tag:blogger.com,1999:blog-5659782862715525895.post4785237271548009504..comments2023-12-17T17:05:02.903-07:00Comments on The Cambium Level...: No Whistleblower Protection - Part Five of Workplace Psychological AbuseLeonard Nolthttp://www.blogger.com/profile/16039416551548276012noreply@blogger.comBlogger12125tag:blogger.com,1999:blog-5659782862715525895.post-28488639201949866342012-09-25T01:40:26.252-06:002012-09-25T01:40:26.252-06:00 Or( MOAB) training...Which can help companies dea... Or( MOAB) training...Which can help companies deal with internal and external problem in the workplace....Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-5659782862715525895.post-6126566735069944132012-09-24T23:32:11.205-06:002012-09-24T23:32:11.205-06:00 A workplace as big as a hospital should consider ... A workplace as big as a hospital should consider providing employees a classes on managing aggressive behavior(MAB). Its a great course with great tools a person can use in a workplace.It can also extend to resolve conflicts between employees ect.Also what about a customer concern line employees can call with issues.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-5659782862715525895.post-2846271122709529832012-09-22T00:05:05.315-06:002012-09-22T00:05:05.315-06:00(Continued from previous comment)
When I first re...(Continued from previous comment)<br /><br />When I first reported the bullying to the Respiratory Therapy Department manager in April of 2004, I simply told him that the bully and I were having a communication problem. I requested a mediated resolution process. I didn't give the manager all the details of her behavior toward me because I was afraid she would be immediately terminated if I did, and I wasn't trying to get her fired, only trying to get the problem resolved. <br /><br />Every subsequent time I reported the problem I suggested resolutions that would have been mutually beneficial to everyone involved including the bully and St. Alphonsus. The bully's job description and mine mandated communication between us, so blocking communication as she did was unacceptable and jeopardized patient care. <br /><br />However the department manager either refused or was unable to do anything to stop the harassment. It's my impression that he refused to do so. He was visibly uncomfortable when discussing the problem, a reaction also noted by the EAP counselor, and seemed to not know what to do. After the first couple times I reported the problem, when I returned again to request that something be done, his eyes would glaze over and I would have to start at the beginning as if he had not heard the problem before or had forgotten all about it. <br /><br />After a while I gave up expecting any help from him and decided to report the problem to human resources If you read my reports, you know that from then, everything got much worst, since the employee relations manager from HR eventually joined the bully in harassing me. <br /><br />But for the record I always sought a solution that would be mutually beneficial to everyone involved, and never tried to retaliate against the bully, who never ceased her bullying. <br /><br />As I continue to report my experiences of being the target of a bully for 2 years and 8 months at St. Alphonsus Regional Medical Center, I will continue to do it in a peaceful, Christian, non-vindictive manner. I feel that I have forgiven those who harmed me and are still harassing me (as indicated by a threatening letter I received from Als just a few days ago, this one again accusing me of doing something I didn't do, much like the bully did). Forgiveness is a process. It does not mean that one pretends that nothing wrong ever happened, or that one does not continue to address and report the abuse. A person can forgive and still request, expect, and even demand justice, but not revenge. <br /><br />I did receive one apology in 2008 from the vice-president in charge of missions and human resources. However that apology was not backed up with any actions to give it credibility. The phony psych record and my falsified personnel record have not been discarded or corrected. So now that apology seems very insincere. <br /><br />Neither the bully nor the department manager who permitted the bullying has apologized for their atrocious and destructive behavior toward me. They probably won't apologize, since both received significant promotions after I left Als, the bully from night shift staff therapist to day shift supervisor and the manager from managing a single department to head of several departments. <br /><br />If you work at Saint Alphonsus my advice is to stay alert. Treat everyone with respect and kindness. If you become the target of a bully, don't report it beyond the department level. From my experience you will get no help from HR and upper level management, and will only be more severely injured. Start looking for a new job and a new employer.<br /><br />If you would like to communicate with me about this problem of bullying at St. Alphonsus or any other workplace my e-mail address is LeonardNolt@AOL.com. I'm willing to talk to anyone. Unlike management at St. Alphonsus, who repeatedly tried to censor me and my experience there, I have nothing to hide. <br /><br />Take care and stay safe. <br /><br />Leonard NoltLeonard Nolthttps://www.blogger.com/profile/16039416551548276012noreply@blogger.comtag:blogger.com,1999:blog-5659782862715525895.post-76113694685862165462012-09-21T23:19:48.235-06:002012-09-21T23:19:48.235-06:00Greetings;
Well I guess "Anonymous" is...Greetings;<br /><br /> Well I guess "Anonymous" is not going to provide an answer to my question concerning what to do about dangers like bullying in the workplace and the harm they can cause, if we are not allowed to talk about it. Perhaps he or she is researching the topic and will respond later.<br /><br />Thank you for your comment, Leslie. <br /><br />Workplace psychological abuse is at the stage now that child abuse and wife abuse was a few decades ago. It's under cover and largely unrecognized by the public. People who report it are laughed at, not taken seriously, ordered to be quiet, or retaliated against for reporting it. I experienced all four of those responses from management at Saint Alphonsus. I see no solution except to continue to publicize the problem, as people did with child and wife abuse years ago. Now those two forms of abuse are taken seriously, at least some of the time. They are also illegal. The same needs to happen with bullying in the workplace. <br /><br />If there is a God (as I, a Christian, believe) and if God sometimes allows "things" to happen to people, that is experiences that are harmful and destructive (which I believe may also happen); what it the proper response for a Christian who is handed such an ordeal? I have no idea why I was the person selected by the bully as her target, except for the apparent reason that she did not approve of my political and religious beliefs.<br /><br />But I have tried to consistently see this as an opportunity to do some good with the experience. There is one thing that is for certain, however. Under no circumstances would it be God's will that I keep the experience to myself. A caring, responsible, Christian response must include reporting what happened to others, if for no other reason, to raise awareness so they can take steps to protect themselves if faced with a similar hostile workplace experience. It's very sad however that from Saint Alphonsus, an organization which claims to be Christian, I have yet to receive a response that is even remotely close to a "Christian" response. <br /><br />Recently I re-read the two reports that I wrote and sent to hundreds of other employees at Saint Alphonsus in late 2006 just after being forced from the workplace there. The short one was about two pages long and long one was 51 pages. I haven't changed a letter or a punctuation mark in them. They were accurate then and they are accurate now. <br /><br />There are only two things I would do differently if I had to do it over today. I would include the name of the bully which I did not include then, in part to protect her from negative feedback. However most workplace bullies are serial bullies. When they succeed in getting one person fired or forced to resign, they start in on someone else. Bullies in the workplace should be named, in part because they do so much permanent damage to a person's health. They should be named for the same reason that someone who is HIV + and going around having unprotected sex with unsuspecting partners should be named. It's the only way to protect the public. <br /><br />The other think I would try to do differently is instead of sending the reports to 450 people, I would send them to 4,000 people, and keep sending until Saint Alphonsus took the problem seriously or until everyone knew how management there participates in bullying and injuring their employees. <br /><br />However my response to this problem has always been and always will be a peaceful, civilized response. (continued in next comment) Leonard Nolthttps://www.blogger.com/profile/16039416551548276012noreply@blogger.comtag:blogger.com,1999:blog-5659782862715525895.post-46807357624248262852012-09-17T11:21:32.508-06:002012-09-17T11:21:32.508-06:00I have come to know, the employee handbook is noth... I have come to know, the employee handbook is nothing more than a facade; a tool to impress the new hire, and a device to weed out potential trouble- makers.Through policy the corporation appears as though they are genuinely concerned about good ethical behavior and employee rights; However, the reality is, the corporation and it's agents (managers) are focused on the hierarchy agendas;furthermore, the reporting employee who "plays by the rules", submitting their concerns, through the proper channels,(as the handbook encourages us to do)discovers instead of a change for the good, via mediation and subsequent solution they are defamed, harassed, under surveillance, retaliated against,falsely accused and/or finally, wrongfully terminated. High power vs. low power prevails. The applicable rule in handbook policy will be changed (as the loophole within the handbook provides),the Employee Handbook is seemingly a tool, used to weed out the employee, who may become a problem for the company,consequently,the terminated troublemaker then becomes an example; a warning to others who would try to stand up for their rights. Human Resources is no more than management's guns and the EEOC,although righteous in theory,appear powerless in reality. LKKAnonymoushttps://www.blogger.com/profile/14967742898908971277noreply@blogger.comtag:blogger.com,1999:blog-5659782862715525895.post-79538453949707424932012-09-09T14:03:40.654-06:002012-09-09T14:03:40.654-06:00Thanks for your comment, "Anonymous." Yo...Thanks for your comment, "Anonymous." You wrote that there are "things you can't say anymore." However if we can't talk about those tragedies, how do we prevent them from happening? Some states are experiencing a significant increase in cases of whooping cough. How do we reverse that trend without talking about the fact that whooping cough can be a fatal illness, especially to infants? Bullying is a safety issue. Most employer standards for employees include the requirement that safety issues be reported. I reported it many times to management, but when management refused to do anything about the problem, and even told me I would be fired if I continued to report the problem, then it was time to report it to employees and to the public since all of them were/are jeopardized by the bullying at Als. Censorship threatens people. I think it's indicative that you can't use your name when discussing a safety issue at St. Alphonsus because if you did you would probably lose your job (I'm assuming you work there). I don't work there anymore so maybe I have a greater obligation to report safety issues there, but I'm still being threatened by St. Alphonsus on a regular bases. And all because in April of 2004 I went to management to report chronic misbehavior by a co-worker that was jeopardizing patient care. Later it was documented (By St. Alphonsus) that her chronic misbehavior was also causing serious injury to another employee. But management still refused to do anything about it. What's the next step for a responsible and concerned employee to take? Just pretend it doesn't matter? When I was working there between 2004 and 2006 and becoming gradually disabled by the chronic bullying and harassment, I learned of half a dozen other people who were having the same problem, or who had recently left St. Alphonsus for the same problem. I only knew about 200 people who worked there and most of them superficially. If Als had app. 3,000 employees and 7 out of every 200 are being bullied on the job there that makes it a very big problem with possibly a hundred or more people being bullied and injured on the job by co-workers and/or management. That makes it very serious. So I ask you again. What does one do? Just pretend it doesn't matter, while someone loses their health, job, income, possibly even home and a family? What do you suggest?? Leonard Nolthttps://www.blogger.com/profile/16039416551548276012noreply@blogger.comtag:blogger.com,1999:blog-5659782862715525895.post-74180335610857374072012-09-05T02:18:42.740-06:002012-09-05T02:18:42.740-06:00thanks Leonard,keep up the good work....thanks Leonard,keep up the good work....Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-5659782862715525895.post-43364652729027839102012-09-05T02:16:24.932-06:002012-09-05T02:16:24.932-06:00 I do agree with you Leonard.But you have to under... I do agree with you Leonard.But you have to understand,there are things you cannot say anymore.In public, such as at airports, schools.And in this case, a hospital.To make refences and make comments about columbine.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-5659782862715525895.post-89011746817468055992012-09-03T16:32:11.192-06:002012-09-03T16:32:11.192-06:00I'd like to respond to the anonymous person wh...I'd like to respond to the anonymous person who made the most recent comment to Part 5 of Workplace Psychological Abuse, my report of bullying at St. Alphonsus. <br /><br />Some of your information is inaccurate. The e-mails I sent to about 400 co-workers did not mention Columbine. I did mention it in a much more detailed report sent by regular mail to about 60 co-workers, most of them members of the Respiratory Care Department where the abuse took place. <br /><br />You wrote that comment as if I had done something wrong. Why? If I was writing a report about the dangers of nuclear power, I would mention Chernobyl, Three-Mile Island, and the nuclear disaster at Fukushima in Japan. If I was writing a detailed report about the dangers of nuclear weapons, sooner of later I would mention Hiroshima and Nagasaki. If I was writing about the dangers of sleeping or living in a mice-infected environment I would have to mention the hantavirus. <br /><br />Likewise when writing about bullying in schools and/or the workplace one must mention Columbine, Virginia Tech, and the multiple incidents of people "going postal" in the workplace. The one thing that all of those school/workplace massacres had in common, and the only thing they had in common, was that, in each instance, the person or persons responsible for the massacres had been the target of chronic bullying and harassment, if in schools from other students and/or administration, if in the workplace from co-workers and/or management. <br /><br />Keep in mind that I had reported this problem of bullying to management, including senior management, many times before, with no relevant response. One of my obligations as a health care professional, is to warn others of dangers that exist. Not reporting the bullying would be like intentionally not reporting a contagious disease, a rabid animal near a grade school, or someone with HIV going around having unprotected sex with unsuspecting partners.<br /><br />If I tell my grandson, "Zachary, don't run out into the road without looking, or you might be hit by a car," am I threatening to run over him with a car? Of course not. I'm warning him of a danger that exist. <br /><br /><br />The same is true of my report to co-workers at St. Alphonsus. But it's clear that to this day management has no intention of addressing the problem of bullying in the workplace there. An employee told me a couple months ago that, "It's worst than ever." <br /><br />I suggest you read Part Seven of the Workplace Psychological Abuse series on my blog which I recently added. It's documentation about bullying leading to violence. <br /><br />I'd read all the books mentioned in Part Seven while still working at St. Alphonsus, some of them more than once, so I was very knowledgable about bullying and the dangers of bullying. By the time I left I'd been diagnosed with and under treatment for PTSD and GAD (Generalized Anxiety Disorder) as a result of the bullying. Even though a St. Alphonsus professional made the first diagnosis of PTSD, St. Alphonsus never offered me any treatment for the injury nor any protection from additional injury. <br /><br />As for being scared, maybe you should be scared. It's clear management still refuses to address the bullying problem at St. Alphonsus. <br /><br />You mentioned, "people still talk about it." That's very interesting to me, because I would love to talk about it with anyone, but everyone refuses to talk with me about it. How do you figure that? Thanks for your comment. Stay safe.<br /><br />LeonardNolt@AOL.comLeonard Nolthttps://www.blogger.com/profile/16039416551548276012noreply@blogger.comtag:blogger.com,1999:blog-5659782862715525895.post-48229636360605665132012-08-28T05:29:35.176-06:002012-08-28T05:29:35.176-06:00you made comments about columbine ect in your emai...you made comments about columbine ect in your emails to staff..everybody was scared...people still talk about it....Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-5659782862715525895.post-70612676525387196072012-03-21T01:23:05.845-06:002012-03-21T01:23:05.845-06:00great job.....great job.....Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-5659782862715525895.post-38623333190752368612011-01-31T11:27:42.771-07:002011-01-31T11:27:42.771-07:00What a great web log. I spend hours on the net rea...What a great web log. I spend hours on the net reading blogs, about tons of various subjects. I have to first of all give praise to whoever created your theme and second of all to you for writing what i can only describe as an fabulous article. I honestly believe there is a skill to writing articles that only very few posses and honestly you got it. The combining of demonstrative and upper-class content is by all odds super rare with the astronomic amount of blogs on the cyberspace.Anonymousnoreply@blogger.com