An online revolution begins today with the launch of e2bid.com, the UK's first auction marketplace dedicated to raising money for charity. Every single auction guarantees funds for the ten elected charities. Unlike eBay every time an auction is listed or a fee is paid 100% of the profits are donated back to the charities. It is a simple way to donate for a good cause while shopping online.
Every time you sign up to be a free member of e2bid and put the initials AAT in your login details, The Andrea Adams Trust will then recieve a charitable donation.
e2bid.com is inviting other charities to sell items on e2bid.com to benefit their charities totally free of any charges. At the launch of e2bid.com the beneficiary charities are The Andrea Adams Trust, Carla Lane Animaline, Celia Hammond Animal Trust, Cardiac Risk in the Young (CRY), FARM-Africa, James Whale Fund for Kidney Cancer, Mercy Ships, PPUK (Parent Project UK), Sense and SPARKS (Sport Aiding Medical Research for Kids) .
The site is selling some exclusive gifts on the e2bid.com including a guest appearance as a guest on national Radio, a meal for 4 in a top Mayfair restaurant, a Rugby ball signed by Rob Andrew, a photo signed Celia Hammond and a selection of limited edition Moto prints.
Joint-founder of e2bid.com James King said," We are starting a revolution in online shopping which can only go from strength to strength. E2bid.com wants our site to remove the burden of ridiculously high final value fees currently paid by sellers. Every auction will benefit some great causes. We are driven by an urge to divert some of the huge profits currently made by large organisations back into the pockets of the sellers and most importantly those good causes which really deserve support and currently receive nothing or very little from online selling."
James continues, "e2bid.com is a Community Interest Company (CIC), and is overseen by the CIC regulator. E2bid.com has stated its commitment to working together with charities to form the largest online community for the benefit of good causes. So help us make a difference by joining the revolution today, buy sell and give with e2bid.com."
For further information about e2bid.com please contact James King at press@e2bid.com or phone on 01732 741823.
Celia Hammond's Chat
"Our association with e2bid.com brings a wonderful opportunity for the Celia Hammond Animal Trust to raise much needed funds and we wish e2Bid every success."
Celia Hammond
CRY - Cardiac Risk in the Young
"At CRY we are always looking for new ways to encourage our supporters to raise money via the Web. We are pleased to be supporting the innovative
e2bid online auction website, and hope that as the initiative gathers pace, it will bring not only a valuable revenue stream, but also greater awareness
of CRY and our aims."
FARM-Africa
"E2bid.com is a really innovative way of providing the public with an opportunity to improve the lives of some of Africa's poorest families while they shop online. It is great to be involved."
Tumu Kazunga, Corporate Partnerships Manger
The James Whale Fund for Kidney Cancer
"The James Whale Fund for Kidney Cancer has to maximise income if we are to continue to fulfil our aims of helping patients and supporting research into kidney cancer. Like all charities, we are always seeking innovative ways of fundraising and the Fund welcomes the launch of the website e2bid."
James Whale
Sense
"e2bid is an ethical auction site; what a great idea. It is an opportunity for web auctioneers to sell their goods and benefit charities without necessarily losing out on income themselves. Brilliant!"
SPARKS
"SPARKS (Sport Aiding Medical Research for Kids) is delighted to be associated with e2bid.com. SPARKS is that rarity, a charity that funds cutting edge research across the whole spectrum of paediatric medicine. Much of that research depends on charities like SPARKS rather than the public purse. So, an association with e2bid.com can both help raise funding and awareness of the important research SPARKS supports with the aim of helping all babies be born healthy and stay healthy."
A House of Lords ruling has made employers liable for workplace harassment even if they were not in any way negligent. Wednesday's landmark ruling could open the floodgates to new kinds of harassment claims.
The decision is based on anti-stalking legislation which was used by an NHS employee to hold his employer responsible for a superior's treatment of him.
The law in question is 1997's Protection from Harassment Act. The Act does not define harassment, which has enabled courts to permit it to mean tabloid newspaper campaigns and the behaviour of animal rights activists.
The claim of William Majrowski was originally summarily struck out by the Central London County Court by Judge Collins. "He held that the 1997 Act was not designed to create another level of liability in employment law. Employees are already adequately protected by the common law," said this week's judgment. The Court of Appeal overturned that decision.
The House of Lords decided that the Act covers the behaviour of employees at work even when the employer has not caused or failed to prevent the offending behaviour. Those employers now have vicarious liability for the acts of employees.
Previously employees had to prove that the employer was negligent in not stopping bullying taking place and that it had caused them psychological damage. The new ruling means that companies can be sued even if the company can not be expected to have known about the bullying.
"The decision has serious implications for employers as it gives employees who are bullied or harassed at work a further basis on which to claim compensation from their employers," said Louise Donaldson, a senior associate specialising in employment law at Pinsent Masons, the law firm behind OUT-LAW.COM.
"Moreover, some of the existing limitations and defences will not be available. For example, an employer has a defence under existing discrimination legislation if it can show that it took all reasonably practicable steps to prevent discriminatory harassment occurring - this defence was recently made out where an employer had implemented an effective harassment policy. This would not help an employer facing a claim that it was vicariously liable for an employee's harassment under the Act," said Donaldson.
Majrowski worked for Guy's and St Thomas' NHS Trust in London and claimed that his superior, Sandra Freeman, was rude and abusive to him in front of colleagues. Majrowski, who is gay, claimed that the abuse was fuelled by homophobia.
The new ruling will open employers to new cases. "It will be necessary to show that an offence under the Act has been committed - this involves showing a course of conduct, defined as conduct on at least two occasions, by an employee amounting to harassment, so a single act will not be sufficient," said Donaldson. "It is also necessary to show a sufficient connection between the harassment and the employment if the employer is to be vicariously liable. However this is widely construed and any bullying or harassment taking place at work will almost certainly be covered."
This article appeared first at www.out-law.com.
All those who work in the media industry in the UK is being asked to register their experiences of workplace bullying in an initiative launched today called the "CLICK TO BE COUNTED" campaign.
Carrying out the research on behalf of the University of Ulster is Jan Martin, who says, "The purpose of 'CLICK TO BE COUNTED' is to establish the extent to which workplace bullying exists across the media industry. Basically, we want to count the number of people who have been affected by bullying during their career in the industry. This is an opportunity for the workforce to register and record their experiences of workplace bullying, whether that be directly, as the target of a bully, or indirectly, perhaps by witnessing a colleague being bullied. If you've experienced it, then we want to know about it". You can register your experience of workplace bullying by clicking on www.bullyatwork.com/CLICK. Jan continues "It is very simple to register your experience - it will take just take seconds to click in and answer a few multiple choice questions online, and in complete confidence".
The 'CLICK TO BE COUNTED' campaign is part of a major research study being carried out at the University of Ulster to investigate Workplace Bullying in the UK Media Industry. This campaign is the first of three information-gathering initiatives in what is one of the most comprehensive studies ever undertaken in this area. Commenting on the project, Dr Emily Boyle (UU) says, "This is a very comprehensive study exploring workplace bullying. The scope of the research is wide and many methods of evidence gathering will be used. This will range from gathering raw data such as that which the CLICK campaign will provide, to an in depth exploration and identification of the key factors which account for the prevalence of workplace bullying in this particular industry".
Current figures estimate that one in four people will be bullied at some time throughout their working life. Encouraging the workforce to 'Click In', Jan Martin adds, "I would urge anyone who has been affected in any way by workplace bullying to register their experience so that we can get an accurate picture of how wide scale the problem is in the media industry. It will literally take seconds to click in and register your experience. And every click counts".
For further information contact Jan Martin at research@bullyatwork.com.
28 February 2006 :This article first appeared in Personnel Today magazine.
HR initiatives are creating greater awareness of bullying in the workplace, according to findings from a survey by Personnel Today's sister company IRS Employment Review
HR initiatives are creating greater awareness of bullying in the workplace, according to findings from a survey by Personnel Today's sister publication IRS Employment Review.
Results from the study of 92 organisations show that anti-bullying policies are becoming more commonplace among companies and public sector bodies.
Just seven of the organisations surveyed were found to have no written policy on bullying, and three of these intended to put one in place in the near future. Of the 85 employers with written policies in place, 74 had introduced them over the past five years.
Thirty-seven respondents had standalone 'bullying' or 'dignity at work' policies, while 42 dealt with bullying in their harassment guidelines, and six firms covered the issue within their equal opportunities policy.
In total, 69 respondents said that one or more bullying incidents had been reported over the past two years, while 535 incidents were reported over the past 12 months.
Thirty-nine organisations said that bullying had had little or no impact on working relationships, turnover, absence, staff morale or commitment.
But 43 said that at least one of the aforementioned aspects of working life had been afected by bullying.
And 26 organisations said bullying had had a major impact on staff absence, while 20 said it had had a significant effect on staff turnover The most common forms of bullying were undermining behaviour (such as work overload or persistent criticism) and verbal abuse.
We are making a film for Channel 5 revealing and highlighting the modern epidemic that is work place bullying. We will be looking at how it happens, why it happens and what can be done to stop it. Like the Andrea Adams Trust, we believe that targets of bullying are usually high achievers who are seen as a potential threat: they are not a stereotypical 'victim' and have no reason to be ashamed. We also believe that recognition and discussion of this issue is crucial for workplace culture to change.
We would first of all like to talk to all people who are being (or have been)bullied to find out what issues we need to cover. In the long run however, we hope to find people willing to make a 'video diary' of their ongoing experiences. We want to talk to people from any industry and in any situation.
Please contact Havana Marking at Class films by writing to havana.marking@classfilmsco.uk
'Anti-Bullying Week', which runs 21 to 25 November 2005 offers real, but uncomfortable, opportunities for companies to confront sensitive and often hidden issues. But, Dr Sharon Bolton from Lancaster University Management School (LUMS) reveals that for workers to gain or reclaim their dignity at work employers need to go beyond anti-bullying policies.
Bullying goes on long after people have left the schoolyard, and it is a serious issue for employers. The government recently launched the Dignity at Work scheme, Europe's biggest anti-bullying campaign. The TUC and premier anti-bullying charity, The Andrea Adams Trust, estimates that business loses 18 million working days a year through the effects of workplace bullying. But, research reveals that employers need to look at dignity as a much wider issue.
Bullying, harassment and poor management humiliate, degrade and subordinate people at work. Denials of dignity at work can take the shape of oppressive practices such as unrealistically fast paced performance related work or a long-hours culture, where people feel that if they don't put in extra hours they will not be seen as committed. These characteristics of contemporary working life can be as harmful to human dignity as bullying.
The government and employers need to engage with the notion of dignity at work in a fuller sense, and encourage UK companies to follow best practice in this area. Human dignity needs to be recognized as a fundamental human right enshrined in international constitution (United Nations, 1948).
01 November 2005
This article first appeared in Personnel Today magazine.
The HR profession is getting better at tackling workplace bullying, but more needs to be done to bring the problem under control
An exclusive Personnel Today survey of more than 1,400 HR professionals, in association with anti-bullying charity The Andrea Adams Trust, reveals that levels of bullying are falling in the UK, albeit gradually. Almost 70% of HR professionals have witnessed or have been aware of bullying in their organisation, down from 87% in 2004 and 93% in 1999. Almost half of all respondents (49%) believe incidents of bullying have either fallen or remained the same over the past year.
The survey, conducted by research company Digital Opinion, suggests organisations are becoming more savvy in their approach to bullying.
More than half (59%) said they had specific policies and procedures in place, while more than a third (36%) said bullying was dealt with through recognised grievance procedures. More than half of respondents (55%) said these measures enabled their organisation to satisfactorily resolve bullying incidents. The feedback also indicates that the overwhelming majority (96%) of organisations offer managers training on how to deal with cases of bullying.
However, HR departments still have much to do to fully tackle the problem.
The survey reveals that bullying takes a variety of forms and is usually perpetrated by the victim's immediate manager. Humiliation and ridicule, unfair criticism and intimidatingbehaviour are the most common examples. Nearly two-thirds (62%) have come across incidences of verbal abuse and 5% physical abuse.
Three-quarters say there is an unwillingness by senior management to acknowledge bullying as a problem, and the management culture is seen as one of the main reasons for firms failing to effectively deal with bullying.
One HR professional's response was typical of many received: "Bullying is institutionalised throughout the organisation and perpetuated from the very top."
Author: Mike Berry
2005, PersonnelToday.com
With workplace bullying reaching epidemic proportions in the UK, key political and business organisations have joined forces in a bid to raise awareness. From the Departments of Trade & Industry and Health, to companies such as Legal & General, BT and British Airways, leading organisations are urging UK businesses to 'Ban Bullying at Work'. According to the Chartered Management Institute, workplace bullying is increasing [1] and additional research suggests that more than two million people in the UK suffer bullying in their workplace [2].
The 'Ban Bullying at Work' campaign is spearheaded by the Andrea Adams Trust, the world's first, not-for-profit charity dedicated to tackling this issue and culminates on the 7th November 2005, with the launch of a national 'Ban Bullying at Work' day. The campaign aims to encourage organisations to get involved by raising awareness of this important issue, so that employees and businesses can both identify and take responsibility for their own behaviors and learn how to deal with the problem together.
Bullying at work is recognised as a major cause of stress-related illness which affects employees' motivation, self confidence and self-esteem as well as affecting individual performance. For businesses, it causes both high absenteeism and, in many cases, prolonged sick leave, often leading to costly legal intervention.
Lyn Witheridge, founder of the Andrea Adams Trust, said:
"Many people notice bullying in the workplace but fail to give it its proper name. Employees do not complain for fear of further victimisation, or of being labelled a troublemaker, yet what sort of workplace can condone a form of behaviour which engenders fear in their employees?"
"Bullying at work can take many different forms and has negative side effects for both the individual and the employer. Despite this, bullying remains a taboo subject for many organisations and employees are not equipped with the knowledge to address the problem head on. Bullying is too costly to ignore any longer and should be on every employer's agenda. Ignorance is no longer an excuse."
National "Ban Bullying at Work" day will be on 7th November 2005. Businesses can find guidance and resources online regarding how to join the campaign and deal with workplace bullying at www.banbullyingatwork.com.
[1] Chartered Management Institute, September 2005
[2] British Occupational Health Research Foundation with UMIST, 2002
The University of Ulster is marking National Ban Bullying Day (Nov 7th) by announcing an innovative research project to investigate Workplace Bullying in the Media Industries across the UK. The three year research programme will investigate the prevalence and scope of workplace bullying across all sectors within the media industries.
The University of Ulster has a formidable international reputation as a Centre of Excellence for delivering groundbreaking research, and this project reflects the University's commitment to carrying out innovative research. Commenting on the project, Dr Emily Boyle* says "We recognise that bullying is a legitimate workplace issue in the audiovisual sector, yet little is known about the real extent of the problem or the key issues which surround it. This is an innovative research project, from which we hope to gain a comprehensive picture of the size, scale, and nature of the problem with specific reference to this industry".
The research will be carried out by Jan Martin who adds, "Workplace bullying is a highly complex and poorly understood phenomenon. The core remit of this research project will be to ascertain the scale of the problem across various sectors of the media industry, and to provide a detailed analysis of the key issues from the perspective of both the employer and the employee. Anecdotal evidence clearly shows that a bullying problem exists across all sectors of the industry, but before the problem can be tackled, we need to gather robust evidence of the exact scale and nature of the problem. This research will be key to finding these answers - however any research i only as good as the quality of the information which participants provide. Surveys and case studies will form the cornerstone of the research and I would urge people within the industry to come forward with their stories and experiences".
This research takes place at a time when workplace bullying has reached almost epidemic proportions across Britain's workplaces - with 93% of human resources managers conceding that it happens within their organisations. It has been estimated that workplace bullying costs UK employers a staggering £12billion per year, and that 18m working days are lost each year as a direct result of workplace bullying. It is not known what percentage of these figures apply to the media industry, however, with one in four of all UK employees reporting that they have been bullied at work within the past five years - it is clearly an issue that every industry should address as a matter of priority.
For further information, please contact Jan Martin at research@bullyatwork.com.
*Dr Emily Boyle is Head of the Research Graduate School in the Faculty of Business and Management
This years conference was organised with a wide range of speakers and delegates representing most aspects of those involved with workplace bullying. A large amount of information, too much to convey in this article was presented that have left the writer with a very favourable report on the meeting as a whole. I was particularly struck not by the answers to questions posed, but to the important questions that are there to be resolved.
Why when all arguments point to dealing with the problem are organisations reluctant to go the final step and embrace the message? By these arguments I refer to pure cost (Employer issue), Bearing in mind that it is estimated that one tribunal claim costs the organisation £120K in internal costs, excluding legal and settlement amounts, and that 25% of Targets leave, and more alarmingly 20% of bystanders, this staff turnover cost is very expensive and hidden, but it is a real cost not to mention the loss of productivity, clients etc. A company need not even look at the other reasons if the only motivation is profit. Profit and quality go together with a well and happy workforce. More motivated staff generates more income with less overhead. You should never need an employment lawyer/barrister; it is a totally wasteful way to spend time and money.
The Moral / Ethic arguments (Employee AND Employer), is harder to define, but I would ask you to consider this point; If you want people to respect you, your organisation and its reputation, is it easier to be kind, considerate and with show warmth or spend thousands pretending to be. I say it is easier on your blood pressure to have and to apply dignity in your workplace, than spend time either in court or hospital. Save the legal and health costs, and be honest to yourself and if you err, admit it sooner as doing so makes it easier to move forward. Never saying you are sorry on the bizarre presumption that it helps you is false. A win-win solution is the only solution worth having.
Could it be as one speaker suggested as simple as not wanting to end up firing a friend in senior management sitting opposite. My initial answer response is that if this is a 'valid' reason, then maybe the person should start by asking why are you reluctant, do you not trust your colleagues to be able to manage properly without incurring the excessive costs illustrated above. Because if they are incurring them they are not managing the business at all well, are they?
Andy Taylor
(12th October 2005) BCAS
Acas has appointed Dr Duncan Lewis of the University of Glamorgan Business School as its Professor of Workplace Futures.
Dr Lewis is an international authority on workplace bullying and has published numerous works in this important and emerging field. He and Acas will undertake a number of research projects in the months ahead including studies on ethnicity and workplace bullying and also on management and employee behaviours. The appointment is for three years.
Commenting on his appointment, Dr Lewis said;
'I am obviously delighted to be appointed but am doubly pleased to be working alongside such a prestigious and well regarded organisation as Acas. I have worked for a number of years with Acas in Wales and now look forward with enthusiasm to building on that relationship still further.' /FONT>
Compensation claims against bosses who permit bullying in the workplace are on the increase, with employers frequently picking up a hefty tab for failing to clamp down on offensive behaviour, according to an expert in employment law
David Fagan, of solicitors O'Donnell Sweeney, said bullying in the workplace ranged from overt shouting, to more insidious methods, including whispering campaigns, exclusion, notes, and denial of promotion.
He was speaking at a seminar on bullying in the workplace. He described the situation in some cases as horrendous, and capable of inducing stress and even nervous breakdowns in victims.
Fagan added that many victims endured their plight for years - particularly where the form of bullying was subtle and harder to prove. He also said that where an employee had suffered significant stress, the amount of a financial award could be significant.
Also speaking at the recent seminar was UK employment lawyer David Israel. He referred to a case in which a financial executive earning £1m sterling per year had taken a claim seeking compensation of £7m.
Israel advised employers to ensure they had grievance and disciplinary procedures protecting the employee's rights, and that they adhered to their procedures rigidly and within a reasonable timeframe.
But Israel also warned that employees had a duty to inform the employer of any problems so that they could be addressed.
The only UK charity dedicated to tackling workplace bullying
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