False allegations - what are the legal implications?

There are many different scenarios in which somebody can be falsely accused and the correct response can, therefore, vary considerably. If the accusations could lead to criminal proceedings then clearly it is vital to get legal advice at the earliest possible stage.

If you are falsely accused of an offence you should contact a solicitor immediately for legal advice. Naturally, if you are accused of a criminal offence then you have the right to see a solicitor so that you are fully advised on how to defend yourself.

A solicitor will be able to advise you on the merits of the case, the likely outcome and your possible defences. If you have been convicted of an offence you did not commit then again a solicitor will be able to advise on the appeals process.

If you are accused of something falsely in the workplace then you should consult the employee handbook to see the individual company’s grievance procedure and then make a complaint.
It is important that if you are accused of something you did not do that you go on record denying the allegation.

If you feel the accusations are in anyway discriminatory against you or trying to force you to resign from your job you should contact an employment solicitor immediately.

Defamation
The most common false accusation introduces a possible claim for defamation. Defamation claims arise in order to protect an individual’s reputation.

It is important to note that a defamation lawyer will be seeking compensation for damage to a claimant’s reputation and not simply for injured feelings.

Broadly speaking, defamation will take one of two forms: libel or slander.
Libel applies when the damage to an individual’s reputation has been caused by something which takes a permanent form, for example an article in a newspaper.

A defamation lawyer will find it easier to bring a claim in libel rather than slander, as the permanency of libel is deemed to be more serious.

Solicitors face more obstacles bringing a claim for slander, which takes a temporary form, such as a verbal accusation. This is more difficult as it is harder to prove the event occurred and it is likely that fewer people will have heard the remarks and thus there may be only limited damage to reputation.
A lawyer bringing a defamation case on your behalf will need to show that the defamatory remarks are about you and that other people know they are about you. If nobody else realised the comments were about you then your reputation will not have been affected and you will have no claim in defamation. They will then need to show that the remarks have caused your reputation to drop in the eyes of the people who heard/read the remarks.

The main defence to defamation is if the statement was, in fact, true.  A solicitor will also be able to raise a defence if the comments were in the public interest, and are deemed reasonable comment in a democratic society. This usually occurs in the 'comment’ section of a newspaper.

If you feel you have been falsely accused of something you should contact a solicitor who will be able to give specific advice according to your circumstances.

Bullying

We have a lot of contact in relation to the issues of bullying this month. This is a brilliant article and insight that should be of help to all. 

What is bullying?

Types of bullying include physical bullying, psychological or emotional bullying and more recently cyber bullying. It is a mistake to assume one form is more severe than another as all of these experiences can have serious effects on the victim.

Bullying is distinct from banter when the victim is being negatively affected by the interaction. Some children experience being bullied when the alleged perpetrator may have little or no knowledge of the effects of this behaviour. A perpetrator therefore becomes a true bully when they persist with the taunts, exclusion or physical attacks despite being informed of the effect on the other person.

There is also another form of bullying known as ‘exclusion’. This is harder to tackle and can have serious impact on many young people. In many school environments peer groups can from and this group mentality can create dynamics that involve a form of collective bullying where young people are deliberately left out of activities or removed from groups or clicks without any obvious reason. This form of bullying can cause young people to feel isolated, left out and inadequate. This is a common occurrence mostly seen in girls and due to the social climbing nature of many school environments can trigger many serious mental health problems.

There is also the issue of cyberbullying which involves the use of technology such as mobile phones, smart phones and social media to bully or taunt young people. This is also problematic due to the potential impact of the action and the accessibility of the bully to intrude on the young person 24 hours a day. Cyber bullying is one of the serious downsides to our recent technological advances and one that is very difficult to regulate or detect or stop. It is my view that this will become a major feature of mental health services going future and I fear for the possible implications.

Bullying is not a new phenomenon but would appear to be having more serious effects on young people in recent years. The term bullycide and cyber bullying are now features of our everyday discourse and therefore perhaps the potential impact of bullying in today’s society is greater than before.

Bullying can occur anywhere, to anyone at any age and perhaps considering it as a childhood issue is a mistake. There is a lot of connotations to the words being bullied that many victims find uncomfortable and strenuously deny but the reality is that any action that is intended to cause discomfort and upset to another individual that is deliberate and intentional should qualify as bullying behaviour.

As a parent, being alert and vigilant is critical since many victims are often reluctant to share the fact that they are being bullied.

Reasons why children may not report bullying:

• They are embarrassed, feel intimidated or are fearful of disclosing this fact.
• They fear being accused of being a tell tale
• They feel there is nothing that adults can do
• They fear reporting it will make it worse

Warning signs to look out for if you fear your child is being bullied

• Torn clothes, damaged property or repeated loss of property upon return from school
• Cuts, bruises with unusual explanations
• A reluctance to go to school and multiple headaches, tummy aches and other ailments
• Illogical routes to commute to school
• Nightmares or sleep problems
• Loss of interest in school work or a deterioration in grades
• Irritability, mood shifts or temper outbursts
• Unusual requests for money
• Social isolation, lack of invites or refusal to attend peer parties (often the act of shunning others may be a defence against the fear of ‘being’ shunned by peers)

What to do if my child is being bullied? 

• Firstly ask your child and if denied ask the teachers in their school
• Remember to control your emotions when discussing with your child or the school
• Try to stick to the facts and avoid concentrating on the punishment of the perpetrators, remember that a careful, thoughtful management of these situations has a better outcome then a rash haphazard one.
• Contact the school and devise a plan of action.
• Inform the child of who you will be talking to and what you intend to say.
• Increase the formality of your contact with the school the longer the problem persists
• Keep an accurate log of incidents.

How to speak to your child who is being bullied

• Listen carefully and empathise with their experiences.
• Do not over react or under react, neither is helpful
• Don’t lay blame on the victim or interrogate what they have done to ‘bring this on themselves’
• Expect behavioural changes at home and manage these mindfully
• Encourage open communication with you regarding ongoing experiences.

Teaching your child to be safe

• Remember hitting back often only results in the victim getting in trouble despite the obvious desire to promote this.
• Encourage the child to walk away and seek adult help.
• Explore any provocative victim behaviours that may be fuelling the difficulties
• Help your child to practice managing their reactions to being bullied as it is often the reaction that is the desire outcome of the bullying.
• Provide the child with a ‘buddy’ or nominated support in school.

What are the effects of bullying?

• Loss of confidence and damaged self esteem and self worth
• Mood problems and depression
• Academic deterioration
• Sleep and appetite problems
• Irritability
• Body image issues,
• Isolation and developmental disruption

Protecting your child’s self esteem

• Educate your child about bullying and encourage that it is more about them then you and discourage taking the taunts personally
• Role model body language that demonstrates confidence
• Pay attention to any social skills deficits
• Identify and encourage the child’s talents and positive attributes
• Encourage other networks like scouts, clubs etc.

Signs that a child that may have a potential to bully

• Displays a strong need to dominate and impose themselves on others and to be popular or cool.
• Intimidates smaller children or siblings
• Brags about actual or imagined superiority
• Hot tempered, easily angered and low frustration tolerance
• Tendency to cheat in games and hate losing
• Oppositional toward adults
• Premature anti-social behaviour.

What to do if my child is identified as a bully?

• Take the issue seriously and avoid excuses
• Listen carefully to the facts and avoid being manipulated by one sided accounts
• Try to determine a pattern for the behaviour and identify possible triggers
• Explore explanations for the behaviour
• Be mindful of your behaviour and possible negative role modelling
• Encourage empathy with regard to the consequences of the child’s behaviour.

 

Colman Noctor | Willow Grove Adolescent Services

Support & Information Service

The Support & Information Service is a telephone and email service staffed by experienced mental health nurses 9-5 Monday to Friday with an answering and call-back facility outside hours. You can contact the Support & Information service by calling 01 249 3333, or if you would like to email your query to info@stpatsmail.com we will endeavour to get back to you within these hours.

Confidential Support Services for An Garda Siochana

Irish Indopendent Article By Sarah Murphy
Garda therapy service 'could help avert stress claim fiasco

Gardai hold the line against protesters in Dublin last month. A survey found 68pc of gardai want official counselling and support services to deal with stress.
A CONFIDENTIAL THERAPEUTIC SUPPORT and counselling service for stressed gardai is needed to avoid legal action by officers, it was warned last night.

Dermot O'Donnell, president of the Garda Representative Association (GRA), said that unless some "real intervention" is taken by the Government or some special mechanism put in place, gardai could follow the example of officers in the North who are suing the Chief Constable of the PSNI.

Some 5,000 claimants against the PSNI are taking legal action over the lack of psychological support being offered to those suffering stress in the course of duty. Horrendous

Mr O'Donnell said much stress suffered by the country's 12,000 officers is due to bullying in part in the workplace. "Bullying is the greatest single source of stress for gardai in the workplace. It is horrendous and hideous in nature. Policies and procedures need to be put in place at every rank level to stop this," he said. He noted anecdotal evidence that at least one officer has taken his life due to work stress, centred around bullying.

He referred to research carried out by Mark Reddy, a counsellor for 13 years, who since 2002 has run a voluntary support service for gardai. His research showed that 68pc of officers questioned in a survey indicated they wanted an official support service. Alongside having to deal with murders, other violence, accidents and serious personal injury, the survey found workplace bullying to be a serious issue.

The survey, 'The Need for a Confidential Support Service within An Garda Siochana', shows that a staggering 76pc of officers questioned at several stations in Dublin do not feel they are supported in their jobs.
A further 71pc said they would have difficulty sharing problems of stress with colleagues. One question asked how officers cope with stress in their jobs. None of the respondents indicated they would seek support from senior officers, 36pc indicated they would have a few drinks, 29pc said they would talk things through with family or a partner, and 41pc said they just get on with the job and hope the problem will pass.

A further 83pc of those questioned in the survey said they felt fearful at some point when working, and some 71pc said they felt isolated from the public.

Confidence
"This in itself directly affects the mission of the Garda as a service for the public. An Garda Siochana requires a comprehensive therapeutic support service; a service that offers each member, and their families if required, the opportunity to express any concerns and difficulties they may have, in safety and in confidence," Mr Reddy said.

A service that would bring about positive and lasting change on the issue was needed, he insisted. This would not just be individually important to gardai but would benefit the organisation as a whole, he continued. "Such a service would not be a huge strain on the Government's financial purse."

Mr Reddy said the issues of stress and therapeutic support are considered vital in many police forces throughout the world. In the UK there are a number of welfare associations catering for the needs of officers. The Gardai as a unique service require a unique solution which intails the establishment of a stand alone government confidential therapeutic support service specifically designed for the Gardai Mr Reddy stated.

In the majority of UK forces there are internal counselling and therapeutic support services offering confidential backing to those officers in specialist roles, or anyone who needs it. The services are supported and funded by management and the British government.

In Sweden, the welfare and wellbeing of rank-and-file police officers is vital to their modernisation process.

The research highlights the need to take the matter seriously, Mr Reddy said. "Hopefully this will add an incentive to move in line with the many police forces throughout the world - and this will happen before officers here suffer enough to seek compensation like their colleagues in the North," Mr Reddy added. "The results indicate a belief by some that members are not being respected, understood, appreciated or supported by management."

Published 2005
Author: Sarah Murphy Sunday Indopendent.
Researcher: Mark Reddy

Impact of Bullying

What is Bullying ?
Many definitions of bullying will describe it as intimidating, abusive, malicious, offensive behaviour that is intentional, persistent and repeated, directly or indirectly on an individual or group.

In some cases bullying can be covert and subtle, but nevertheless still has the power to exert hurt and distress on the recipient.

Bullying can take many forms, but its aim is always to make the person feel afraid, intimidated or upset.

Most common forms of bullying include:
Physical : pushing , shoving, kicking or hitting
Verbal : name-calling, teasing, insults, humiliation
Emotional: making threats, spreading rumours, excluding, ignoring, undermining
Sexual : ranging from unwanted advances to serious sexual assaults – rape
E-Bullying: sending threatening or upsetting messages or images

Consequences of Bullying Behaviour
Physical Impact
High level of stress and anxiety
Headaches, migraines
Fatigue, exhaustion, tiredness
Sleeplessness, nightmares
Illness – colds flu, infections
Changes in appetite
Increased use of alcohol
Socially isolated by choice or circumstance

Psychological Impact
Loss of confidence and self –esteem
Loss of trust in self and others
Withdrawn and quiet
Hypersensitive and hyper vigilant - constantly on edge
Obsessive thinking – cannot get bullying out of your mind
Psychological ill-health- depression, anxiety, panic attacks
Self-harm
Suicidal ideation
Contributory factor to suicide

Academic Impact
Poor performance and productivity
Absenteeism and poor attendance
Missing deadlines
Lack of concentration
Impaired ability to retain or absorb information
Difficulty in handling equipment
Deterioration in relationships with friends and colleagues
Robs you of time in college

Strategies for dealing with Bullying
Talk about what has happened to you. Remember the bully thrives on secrecy.
Seek help and assistance.

Bullies can be devious and you may need support.

Keep a written account of everything that happens to you. Be clear about the facts of each incident

Keep copies of e-mails, memos letters etc. sent to you. When confronted bullies tend to deny what they do.

Be informed on anti-bullying policies and procedures. Know your rights. When in doubt seek expert advice.

If you choose to confront the bully do so in a planned and assertive way. Bring someone with you, choose the time and place carefully

Focus on the behaviour, state how it has affected you and request clearly what you want changed.

Keep a written account of this interaction for further reference.

The first thing to know if you suffer from such incidences is that you are not alone. Many laws have been passed to support you in both the workplace and educational institutions. Feel free to contact me and take your time going through the articles on this site and the links attached.

stresskills@gmail.com

Garda Support Proposal

By Mark Reddy

Garda Review 2008

Background 

Policing is considered to be one of the most stressful and at times challenging careers to be undertaken. It is estimated by the World Health Organisation that within any work environment approximately 12% of the workforce can be affected negatively by the adverse effects of stress, of this 12% it is expected that 4% will require intervention of a therapeutic nature. Further studies of minor psychiatric disorders in working populations indicate a prevalence of between 270 and 370 per 1,000 employees. Most of these disorders are believed to arise as a result of excessive stress either in personal life or at work.  These conditions are an important determinant of sickness and absence, and are the second most common cause of absences lasting more than 21 days. Work effectiveness and staff turnover are also affected and the economic cost to industry is enormous.

It is safe to say that within Policing these figures can be estimated comfortably as being higher at times. It is impossible to ascertain how many members of An Garda Siochana actually go sick from the job due to the adverse affects of stress and trauma. This in part is as a result of the culture within Policing in general. that sees such issues as either weak, the simple fact is stress and trauma are not discussed, it has recently been indicated that within the training environment of Templemore Members are encouraged to support one and other and to consider the effects of stress, however, sadly it would seem that on the ground and within stations that sense of openness and acceptance is lost.

Policing as a profession goes beyond the typical nine to five working day and involves the most extreme forms of human contact; violence, murder, suicide, road carnage, conflict and serious personal injury. The culture within Policing is considered insular in nature and in my experience this directly impacts and adversely affects the way members seek support and deal with issues of a traumatic nature. The impact of trauma and stress on members of An Garda Siochana is pervasive and damaging to the individual members themselves and their families; impacting on morale and the service quality. There is no doubt that a healthy work environment is one in which staff have made health and health promotion a priority and part of their working lives. Having an effective Confidential Occupational Support service ensures this provision is supplied on the ground to all that need it.

Independent research carried out by myself clearly demonstrates that members feel isolated from the public, in fear, and are neither understood nor supported by the authorities. Of those questioned, 71% said they could not discuss stress with their colleagues, no respondent would seek support from their senior officers, 76% said they were not supported in their jobs. 

Encouragingly, 68% said that they would use a confidential support service if it were provided. 


Current Thinking 

Distress and trauma are being dealt with through a culture of non-acceptance and avoidance which can lead to worsening depression, abuse of alcohol and drugs and dependence in the most tragic of cases. Privately members will themselves discuss this openly; it was at one time discussed in online forums were members could conceal their identities however even this appears to have reached the stage were this form of confidential discussion is becoming more covert through the use of confidential private messaging.

Over the years I have heard and supported members strictly voluntarily who are left a drift in a sea of upset and trauma stemming from having no confidence in the support that is on offer within the service and their utter sense of upset, frustration and resentment at how such issues are apparently looked upon with the organisation as a whole. It would be common for members in need to consider that the politics of the organisation, their difficulty in accepting change and fear of being considered liable in someway are the contributing factors to the lack of open discussion and debate in regard to changing policy and developing an appropriate confidential support service for all members and their families..  
  
The one constant defining factor in every member’s arsenal is their mental health and without this members are prone to make mistakes, become unwell and not carry out their duties to the best of their abilities. Members go from scenes of stress and trauma on a routine basis in each shift and are expected to remain un-phased, professional and alert at all times. I can confidently say that without proper supports many members’ health and ability to carry out their duties effectively will never be achieved fully, resulting in a less professional and proactive service for the public for whom they serve.   

Solution 

All possible avenues of support have been examined, researched and discussed in regard to the unique needs of those within this organisation. There is an immediate requirement for a Confidential Therapeutic Support Service for all Gardaí and their families. Studies have shown that confidentiality above all else is the corner stone to success in any such services. Considering this and the current research in regard to the need for therapeutic support and in order to encourage usage of such a service I propose that any such service is a standalone confidential, with effective powers to influence policy change and advise in regards to issues of a welfare nature within the force. 

A service that provides therapeutic support in strictest confidence manned by qualified and experienced therapists of the highest calibre. A service that can when possible attend scenes of trauma to offer members on the ground immediate and proactive support. It should be noted that it is widely accepted and supported by published research that any monies spent on effective staff support provisions results in a return and increase of such funds through worker productivity and a lack of absences through sicknesses. 

I also propose that all members who experience trauma are required to attend such therapeutic support. By removing choice after experiencing trauma it elevates the stigma that most consider to be present if they seek support without it being a routine part of Garda Policy, this begins the process of change in culture and understanding of such processes.   

Trauma and distress have a very narrow window of time in which appropriate supports should be accessed. This is widely accepted in police forces throughout the democratic world. The most effective policing service needs officers to feel supported at the time when they need it most. The solution is cost-effective; strengthening productivity and worker morale leading to a more proactive and efficient service.

This service would be distinctly separate to the current employee assistance scheme in regard to its remit to help officers and there families with issues of a mental health nature and to maintain absolute confidentiality and confidence of the clients.  

About the Author 

I am a qualified psychologist and psychotherapist with fifteen years experience in the caring profession. In 2002 I established a voluntary support service for those suffering Stress, Trauma, Depression, PTSD, Bullying and False Allegations in the workplace. Through this service I worked with members and their families in need as a result of the trauma experienced in the job and its impact on family members.


I have carried out independent research into the area of having a more proactive confidential support service for AGS, the difficulties faced by Gay and Lesbian members of the force, and wrote my thesis into the area of Therapeutic Support for the Gardai for my Primary Degree in Psychotherapy.

Workplace Health and the Law

WHAT THE LAW REQUIRES

Against this background of unacceptable humanitarian, social and economic costs; legislation has been introduced to control all aspects of Safety and Health. The result is that Health and Safety requirements are now a major influence on every work activity however large or small. The principal aim of Health and Safety legislation and practice is the prevention of accidents and ill health. The three principal pieces of legislation in Health and Safety, which outline and detail this preventive approach are: The Safety, Health and Welfare at Work Act 1989 and The Safety, Health and Welfare at Work (General Application) Regulations 1993 The Safety Health and Welfare at Work Act 2005

2.1 The Safety, Health & Welfare at Work Act 1989 The 1989 Act reflects and encourages the preventative approach by including the following key elements:

1. Placing general obligations on employers and employees to ensure Safety and Health at work.
2. Requiring employers to implement a system for managing Safety and Health in the workplace.
3. Requiring that employees and employers consult on Safety and Health matters.
4. Requiring employers to produce a safety statement based on hazard identification and risk assessment.

The safety statement requires written details as to how accidents and ill health are to be prevented.

The Safety, Health & Welfare at Work Act(general application) regulations 1993 Under the 1989 Act, employers have to ensure the health and safety of employees and others who may be affected by their work. The Act applies to all work activities and premises. Employers are therefore required to provide suitable control equipment and train, instruct, inform and supervise employees so that their health at work is not affected. Employees also have responsibilities under this Act not to endanger themselves or others. The General Application Regulations add detail to the 1989 Act on accident and ill health prevention measures, and the notification of accidents and dangerous occurrences. It also covers Safety and Health aspects on:

• Safety and Health management.
• Risk Assessment.
• Emergency Procedures.
• Workplace Conditions and Facilities.
• Work Equipment.
• First Aid.
• Electricity.
• Manual Handling.
• Working with VDUs.
• Personal Protective Equipment.

In addition all employers are required to appoint a competent person to assist in complying with Safety and Health legal requirements and in the design and use of protective measures. The person appointed to assist could be a manager who has been properly trained to do this, although if the risks are complicated, or involves special knowledge, you may need to involve people from outside your business.

The Safety, health and Welfare at Work Act 2005
The Safety , Health and Welfare at Work Act 2005, was passed by the Oireachtas and signed into Law, will come into force on September 1st 2005. Though the basic principles of health and safety law are unchanged. The Act includes many new and more detailed and more stringent provisions than the 1989 act which it replaces.

• Fines of up to 3m and /or up to two years in jail for serious breaches of health and safety.
• The introduction of on the spot fines systems for certain safety offences, which will be specified in further regulations
• Drug and alcohol testing for employees, the procedures for which will be specified in further regulations. Employers The significant new duties imposed on employees are to e.g.
• Manage health and Safety
• Ensure, in so far as is responsibly practicable, the preventions of risk to employees, Health from exposure to noise, vibration or ionising or other radiation of any other physical agents.
• Provide employees with training, information and supervision in a firm manner and, as appropriate, a language that is reasonably likely to be understood.
• Review Risk Assessments and Safety statements when there has been a significant change or there is another reason to believe the risk assessment is no longer valid and, following the review, to amend as appropriate.
• Bring Safety Statements to the employee’s attention on commencement of employment and annually have the Safety Statement, or a relevant extract from it available in every workplace.
Employees • E.g. Not to be under the influence of an intoxicant to the extent that they endanger their own or other persons safety.
• To submit to tests for intoxicants, if reasonably required with the tests carried out by or under supervision of a registered medical practitioner who is a competent person.

HEALTH AND SAFETY
Other legislation for consideration In addition there are several laws that relate to specific risks to health at work, such as construction work, lead, asbestos, chemicals and noise, and some that relate to particular industries such as major chemical plants.

Please See Related Links and Articles on the left for further information.

Workplace Bullying

By Jeanna Bryner LiveScience Staff Writerposted: 31 October 2006

The office might be far from the playground, but it’s not off limits to bullies. From a screaming boss to snubbing colleagues, bullies can create a “war zone” in the workplace.

In a recent study, bullied employees likened their experiences to a battle, water torture, a nightmare or a noxious substance. Understanding the seriousness of workplace bullying and what it feels like to get bullied could help managers put the brakes on the behavior, shown to afflict 25 to 30 percent of employees sometime during their careers.

“Many Americans are familiar with sexual and racial harassment, but not generalized workplace bullying,” said study team member Sarah Tracy of Arizona State University. Bullying can lead to higher company costs including increased employee illness, use of sick days, and medical costs, ultimately affecting productivity, she added.

Workplace bullying can include “screaming, cursing, spreading vicious rumors, destroying the target’s property or work product, excessive criticism, and sometimes hitting, slapping, and shoving.” Subtle behaviors, such as silent treatment, disregard of requests and exclusion from meetings, count as bullying.

The scientists interviewed 17 women and 10 men ranging from 26 to 72 years old, who had experienced bullying. Often, people have trouble putting into words their emotions surrounding bully behavior. So the researchers analyzed the metaphors found throughout the participants’ descriptions of bullying.

More than any other metaphor, participants characterized bullying as a contest or battle, with a female religious educator saying, “I have been maimed. … I’ve been character assassinated.” Others expressed feeling “beaten, abused, ripped, broken, scared and eviscerated,” the researchers stated in the upcoming issue of the journal Management Communication Quarterly.

The bullies were described as two-faced actors, narcissistic dictators and devils, leading workers to feel like vulnerable children, slaves and prisoners in these situations. As one employee explained, "I feel like I have 'kick me' tattooed on my forehead."

Bully-proof office
How can you take the bite out of a bully-fied office? “An important first step of changing workplace bullying, is helping people to understand that it's more than just kid stuff,” Tracy told LiveScience.

Early intervention can nip bullying in the bud before it escalates into an established pattern, one resulting in high company costs. The problem is that most bully victims keep their mouths shut, whispering their horrid experiences to close friends rather than higher-ups. The use of metaphors, the researchers suggested, is more subtle and more likely to seep into conversations both public and private.

The scientists will continue examining the prevalence and impact of workplace bullying. In another research project, which will be published in an upcoming issue of the Journal of Office Management, they found that out of more than 400 U.S. workers surveyed, 25 percent were bullied at work.