Workplace Bullying and SA Law

12/04/2023

14/04/2021

The effects of bullying and mobbing can be just as devastating in cases of workplace bullying. Adults are not immune to the emotional and psychological harm caused by bullying and mobbing.

The mob that stood watching and cheering the main bully is also in the wrong.

. May her soul rest in peace.

15/07/2020

https://www.lyonsbriviklaw.com/bullyingatwork/

Workplace Bullying in South African Labour Law Currently, South African […]

29/03/2020

It is important to determine what kind of personalities you are exposed to in the workplace. Be vigilant, keep records and report abuse. Remember bullying is subjective.

I think you’ve been there before. You learned everything about the narcissist, you know who the narcissist is, but the thing with narcissists is they have “lucky charms” that work for them and carry their dirty laundry while making sure no one sees that the king is naked. So, it is very hard t...

03/03/2020

I agree

5 signs you need to quit your boss: - Shows zero appreciation when you do a good job - Takes credit for your work when it makes them look good - Tells... 219 comments on LinkedIn

24/02/2020

Know your rights - workplace bullying is unfair discrimination.

While many South African employees may be familiar with the processes around hiring and firing, fewer may know the law around being bullied at work.

09/10/2019

https://www.timeslive.co.za/news/south-africa/2019-10-09-bad-bosses-to-blame-for-a-third-of-employee-resignations-in-sa/

Managers who claim credit for their employees' work and favour some over others are being hauled over the coals in a new workplace survey.

25/08/2019

Yep, look after your mental health in the workplace

04/07/2019

It is Corporate Mental Health week - be aware of your mental health while at work

04/07/2019

Tune in to SA Fm and listen to a professor talking about workplace bullying. She touches on the personality of the bully

12/03/2019

Case Law:

In Murray v Minister of Defence (2008) 29 ILJ 1369 (SCA), the Supreme Court of Appeal recognised an Employer's duty of fair dealing towards its employees stating that preventative or reactive measures implemented by employers should NOT be confined to instances of sexual harrasment or harassment but should INCLUDE instances of VICTIMISATION, BULLYING, ABUSE and other forms of intolerable employer behaviour.