Bullying in the workplace – yes or no?

Initial situation

Mr E. is sent to Proitera on written referral. There is a ‘suspicion of alcohol abuse’. Several months of assessment involving breathalyser tests and blood tests prove that there is no addiction problem. Accompanied by the counsellor, Mr E. is rehabilitated by his supervisor and colleagues. The note in his personnel file can be deleted.

A while later, Mr E. voluntarily contacts Proitera. He is upset and angry. His colleague, Mr Z., has, contrary to internal company regulations, helped himself to materials from the warehouse instead of ordering them for his own use. Mr E. saw this and took the materials from his colleague with some force. Mr Z. immediately reported the incident to his supervisor. During the discussion, Mr E. is asked whether alcohol was involved. Mr E. is shocked: at the time of the suspected alcohol abuse, his supervisor was not yet working for the company, and the file entry should have been deleted. What happened? Mr E. suspects a conspiracy and feels betrayed. In his initial meeting with Proitera, he emphasises that this is a case of bullying. His colleague, Mr Z., is spreading rumours that he injured his hand during the altercation with Mr E. and is now on sick leave.

Proitera’s assignment

Mr E. is at a loss. In his helplessness, he turns to Proitera. He wants to get back to work in peace, but his fundamental trust in his employer has been shaken. He is unable to forget the incident.

Proitera's intervention

With Mr E.'s consent, the consultant talks to the responsible HR manager. He is aware of the dispute. He feels compelled to issue a written warning to Mr E. if his colleague Mr Z. is unable to work due to an injury. When asked by the consultant, the HR manager confirms that the note ‘suspected alcohol consumption’ has been recorded in the personnel file. Despite Mr E.'s rehabilitation, the entry was never deleted. The HR manager is shocked by this omission and tries to find the cause of the error. It turns out that a temporary employee was working in HR at the time of the incident. They must have forgotten to delete the entry.

It is agreed on the phone that the HR manager will arrange a round table discussion to address the omission. Furthermore, the file entry will be deleted immediately, and Mr E. will receive confirmation of this. Proitera encourages Mr E., who is still upset, to take part in the round table discussion. He agrees on condition that he is allowed to bring two witnesses who can testify to his innocence. The counsellor is relieved. The discussion represents an important step for the future cooperation of all those involved.

Ergebnis

The file note is removed from the personnel file and this is verified by the company. Mr E. takes part in the clarification meeting and even apologises for his aggressive reaction. The accusation that he knocked the goods out of his colleague's hands is soon dismissed by the witness statements. The consultant continues to support Mr E. and successfully closes the file after his situation at work has stabilised.