans: "Your health is paramount. Your occupational physician is there for you, and you must inform them of your suffering and the health problems you have in the exercise of your profession. They will be able to declare you "fit" or "unfit" for your work. In addition, the labor inspectorate is also available and can intervene on facts, not rumors: with your colleagues, it may also be appropriate to engage in dialogue on the value of collective action."
Question: "What to do when you are a victim of moral harassment and it seems impossible to prove it? You feel isolated, depressed, devalued, and can no longer go to work even though you love your job and want to keep it?"
Sylvie Sanchez-Forsans: "In some organizations, there are "perverse" and daily acts that give the impression of being "the norm," as Marie-France Hirigoyen brilliantly highlighted in her works (Moral Harassment, 1998 and Malaise at Work, 2001, published by La Découverte and Syros) while they have serious consequences on the psychological health of the victims. In the face of moral harassment, there are simple measures with varying levels of intervention: keep a logbook of the acts, request a meeting with HR, management, call on the Labor Inspectorate for the application of article L230-2 of the labor code, which requires the employer to ensure safety and protect employees, request union mediation, etc. In addition, regarding your health, it is very important to discuss it, in addition to your general practitioner, with your occupational physician. Therefore, I suggest that you contact an association against moral harassment very quickly, which will provide you with testimonies and advice in this area to intervene under the most favorable conditions."
Posted on June 27, 2008
france5.fr
