Bullying

The Federal Labor Court defines bullying as the systematic hostility, harassment or discrimination of employees against each other or by superiors. Your employer is obliged to protect your health and your personality in equal measure and to take active action against bullying. Bullying can lead to claims for damages and compensation for pain and suffering. However, if you wish to assert such claims, you may have to make use of contractual or collective bargaining agreements. Limitation periods and should therefore not take too long to file such a complaint.

Proof of bullying often proves to be problematic in such proceedings. A single incident is probably not sufficient for this. Rather, there must be repeated (systematic) defamatory statements or actions. In addition, the intensity of the actions must exceed normal conflict situations in working life. As the employee or person affected, you must demonstrate and prove the bullying. This includes being able to name the date, the persons involved and, ideally, witnesses for specific incidents.

If your employer has an appropriate contact point, such as a Works council should contact them, describe the incidents and request a remedy. You must not suffer any disadvantages as a result of this complaint. A Warning or similar violates the Prohibition of measures.

Threatening the employee who bullies colleagues Warningtransfer, ordinary and even the extraordinary termination. Your employer may face claims for damages and compensation from the injured party. The person being bullied may be entitled to extraordinary dismissal. Terminationare entitled to.