Bullying and behavioural conflict at work : the duality of individual rights / Lizzie Barmes, Professor of Labour Law, Queen Mary University of London.
2016
KD3102 .B37 2016 (Map It)
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Items
Details
Author
Title
Bullying and behavioural conflict at work : the duality of individual rights / Lizzie Barmes, Professor of Labour Law, Queen Mary University of London.
Published
Oxford, United Kingdom : Oxford University Press, 2016.
Copyright
©2016
Call Number
KD3102 .B37 2016
ISBN
9780199691371 (hbk.)
0199691371 (hbk.)
0199691371 (hbk.)
Description
xx, 280 pages ; 24 cm.
System Control No.
(OCoLC)933284434
Bibliography, etc. Note
Includes bibliographical references and index.
Record Appears in
Table of Contents
Table of Cases
xv
Table of Statutes
xix
Table of Statutory Instruments xxi
Table of European Legislation
xxiii
List of Abbreviations
xxv
Pt1 Introduction
1
1.
Individual Labour and Equality Rights and Law's Duality
1
2.
Individual Labour and Equality Rights and Traditions of Labour Law Scholarship
3
3.
Individual Labour and Equality Rights and Legal Realist Methodology
4
4.
Individual Labour and Equality Rights and Behavioural Conflict at Work
6
Pt2 The Empirical Background to Behavioural Conflict at Work
11
1.
Empirical Knowledge about Negative Behaviour at Work
12
1.
Psychologists and workplace bullying
13
a.
Conceptual and definitional approaches
13
b.
Approaches to incidence
14
2.
Sociologists and ill treatment at work
18
a.
Conceptual and definitional approaches
18
b.
Approaches to incidence
19
2.
Empirical Knowledge about Law and Legal Process
25
1.
Procedural issues
26
a.
ETs v ordinary courts
27
b.
Costs and funding litigation
27
2.
Socio-legal research into claiming behaviour by individuals
28
a.
Approaches to claiming behaviour generally
28
b.
Claiming behaviour about individual employment rights
31
3.
Socio-legal research into litigation experience with individual labour and equality rights
38
4.
Socio-legal research into organizational experience with individual labour and equality rights
48
3.
Conclusion
53
1.
Bad workplace behaviour, unsolved problems, and suboptimal legal interventions
53
2.
Misconceiving the law and legal influence
54
3.
collectivity of working life in the individualized discourse of rights
55
Pt3 The Substantive Legal Background to Behavioural Conflict at Work from 1995 to 2015
59
1.
Statutory Right not to be Unfairly Dismissed
62
1.
Liability
63
2.
Remedies
68
2.
Statutory Wrongs of Discrimination
71
1.
Liability I: Discriminatory harassment 'old style'
72
a.
Racial or sexual harassment as direct discrimination
72
b.
'old-style' requirement to show a 'detriment'
74
c.
ambit of employer responsibility
75
2.
Liability II: Discriminatory harassment 'new style'
77
a.
Dedicated definitions of discriminatory harassment enacted from 2003 to 2006
78
b.
2008 changes to the law on sexual harassment
81
c.
EqA 2010 on discriminatory harassment
81
3.
Liability III: Direct discrimination and victimization in behavioural conflict cases
82
a.
Non-harassing conduct as direct discrimination
82
b.
Victimization
85
c.
EqA 2010 on direct discrimination and victimization
85
4.
Remedies
87
a.
Pre-EqA 2010 remedies
87
b.
EqA 2010 on remedies
89
3.
Protection from Harassment Act 1997
89
1.
Liability
89
2.
Remedies
92
4.
Common Law of Contract and Tort
92
1.
Liability
93
a.
Torts of intention
93
b.
Negligence in contract and tort
93
c.
contractual duty of mutual trust and confidence
97
2.
Remedies
98
5.
Conclusions
100
Pt4 Factual Themes in Case Law about Behavioural Conflict at Work
103
1.
Introduction and Method for the Qualitative Analysis of Judgments
103
2.
Classic Litigation Stories about Behavioural Conflict at Work
106
3.
Complexity in Litigation Stories about Behavioural Conflict at Work
107
4.
Complexity about the Influence of Group Identity on Behavioural Conflict at Work
109
5.
Complexity about the Role of Colleagues and Management in Behavioural Conflict at Work
110
6.
Judicial Scrutiny of Behavioural Conflict at Work
112
7.
Behavioural Conflict at Work Lost in a Litigation Maze
115
8.
Conclusion
117
Pt5 Legal Themes in Case Law about Behavioural Conflict at Work I: Overlapping Rights and the Snakes-and-Ladders Effect
119
1.
Snakes I: Pre- and Post-Dismissal Compensation
120
2.
Snakes II: Group Identity and Compensation for Personal Injury
122
3.
Snakes III: Litigation Strategies
124
4.
Ladders I: Common Law
128
5.
Ladders II: Statute
131
6.
Conclusion
132
Pt6 Legal Themes in Case Law about Behavioural Conflict at Work II: Consistency in Applying Behaviour Rules
139
1.
Statutory Unfair Dismissal
141
2.
Statutory Wrongs of Discrimination I: Discriminatory Harassment
142
1.
Drawing behavioural lines in 'old-style' harassment cases
143
2.
Drawing behavioural lines in 'new-style' harassment cases
146
3.
Statutory Wrongs of Discrimination II: General Discrimination Cases
148
4.
Breach of the Protection from Harassment Act 1997
151
5.
Unlawful Conduct in Contract and Tort
160
6.
Conclusion
167
Pt7 Legal Themes in Case Law about Behavioural Conflict at Work III: Consistency in Analysing Employer Responses
169
1.
Statutory Unfair Dismissal
170
2.
Statutory Wrongs of Discrimination I: Discriminatory Harassment
173
3.
Statutory Wrongs of Discrimination II: General Discrimination Cases
174
4.
Unlawful Conduct in Contract and Tort
177
5.
Conclusion
180
Pt8 Senior Managers and Lawyers on Behavioural Conflict at Work and Legal Influence
183
1.
Introduction and Interview Study Method
184
2.
Organizational Perceptions of Behavioural Conflict at Work
186
1.
Contents
187
2.
Quantification and impact
188
3.
Emergence and escalation
190
a.
Individual influences
190
b.
Organizational influences
191
c.
Proceduralization and formality
194
3.
Influence of Law and Legal Process
197
1.
Procedural influences
197
2.
Substantive complexities
200
a.
Prioritizing equality law rules about behaviour
201
b.
Marginalizing behavioural rules of other types
202
c.
Juxtaposing organizational and legal reasoning
204
4.
Summary and Discussion
207
Pt9 Senior Managers and Lawyers on Behavioural Conflict at Work and the Missing Collective Dimension
215
1.
Organizational Approaches and the Impact of Individual Rights
218
1.
Employer dominance
220
2.
Unitarism
221
a.
Flattened hierarchy
221
b.
Commitment-style management
222
3.
Modern versions of pluralist collectivism
222
a.
Deep down
222
b.
Large scale
223
c.
Non-union solidarity
224
4.
Managers at the sharp end
224
2.
Silencing and Constructing of Individual Complaints
227
1.
General reluctance to complain
227
2.
Constructing reluctance (and complaint): Organizational culture
228
3.
Constructing reluctance: The costs of speaking out and litigating
231
4.
Constructing claims: Being 'difficult'
234
3.
Complex Unease about Legal Intervention
236
1.
Dichotomizing enlightened management and law
237
2.
Ambiguity about law's influence
239
4.
Summary and Discussion
240
Pt10 Conclusions
245
1.
Excavating the Two Faces of Law and Legal Process
245
1.
challenge of law
245
a.
Enforcement
245
b.
Implementation
247
2.
acquiescence of law
247
a.
Enforcement
248
b.
Implementation
248
3.
General methodological and theoretical implications
250
2.
Individual Labour and Equality Rights and the Variety of Working Lives
253
1.
Managerialist evasion, unitarist ambiguity, and pluralist struggles
253
2.
Discursive obstructions to the emancipatory potential of individual labour and equality rights
256
3.
missing collective dimension and using law to relocate it
259
a.
Normative accessibility as an emancipatory legal device
259
b.
Widening participation in implementation and enforcement as an emancipatory legal device
261
c.
Experimentation as an emancipatory legal device
264
3.
Individualism, Individualization, and Solidarity
265
Appendix 1: Sample of Judgments 1995 to 2010 (Chronological Order by Judgment)
267
Appendix 2: Research Interviews with People in Organizations
271
Index
275