{"id":5337,"date":"2017-04-06T08:56:16","date_gmt":"2017-04-06T07:56:16","guid":{"rendered":"https:\/\/unionsyndicale.eu\/?p=5337"},"modified":"2023-12-11T09:06:25","modified_gmt":"2023-12-11T08:06:25","slug":"harassment-us-supports-its-colleagues","status":"publish","type":"post","link":"https:\/\/unionsyndicale.eu\/en\/harassment-us-supports-its-colleagues\/","title":{"rendered":"Harassment: US supports its colleagues"},"content":{"rendered":"
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When faced with cases of harassment, the worst response is silence. It comforts the\u00a0perpetrator in their feeling of impunity, even gives them the feeling that their actions are\u00a0acceptable and prepares the ground for future misbehaviour once the current victim gets away\u00a0– if they can. Not speaking out makes the behaviour<\/a> of a bully seem normal or acceptable to other colleagues and even the hierarchy.<\/p>\n

Union members must speak up and encourage others to do so when faced with harassment.\u00a0Not just to ensure justice for the victim but for other, practical reasons: a bully who is caught\u00a0out just once will probably be treated leniently by management but if people speak out\u00a0systematically and repeatedly then the hierarchy will be forced to think and things are likely\u00a0to move. Sadly, the first victims of a given individual most likely won’t be helped but their\u00a0action clears the way for others to be saved. It’s a form of solidarity.<\/p>\n

But that can’t really happen without the support of a Union. The victims of harassment<\/a> are fragile and cannot manage the process alone, particularly since, even in well-managed cases, getting things back to the status quo ante so that the victim feels that everything is back to normal (and normal sometimes becomes idealised) is next to impossible. Things won’t be like before. The corrective measures available to our administration when, rarely, they act, are of basically two kinds. Either they move the victim to another role or, in the worst cases, they are offered sick leave and then invalidity. Both of these are perceived by the victim as a defeat because, whilst they lose their post and all they have been dealing with, or when they are put on invalidity, the perpetrator keeps everything including their rank.<\/p>\n

Only rarely does the victim get compensation and it’s even rarer that the perpetrator is punished. All these things contribute to a feeling of impunity and it’s time something changed. To bring that change about, our Union, possible with others, has to put in place a system which avoids harassment happening, encourages victims and onlookers to blow the whistle and listens out for colleagues in difficulties. We also have to force the administration to put in place a system to provide remedies which mainstream the needs of the victim and help them back into the normal life of the organisation under the best possible conditions and compensate them whilst punishing the perpetrators.<\/p>\n

In order for that to be possible, we’d need :<\/p>\n

    \n
  1. To know what the situation looks like in the workplace. To know what kinds of\u00a0harassment are present and how bad it is (harassment is also a cultural phenomenon\u00a0with a certain amount of regional and cultural variability). To know the profiles of\u00a0victims. Assess the frequency of complaints where they happen. That takes different\u00a0ways and means which are complementary: obtain official statistics, carry out our own\u00a0surveys, create a network of observers, and in fine create an observatory in public\u00a0administrations.<\/li>\n
  2. “Educate” our members etc. and sensitize them to the issue of harassment. Nothing will happen unless the members of our organisations, at least the most active ones, are\u00a0aware of the scale of the problem and the damage it causes both to the individual and\u00a0collectively. Training should be given to active members. Create a protocol for\u00a0interventions.<\/li>\n
  3. Inform colleagues and create confidential communication channels. Make colleagues\u00a0aware of harassment done to others. Create publications that cover the subject\u00a0systematically. Establish confidential contact points.<\/li>\n
  4. Make harassment a cross-cutting issue in all our contacts with the administration to create awareness and prevent it from being an issue in all procedures, including selection, training (on arrival and on posting to management) and assessment. Train the colleagues involved in the social dialogue.<\/li>\n
  5. Demand disciplinary measures and more robust action against perpetrators.\u00a0Accompany victims systematically during the complaints procedure.<\/li>\n<\/ol>\n

    It’s an ambitious plan, certainly, but it can be summed up in a sentence. Zero tolerance\u00a0<\/strong>for harassment: US supports its colleagues and the institution can recover lost dignity.<\/p>\n

    Juan Pedro Perez Escanilla<\/strong>
    \nGeneral Secretary of USB<\/em><\/p>\n<\/div><\/div>

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    When faced with harassment, the worst response is silence: it comforts the perpetrator in their impunity, so US supports its colleagues!.<\/p>\n","protected":false},"author":2,"featured_media":3872,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[126,69],"tags":[],"dossier-special":[],"class_list":["post-5337","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-harassment","category-special-report"],"acf":[],"yoast_head":"\nHarassment: US supports its colleagues<\/title>\n<meta name=\"description\" content=\"When faced with harassment, the worst response is silence: it comforts the perpetrator in their impunity, so US supports its colleagues!\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" 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