We’re seeing a significant increase in workplace harassment grievances coming to the General Union’s online consultation portal (www.generalunion.org/consult). This raises an interesting question: Is there more harassment happening, or are workers simply more aware of their right not to be treated poorly at work?
Despite media narratives about “snowflakes” and oversensitive younger workers, we see it differently. The current generation understands a fundamental truth – you shouldn’t be treated badly at work. The basic contract is simple: you show up, do your job, get paid, and are treated with basic respect. No one’s asking for Google-style perks like indoor waterslides or to be best mates with their boss – just basic professional dignity.
That said, we need to be clear about what constitutes harassment. Legitimate performance evaluations, when done properly, aren’t harassment. Changes in job duties or responsibilities may or may not be harassment – context matters. A one-off angry outburst might just be someone having a bad day. The pattern and intent matter.
A common response we hear is “I’m thinking of going to HR.” Let’s be clear – HR exists to protect the company, not you. Taking harassment complaints to HR is like gambling in Las Vegas – the house always wins.
At the General Union, we’ve developed several approaches to harassment cases:
- Simply declaring union membership often helps – it lets employers know someone else is watching
- Direct intervention through negotiations or collective bargaining when necessary
We’re particularly seeing harassment tied to Performance Improvement Plans (PIPs) – often a documented path to dismissal rather than actual improvement.
But here’s the bigger challenge we’re grappling with; harassment’s impact extends beyond the workplace, affecting mental health and personal lives. As a union, we need to think about peer support systems. How do we support members dealing with not just the professional, but the personal toll of workplace harassment?
These aren’t simple issues, but they’re crucial ones for modern unions to address. Workers deserve workplaces free from harassment, and unions need to evolve to better support members facing these challenges.