{"id":2370,"date":"2020-11-18T04:14:12","date_gmt":"2020-11-18T04:14:12","guid":{"rendered":"https:\/\/insight.thomsonreuters.co.nz\/legal\/?p=2370"},"modified":"2023-03-13T02:40:56","modified_gmt":"2023-03-13T02:40:56","slug":"todays-workplace-bullying-harassment-persists-among-remote-workers","status":"publish","type":"post","link":"https:\/\/insight.thomsonreuters.co.nz\/legal\/posts\/todays-workplace-bullying-harassment-persists-among-remote-workers","title":{"rendered":"Today\u2019s Workplace: Bullying & Harassment Persists Among Remote Workers"},"content":{"rendered":"\n

This year\u2019s sudden increase in the number of employees working from home has had a dramatic impact.<\/h4>\n\n\n\n

Firms have scrambled to get their employees the hardware and software they need to stay connected and be productive. Compliance departments have been under pressure to implement policies and procedures that help minimize the regulatory risks of a remote workforce, and managers and their teams have been forced to adapt their internal and external workflows when people cannot be in the same room.<\/p>\n\n\n\n

These steps \u2014 and many others \u2014 have been critical to meeting the recent and unprecedented challenges firms have faced because of the COVID-19 pandemic.<\/p>\n\n\n\n

Harassment in a remote workforce<\/strong><\/h2>\n\n\n\n

One challenge that may be less obvious, however, is ensuring that working remotely does not lead to a less respectful work environment. The fact that employees are in different physical environments may lead a firm to believe that bullying and harassment are effectively controlled or, at least, that they present less of an immediate concern. But this is a false sense of security that can obscure abuse.<\/p>\n\n\n\n

Indeed, it may be easier<\/em> for some people to bully or harass someone from behind a computer keyboard than face to face. An abusive person may also feel more confident that he or she can get away with abuse outside of the earshot of other colleagues. Home may also feel like a more casual environment than a physical office, leading employees to let their guard down about what they say and do on email, instant messaging, or video conference platforms.<\/p>\n\n\n\n

Working from home may also amplify the impact of bullying or harassment on the victim. Leaving the office and heading home at the end of the workday may provide a victim with physical distance and a mental break from the words and conduct of bullies and harassers; however, remote workforce arrangements can blur the line between home and office. Remote working technology \u2014 including email, messaging, and web conferencing \u2014 allows the mental and emotional abuse to be projected into the victim\u2019s home and personal life.<\/p>\n\n\n\n

The problem is exacerbated by the fact that remote employees appear to be work longer hours, with many reporting that they never really feel like they are \u201coff the clock.\u201d Results vary by country and industry, but \u2014 by tracking when remote employees log on, log off, or use firm email or messaging software \u2014 studies have found that employees may work up to three hours more each day<\/em> than their on-site counterparts.<\/p>\n\n\n\n

Though this may be the cause of some of the increased productivity of remote workforces, it also means employees are getting less time away from work to recharge and cope with the stress of the workday, which is of extreme concern where an employee is the victim of constant harassment or bullying at work.<\/p>\n\n\n\n

Preventing bullying & harassment<\/strong><\/h2>\n\n\n\n

Employees must understand that a firm\u2019s zero-tolerance bullying and harassment policies apply with equal force to employees when they\u2019re working from home. To help employees understand their rights \u2014 and to provide guidance to whistleblowers<\/a> \u2014 the policies should specifically address ways in which remote bullying or harassment might happen. Some examples include:<\/p>\n\n\n\n