In a move that’s set to shake up office dynamics, representatives in Congress are making serious strides towards passing an interesting legislation aimed at curbing workplace bullying and putting an end to the dreaded ‘tsismis’ culture.

So, to all Marites and bullies: Say goodbye to those snide remarks and hurtful whispers—this legislation means business.

Leading the charge are none other than Quezon City Rep. Ralph Tulfo and ACT-CIS Party-list Rep. Jocelyn Tulfo, who are spearheading the efforts to define and combat office bullying. According to their proposed law, workplace bullying encompasses any form of severe or repeated mistreatment, whether it’s through written, verbal, or electronic expressions, physical acts, or even gestures. The targets of such bullying can be employers, co-workers, or anyone with professional ties.

But that’s not all. House Bill 8446, as it’s known, takes a firm stance against the spreading of rumors, false news, and gossip within office premises. These acts of abuse are deemed unacceptable and strictly prohibited. The goal is to create an environment where every employee feels safe and respected, free from the toxic influence of malicious chitchat.

If this bill becomes law, it will revolutionize the workplace by establishing procedures for anonymous reporting of prohibited acts. Whistleblowers will be protected, and prompt investigations into reports of workplace bullying will become the norm. No more suffering in silence; this law aims to give a voice to the victims.

The proposed legislation also leaves no room for ambiguity, explicitly stating that any unwanted physical contact, foul language, name-calling, gender-based bullying, or cyberbullying will not be tolerated. It’s a comprehensive approach that aims to address all forms of workplace mistreatment.

So, what exactly falls under the category of prohibited acts?

Well, let’s just say that those guilty of office bullying are in for a rude awakening. Disrespecting and devaluing a co-worker, using intimidation and threats as a management strategy, stealing credit, and taking unfair advantage of colleagues are all considered serious offenses. Furthermore, intentionally hindering a colleague’s access to workplace opportunities, career growth, and office privileges will no longer go unchecked.

The consequences for violators are no laughing matter. If found guilty of abusive acts, administrative and human relations officers will be empowered to take action against them. In extreme cases, law enforcement may even be involved, with criminal charges under the Revised Penal Code being pursued.

This legislation will have far-reaching effects, applicable to both government and non-government offices. Employers will need to take notice, as non-compliance could result in the suspension of their permit to operate. The message is clear: bullying will not be tolerated, and those who turn a blind eye will face the consequences.

To ensure that every workplace embraces a culture of respect and dignity, the bill calls on all government and non-government offices to adopt anti-bullying policies. The authors of the bill emphasize that this move is about upholding the rights of Filipino workers, fostering mutual respect between employees and employers, and preserving the dignity of work.

House Bill 8446 was filed on May 30 and is currently awaiting review by the House Committee on Labor and Employment. If passed, it could mark a significant step forward in creating healthier and more harmonious work environments for all. So, bullies beware—your reign of terror may soon be coming to an end!

However, the reality is, a number of big and reputable companies invest in Employee Relations and Advocacy Team that is responsible for addressing and managing cases related to various employee issues, including discrimination, violence, security and safety concerns, and retaliation. Some may argue that there might be no need for this kind of legislation if private businesses have strong Human Research capabilities whose primary role is to ensure a fair and safe working environment for all employees within the company.

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Here are seven types of bullying in the workplace and strategies to stop them:

1. Panghihiya (Shaming): This involves publicly humiliating or embarrassing a coworker through verbal insults or derogatory comments. To address panghihiya, companies should enforce policies against public shaming, conduct training on respectful communication, and encourage a culture of empathy and support.
2. Paninira (Character Assassination): Paninira refers to spreading false rumors, gossip, or malicious information about a colleague to tarnish their reputation. To combat paninira, organizations can establish guidelines on responsible communication, encourage employees to verify information before sharing it, and create a supportive environment where trust and professionalism are valued.
3. Pananakot (Intimidation): Pananakot involves using threats or intimidation tactics to instill fear or control over a coworker. To stop pananakot, companies should implement strict anti-intimidation policies, provide employee training on conflict resolution and assertiveness, and establish reporting mechanisms for employees to safely voice their concerns.
4. Diskriminasyon (Discrimination): Workplace discrimination based on factors like age, gender, religion, or ethnicity is a significant issue. To address diskriminasyon, companies should have robust anti-discrimination policies, conduct diversity and inclusion training, promote equal opportunities, and promptly investigate and address any discrimination complaints.
5. Panlalait (Belittlement): Panlalait refers to consistently belittling or demeaning a colleague’s abilities, ideas, or contributions. To tackle panlalait, organizations should foster a culture of respect and appreciation, provide feedback and recognition programs, and ensure that managers lead by example in treating all employees with dignity.
6. Pananakit (Physical Aggression): Pananakit involves physical acts of aggression or violence towards a coworker. To prevent pananakit, companies must have zero-tolerance policies for workplace violence, implement robust security measures, and provide training on conflict resolution and de-escalation techniques.
7. Pananakot sa Trabaho (Job Threats): This includes using one’s position or authority to threaten a coworker’s job security or hinder their career advancement. To address pananakot sa trabaho, companies should promote a transparent and fair performance evaluation process, establish mechanisms for reporting abuse of authority, and protect employees from retaliatory actions.

It is crucial for Philippine companies to adhere to existing labor laws and regulations, such as the Labor Code of the Philippines and the Anti-Bullying Act. By implementing comprehensive policies, conducting awareness campaigns, providing training, and fostering a culture of respect, Filipino organizations can create a safe and harmonious work environment that protects employees from various forms of workplace bullying.