There have been numerous member complaints regarding improper supervisor conduct and harassment in the Omaha installation.  The Union knows that only a small percentage of members will actually come forward with complaints, while many simply endure the inappropriate behavior by management officials.

Members need to be aware of the USPS policies on workplace harassment and their right to a 'safe, productive and inclusive workplace'.

Members who feel like their rights are being violated should contact the Union to address any issues. 

You are entitled to see a union steward immediately in most circumstances or within 2 hours. If you are not allowed to see a steward on the day of request, management is required to allow you to see a steward immediately at the start of your next shift.  This rule applies to the request to see a steward for ANY reason.

Upon reporting improper supervisor conduct, harassment, sexual harassment, discrimination or bullying, Publication 553: Employee's Guide to Understanding, Preventing, and Reporting Harassment requires management to conduct an investigation.

You have a right to file a grievance.

You have a right to file an EEO complaint.

It only stops if you stand up - you do not have to put up with loud mouth managers and/or supervisors yelling at you, threatening to fire you, excessively monitoring you, singling you out, stating you don't need a steward....

IT IS CRITICAL THAT ALL MEMBERS REPORT EVERY INCIDENT OF MANAGEMENT MISCONDUCT.  

Please review the USPS policy and other information listed below. 

Be informed, stay informed. In knowledge there is power, in unity their is strength.

USPS Policy on Workplace Harassment

Prohibited Activities

Harassment is unwelcome verbal or physical conduct, which is so severe or pervasive that it interferes with or changes the conditions of one’s employment by creating a hostile, intimidating, or abusive working environment.

Examples may include, but are not limited to, making offensive or derogatory comments or engaging in physically threatening, intimidating, or humiliating behavior based upon race, color, religion, sex (including gender identity and gender stereotypes), national origin, age, mental or physical disability, sexual orientation, genetic information, or in reprisal for an employee or applicant’s complaint about or opposition to discrimination or participation in any process or proceeding designed to remedy discrimination.

These activities are prohibited by Postal Service policy and may amount to harassment in violation of federal antidiscrimination laws. Violation of this policy may result in disciplinary action up to and including termination.

The Postal Service is committed to providing its employees a safe, productive, and inclusive workplace and will tolerate nothing less.

Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature such as, but not limited to: making or threatening to make employment decisions based on an employee’s submission to, or rejection of, sexual advances or requests for sexual favors; deliberate or repeated unsolicited remarks with a sexual connotation or physical contact of a sexual nature that is unwelcome to the recipient; or behavior that creates a sustained hostile or abusive work environment so severe or pervasive that it unreasonably interferes with or changes the conditions of one’s employment.

Although not every instance of inappropriate behavior may fit the legal definition of harassment, such behavior in the workplace undermines morale and violates the Postal Service’s standards of conduct.

Disciplinary action may result even if the conduct does not constitute harassment under the law.

Postal Service employees who believe that they are the victims of harassment prohibited under this policy (Le., harassment based on race, color, religion, sex (including gender identity or gender stereotypes), national origin, age, mental or physical disability, sexual orientation, genetic information, or in reprisal for an employee or applicant’s complaint about or opposition to discrimination or participation in any process or proceeding designed to remedy discrimination) or who have witnessed such harassment or inappropriate conduct, which could lead to illegal harassment, should bring the situation to the attention of a supervisor, a manager, or the manager of Human Resources to address most forms of harassment described above.

Refer to Publication 553, Employee’s Guide to Understanding, Preventing, and Reporting Harassment for further information.

In accordance with this policy, supervisors, managers, managers of Human Resources, or the next higher-level manager (HQ and HQfield units) are responsible for ensuring that direct and prompt action is taken to investigate and, where appropriate, remedy such misconduct when brought to their attention. The Postal Service will protect the confidentiality of harassment complainants to the extent possible.

Bullying

Workplace Bullying

Workplace bullying refers to repeated, unreasonable actions of individuals (or a group) directed towards an employee (or a group of employees), which is intended to intimidate and creates a risk to the health and safety of the employee(s).

Workplace bullying often involves an abuse or misuse of power.

Bullying includes behavior that intimidates, degrades, offends, or humiliates a worker, often in front of others.

• Bullying is different from aggression. Aggression may involve a single act, bullying involves repeated acts.

Bullying situations can involve employees to coworkers, employees to supervisors or supervisors to employees.

• Unwarranted or invalid criticism.
• Blame without factual justification.
• Being treated differently than the rest of your work group.
• Being sworn at.
• Exclusion or social isolation.
• Being shouted at or being humiliated.
• Being the target of practical jokes.
• Excessive monitoring

Many of us may have thought bullying ended in the schoolyard, but it is being recognized in the corporate world too. And like any form of disrespect, it is inappropriate in the workplace.

Bullying in the workplace can take many forms.

Being yelled at, called names or made to feel less than others are all forms of bullying.

Being given discipline for trivial reasons or made up ones on a regular basis is a form of bullying.

Constant attempts to undermine your status, value, position and potential is bullying. Even being put down or patronized constantly - especially in front of others - is bullying.

TAKE ACTION AGAINST THE BULLY.

Keep a written account of the bullying incidents. Write in great detail what happened and where, including times and dates, and share this information with your supervisor and with your steward. 

If you need further help resolving a disrespect issue such as bullying, contact a steward, supervisor or Human Resources. If you feel it involves illegal behavior such as harassment or discrimination, you can call the EEO number found on posters in your facility.

Read the EEO poster—it contains valuable information on the EEO process.

If you need support in dealing with a bullying or similar situation, contact your Employee Assistance Program and they will help you through the process.