{"id":147714,"date":"2021-11-26T16:19:52","date_gmt":"2021-11-26T15:19:52","guid":{"rendered":"https:\/\/us.edu.pl\/?page_id=147714"},"modified":"2022-05-25T10:29:50","modified_gmt":"2022-05-25T08:29:50","slug":"co-warto-wiedziec-o-mobbingu","status":"publish","type":"page","link":"https:\/\/us.edu.pl\/en\/uczelnia\/rowne-traktowanie\/co-warto-wiedziec-o-mobbingu\/","title":{"rendered":"things to know about mobbing"},"content":{"rendered":"

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[vc_row el_class=”container”][vc_column css=”.vc_custom_1637852821661{margin-top: -30px !important;}”][vc_custom_heading source=”post_title” font_container=”tag:h2|font_size:3.2em|text_align:left” use_theme_fonts=”yes” el_class=”page-title text__title; container”][\/vc_column][\/vc_row][vc_row el_class=”container”][vc_column css=”.vc_custom_1637852821661{margin-top: -30px !important;}”][vc_btn title=”go back to equal treatment page” style=”outline-custom” outline_custom_color=”#666666″ outline_custom_hover_background=”#666666″ outline_custom_hover_text=”#ffffff” shape=”round” size=”lg” align=”right” i_align=”right” i_icon_fontawesome=”fa fa-level-up” add_icon=”true” link=”url:%2Fen%2Fuczelnia%2Frowne-traktowanie%2F|title:equal%20treatment%20||” css=”.vc_custom_1644409878442{margin-bottom: 5px !important;margin-left: 10px !important;}”][\/vc_column][\/vc_row][vc_row css=”.vc_custom_1637920273861{margin-top: -60px !important;}”][vc_column parallax=”content-moving” parallax_image=”147626″ parallax_speed_bg=”1.1″ css=”.vc_custom_1637932171694{margin-top: 200px !important;margin-bottom: 200px !important;}”][vc_custom_heading text=”” font_container=”tag:p|font_size:4em|text_align:left|color:%23ffffff” use_theme_fonts=”yes” el_class=”page-title text__title; container”][\/vc_column][\/vc_row][vc_row css=”.vc_custom_1637920273861{margin-top: -60px !important;}”][vc_column][vc_empty_space][\/vc_column][\/vc_row][vc_row content_placement=”bottom” el_class=”container”][vc_column width=”1\/2″]\r\n

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What is mobbing?<\/h3>\r\n
<\/p>\n

Briefly, mobbing is an intense and recurring form of emotional abuse.<\/p>\n

According to the Labour Code, mobbing indicates actions or behaviours concerning an employee or directed at an employee consisting in persistent and long-lasting harassment against or bullying an employee, evoking low esteem of professional usefulness, causing or aiming at the humiliation of an employee, isolating them, or eliminating from the co-worker team.<\/p>\n

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<\/p>\n

Its distinctive features are:<\/p>\n

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  • recurrence,<\/li>\n
  • longevity,<\/li>\n
  • escalation,<\/li>\n
  • imbalance of power,<\/li>\n
  • harm,<\/li>\n
  • purposefulness of mobber\u2019s actions,<\/li>\n
  • communication issues.<\/li>\n<\/ul>\n

    \n<\/div>\r\n <\/div>\r\n <\/div>[\/vc_column][\/vc_row][vc_row content_placement=”middle” el_class=”container”][vc_column width=”1\/12″ el_class=”container”][vc_icon icon_fontawesome=”fa fa-info-circle” color=”custom” background_style=”rounded” background_color=”white” size=”xl” align=”center” custom_color=”#002e5a” alt=”ikona: symbol inforamcji”][\/vc_column][vc_column width=”11\/12″]\r\n

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    <\/p>\n

    Mobbing behaviour might manifest itself in various ways; these are mostly:<\/p>\n

      \n
    1. Actions that prevent free expression, e.g. interrupting, bullying, ridiculing, criticising, or using humiliating gestures or looks.<\/li>\n
    2. Actions that affect social connections, e.g. ignoring, forbidding contact with other employees.<\/li>\n
    3. Actions that decrease an employee reputation, e.g. ridiculing, questioning their decisions, spreading rumours about an employee, suggesting that an employee suffers from a mental disorder.<\/li>\n
    4. Actions that undermine a professional position, e.g. assigning too much or too little work, overburdening with duties, taking away previously assigned tasks, commissioning meaningless work.<\/li>\n
    5. Actions that have a negative impact on physical health, e.g. assigning to health-endangering work, putting people in fear of violence.<\/li>\n<\/ol>\n

      \n<\/div>\r\n <\/div>\r\n <\/div>[\/vc_column][\/vc_row][vc_row el_class=”container”][vc_column][vc_empty_space]\r\n

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      Mobbing and discrimination<\/h3>\r\n
      <\/div>\r\n <\/div>\r\n <\/div>\r\n
      \r\n
      \r\n \r\n
      <\/p>\n\n\n\n\n\n\n\n\n
      MOBBING<\/td>\nDISCRIMINATION<\/td>\n<\/tr>\n
      mobbing is a long-term and persistent activity<\/td>\ncan be a one-off act<\/td>\n<\/tr>\n
      does not refer to a legally protected characteristic, does not have a certain catalogue of violations qualified as mobbing<\/td>\nthe provisions on discrimination indicate that the discriminated person has a specific feature that affects their unequal treatment. However, the catalogue of these features is for reference only<\/td>\n<\/tr>\n
      a plaintiff has to prove they have been mobbed<\/td>\na transferred burden of proof: it is the employer who proves that no unequal treatment occurred and while differentiating the employee\u2019s scope of rights, the employer has had different objective criteria<\/td>\n<\/tr>\n
      characterised by an offender\u2019s deliberate actions or behaviours, intentionality<\/td>\nmotivation does not matter<\/td>\n<\/tr>\n
      mobbing occurs within the relations between members of a given organisation, e.g. employer \u2013 employee<\/td>\ndiscrimination, on the other hand, may occur before employment where a future employee can be discriminated against during a job interview. Legal regulations protect a job candidate in the recruitment process to some extent<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n

      \n<\/div>\r\n <\/div>\r\n <\/div>[vc_row_inner equal_height=”yes” content_placement=”top” disable_element=”yes” el_class=”line”][vc_column_inner el_class=”<style=“width: 50%“” width=”1\/2″][vc_column_text el_class=”line; container”]<\/p>\n

      MOBBING<\/p>\n

      [\/vc_column_text]\r\n

      \r\n
      \r\n \r\n
      <\/p>\n

      mobbing is a long-term and persistent activity<\/p>\n

      \n<\/div>\r\n <\/div>\r\n <\/div>\r\n

      \r\n
      \r\n \r\n
      <\/p>\n

      does not refer to a legally protected characteristic, does not have a certain catalogue of violations qualified as mobbing<\/p>\n

      \n<\/div>\r\n <\/div>\r\n <\/div>\r\n

      \r\n
      \r\n \r\n
      <\/p>\n

      a plaintiff has to prove they have been mobbed<\/p>\n

      \n<\/div>\r\n <\/div>\r\n <\/div>\r\n

      \r\n
      \r\n \r\n
      <\/p>\n

      characterised by an offender\u2019s deliberate actions or behaviours, intentionality<\/p>\n

      \n<\/div>\r\n <\/div>\r\n <\/div>\r\n

      \r\n
      \r\n \r\n
      <\/p>\n

      mobbing occurs within the relations between members of a given organisation, e.g. employer \u2013 employee<\/p>\n

      \n<\/div>\r\n <\/div>\r\n <\/div>[\/vc_column_inner][vc_column_inner el_class=”container” width=”1\/2″][vc_column_text]<\/p>\n

      DISCRIMINATION<\/p>\n

      [\/vc_column_text]\r\n

      \r\n
      \r\n \r\n
      <\/p>\n

      can be a one-off act<\/p>\n

      \n<\/div>\r\n <\/div>\r\n <\/div>\r\n

      \r\n
      \r\n \r\n
      <\/p>\n

      the provisions on discrimination indicate that the discriminated person has a specific feature that affects their unequal treatment. However, the catalogue of these features is for reference only<\/p>\n

      \n<\/div>\r\n <\/div>\r\n <\/div>\r\n

      \r\n
      \r\n \r\n
      <\/p>\n

      a transferred burden of proof: it is the employer who proves that no unequal treatment occurred and while differentiating the employee\u2019s scope of rights, the employer has had different objective criteria<\/p>\n

      \n<\/div>\r\n <\/div>\r\n <\/div>\r\n

      \r\n
      \r\n \r\n
      <\/p>\n

      motivation does not matter<\/p>\n

      \n<\/div>\r\n <\/div>\r\n <\/div>\r\n

      \r\n
      \r\n \r\n
      <\/p>\n

      discrimination, on the other hand, may occur before employment where a future employee can be discriminated against during a job interview. Legal regulations protect a job candidate in the recruitment process to some extent<\/p>\n

      \n<\/div>\r\n <\/div>\r\n <\/div>[\/vc_column_inner][\/vc_row_inner][\/vc_column][\/vc_row][vc_row el_class=”container”][vc_column css=”.vc_custom_1637852821661{margin-top: -30px !important;}”][vc_empty_space][vc_btn title=”go back to equal treatment page” style=”outline-custom” outline_custom_color=”#666666″ outline_custom_hover_background=”#666666″ outline_custom_hover_text=”#ffffff” shape=”round” size=”lg” align=”right” i_align=”right” i_icon_fontawesome=”fa fa-level-up” add_icon=”true” link=”url:%2Fen%2Fuczelnia%2Frowne-traktowanie%2F|title:equal%20treatment%20||” css=”.vc_custom_1644409901737{margin-bottom: 5px !important;margin-left: 10px !important;}”][\/vc_column][\/vc_row]<\/p>\n

      <\/p>","protected":false},"excerpt":{"rendered":"

      [vc_row el_class=”container”][vc_column css=”.vc_custom_1637852821661{margin-top: -30px !important;}”][vc_custom_heading source=”post_title” font_container=”tag:h2|font_size:3.2em|text_align:left” use_theme_fonts=”yes” el_class=”page-title text__title; container”][\/vc_column][\/vc_row][vc_row el_class=”container”][vc_column css=”.vc_custom_1637852821661{margin-top: -30px !important;}”][vc_btn title=”go back to equal treatment page” style=”outline-custom” outline_custom_color=”#666666″ outline_custom_hover_background=”#666666″ outline_custom_hover_text=”#ffffff” shape=”round” size=”lg” align=”right” i_align=”right” i_icon_fontawesome=”fa fa-level-up” add_icon=”true” link=”url:%2Fen%2Fuczelnia%2Frowne-traktowanie%2F|title:equal%20treatment%20||” css=”.vc_custom_1644409878442{margin-bottom: 5px !important;margin-left: 10px !important;}”][\/vc_column][\/vc_row][vc_row css=”.vc_custom_1637920273861{margin-top: -60px !important;}”][vc_column parallax=”content-moving” parallax_image=”147626″ parallax_speed_bg=”1.1″ css=”.vc_custom_1637932171694{margin-top: 200px !important;margin-bottom: 200px !important;}”][vc_custom_heading text=”” font_container=”tag:p|font_size:4em|text_align:left|color:%23ffffff” use_theme_fonts=”yes” el_class=”page-title text__title; container”][\/vc_column][\/vc_row][vc_row […]<\/p>\n

      Read More…<\/a><\/p>\n","protected":false},"author":26,"featured_media":0,"parent":147305,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_expiration-date-status":"","_expiration-date":0,"_expiration-date-type":"","_expiration-date-categories":[],"_expiration-date-options":[]},"acf":[],"_links":{"self":[{"href":"https:\/\/us.edu.pl\/en\/wp-json\/wp\/v2\/pages\/147714"}],"collection":[{"href":"https:\/\/us.edu.pl\/en\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/us.edu.pl\/en\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/us.edu.pl\/en\/wp-json\/wp\/v2\/users\/26"}],"replies":[{"embeddable":true,"href":"https:\/\/us.edu.pl\/en\/wp-json\/wp\/v2\/comments?post=147714"}],"version-history":[{"count":7,"href":"https:\/\/us.edu.pl\/en\/wp-json\/wp\/v2\/pages\/147714\/revisions"}],"predecessor-version":[{"id":157049,"href":"https:\/\/us.edu.pl\/en\/wp-json\/wp\/v2\/pages\/147714\/revisions\/157049"}],"up":[{"embeddable":true,"href":"https:\/\/us.edu.pl\/en\/wp-json\/wp\/v2\/pages\/147305"}],"wp:attachment":[{"href":"https:\/\/us.edu.pl\/en\/wp-json\/wp\/v2\/media?parent=147714"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}