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Examples off Bullying

Bullying may be intentional or unintentional. However, it must be noted that when an allegation of bullying is made, the intention of the alleged bully is irrelevant, and will not be given consideration when meting out discipline action. As in sexual harassment, it is the effect of the behavior on the individual that is important. The Company considers the following types of behavior as bullying:


  •  Slandering, ridiculing, or maligning a person or his or her family.

  • Persistent name calling that is hurtful, insulting, or humiliating.

  • Using a person as the butt of jokes.

  • Abusive and offensive remarks.


  • Pushing, shoving, kicking, poking, tripping, assault, or threat of physical assault, damage to a person’s work area or property.


  • Nonverbal threatening gestures.

  • Glances that can convey threatening messages.


  • Socially or physically excluding or disregarding a person in work-related activities.

In addition, the following examples may constitute or contribute to evidence of bullying in the workplace:

  • Public humiliation in any form.

  • Using verbal or obscene gestures.

  • Persistent singling out of one person.

  • Personal insults and use of offensive nicknames.

  • Not allowing the person to speak or express themselves.

  • Shouting or raising voice at an individual in public or in private.

  • Constant criticism on matters unrelated or minimally related to the person’s job performance or description.

  • Inflicting menial tasks not in keeping with the normal responsibilities of the job.

  • Refusing reasonable requests for leave in the absence of work-related reasons not to grant leave.

  • Public reprimands.

  • Taking credit for another person’s ideas.

  • Spreading rumors or gossip regarding individuals.

  • Ignoring or interrupting an individual at meetings.

  • Repeatedly accusing someone of unfounded errors.

  • Deliberately interfering with mail and other communications.

  • Encouraging others to disregard a supervisor or manager's instructions.

  • Deliberately excluding an individual or isolating him or her from work-related activities, such as meetings.

  • Unwanted physical contact, physical abuse or threats of abuse to an individual or an individual’s property.

  • Manipulating the ability of someone to do his or her work (e.g., overloading, underloading, withholding information, assigning meaningless tasks, setting deadlines that cannot be met, giving deliberately ambiguous instructions).

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