Open Access Research Article
Victimization At Work: Atrocities Towards Victims By Their Superiorem (By-ATHIRA.A & PREETHI.S)
Published Paper
Article Details
Victimization At Work:Atrocities
Towards Victims By Their Superiorem
Authored By-ATHIRA.A & PREETHI.S
2nd year students, B.Com LL.B,
Kristu Jayanti College of Law, Bengaluru.
Abstract
Victimization is the practise of prejudicing the weak by their superior
authorities, which leads to violent acts such as humiliation, abuse, and
anguish that have a negative influence on a person's physical, mental, and
emotional well-being. Workplace victimisation is defined as when a superior
officer, employer, or any employee has the malicious intent to cause any other
employee or subordinates to suffer through physical assault, bullying,
harassment, racial bias, sexual harassment, malicious gossip, or subvert a
person's position that they have gained.
The characteristics of a person's personality, or how they behave in a given situation, demographc factors like phishing, age, race, sex, cultural diversity, level of education, technical skill, and incme, organisational factors like scalar chains, relationships between management and employees, role conflicts and uncertainty, as well as relationships between employees, are all parts of workplace bullying. Victimization at work has negative effects on productivity, mental health, impatience, stress, depression, and work performance. It also leads to higher absenteeism. The historic case of Vishaka and Ors. v. State of Rajasthan (1997) brought sexual harassment of women at the workplace to the attention of the court.
Additionally, victimisation has a terrible impact on a person's mental and emotional health; for these reasons, it's crucial to make a conscious effort to avoid victimising others at work.
Keywords: Victimization, Bullying, Organization, Workplace, Abuse
Introduction:
The Latin term "Sacrificial
animal," which refers to the practice of killing an animal, is where the
word victim's etymological origins lie. Victimization is therefore a means of
renouncing towards the sufferer. Victimization is an unacceptable way to behave
toward someone. Victims can be categorized into a variety of groups, including
those who have experienced sex crimes, crimes against the human body, workplace
dangers, social taboos, domestic abuse, and sex discrimination, among others.
Victimization is the act of having one's insight revealed to society over a
short or long period of time due to hostile behaviour on the part of one or
more people.
Workplace
Victimization:
Small businesses all the way up to
large corporations have experienced workplace victimization. The workplace is a
setting where coworkers may be elevated as well as exploited or mistreated. As
a result, both the company and its employees need to exercise caution in how
they behave at work. Workplace victimization is a type of hostile suggestion by
coworkers that prevents one person from being alone. Any behavior that is
illegal toward employees who have filed a complaint about an unfavorable
incident at work is known as workplace victimization. When an employee takes
action to stop victimization due to discrimination, harassment, etc.,
victimization comes into focus. Even when an employee whistleblower reports
illicit action, several situations may occur.
The Bureau of Labor Statistics
reports that 20870 people in the private sector were traumatized by nonfatal
workplace violence in 2019. 71% of victims of workplace violence were female,
65% were between the ages of 25 and 54, 70% worked in the healthcare and social
support sector, 21% required 31 or more days off work to recuperate, and 20%
required 3-5 days off work (National Bureau of Labor statistics 2018).
1.
Types Of Workplace Victimisation:
1.Physical Assault:
Physical assault takes place when
workers or candidates are physically abused in vehemence. By and large,
physical assault at workplace place ensues in the action of physical, sexual
harassment and employment bigotry. In addition, physical assault come into
being when the employees or administrators exchange blows.
2.Bullying:
Bullying is visible in the form of
physical conduct or hectoring an employee or a group into seclusion. Bullying
involves recurrent occurrence of devaluing and embarrassing the members of the
workforce by one another. Bullying has the propensity to cause detrimental
sequel on the physical condition of employees in an organization. In fact,
bullying and its anticipation places victims at peril. Besides its effect on
victims, it has a baleful impression on the organization. Workplace bullying is
when victims’ feelings are hurt at methodical mode by being tormented,
marginalized and being placed at the bottom most rank. Workplace bullying is a
conduct that consist of destructive as well as frightening atmosphere to the
victims by way of the disproportionate association of power. All this leads to
various health issues which also can even cause self - injury. It can also be
said as a conduct model between superior, subordinates and co-workers. Which
may result in both mental and physical harm to the victims.
Components
Of Workplace Bullying-
I. Personality Traits:
Personality traits refers to the
behavior a person possess. Some of the personality traits are positivity,
honesty, loyalty, love, straightforwardness, negativity, depression and many
more. Each one will possess some kind of personality trait. The personality
traits describe how the person behaves and how they will handle certain things.
To be a bright person it is good for a person to develop good personality
traits within them, they should let go of negative personality traits so that
they can be a best example for others too, developing good personality traits
gives a lot of value for a person.
II. Demographic factors:
i.Age:
Age is one of the demographic
factors. All the age groups have its essential qualities and also requirements.
ii.Gender:
All gender group has a specific
characteristic that are different and how they are involved in managing the
tasks. Gender is the major category or classification factor of demography.
iii.Race:
Race is the delicate factor of the
demography. Different people belong to the different race. This category may
hurt the feelings of the employees of the organization which may result in
causing
negative impacts on the organization.
iv.Cultural diversity:
If the organization doesn't have
diverseness among the employees in the organization this will result the
employees to be out of the way from the organization.
v.Technical proficiency
Technical proficiency is the
expertise and capability that are needed for particular computerized or for the
substantial performance of an activity.
vi.Income level:
Income level refers to the eligibility of a
person to earn income. Everyone will not have the same level of income it
differs from one to another, someone might earn the highest income for a day
another person little less compared to the highest, another person can get
lesser income, there is always variations in the income level of the people.
Income level will be responsible on the factors such as a person's job his way
of completing that job, his eligibility and talent to earn good income. Income
level can affect on the satisfaction level of the person, some might be happy
with the income level they earn, some may not be happy or satisfied with the
income level and they might try harder to earn more sometimes this leads to
positive development and sometimes it may also less to negative development
such as health issues, stress and so on. Everyone should at least earn some
satisfactory level of income to avoid certain conflicts. The overall income
earned by them constitute to the income level.
vii.Disability:
It is physical or mental condition
that a person holds within him. Disability restricts a person from performing
all the activities, disability can be known as a weakness of a person.
Disability can be mental or physical, mental disability can arise from a lot of
stress, or it may be inbuilt from birth and physical disability can be certain
injuries or loss of physical body parts all these factors contribute to
disability.
viii.Religion/belief:
Everyone has their own religion and
belief. India being a diversified country has many people from different
religions. People follow their religion and beliefs in all aspects. Every
religion will have certain beliefs towards some matters. These religious
beliefs sometimes restrict the person from doing a job which is against their
belief.
III.Organisational factors:
i.Job status:
Job status indicates whether an
individual is in a want for a job, or reserved for a job, or has given up a
job, or committed to a job involuntarily. Job status is one of the factors that
effects the manner in which employees are treated in the organization. In this
regard, managers have an added advantage to receive higher remuneration than
their subordinates. Benefits and remuneration received by employees working
under hourly and managerial scheme differs with inclination toward managerial
employees in case of performance increment, monetary stimulants and approach
towards training.
ii.Scalar chain:
Every company or a business will have
levels of management (top level, middle level, low level), The information
regarding work will transmit from the top level to the middle level and from
the middle level to the low level, this flow of information is known as scalar
chain. It is important for every company or a business to flow this scalar
chain to have good coordination and easy completion of work. In a scalar chain
the superior will be responsible for the low-level employee. For example: Board
of directors from the top-level management assign the work to the managers who
are in the middle level they then convey that information to the team leaders
of the project belonging to the low-level management the team leaders then get
the work done from the employees, this chain between the levels of management
is scalar chain.
iii.Relationship between management
and employees:
It is necessary to have a good
relationship between the management and the employees to have a successful
work. There will be a boss and worker relationship between the management and
employees. Some relationships between the management and employees are
• The Management will be responsible
for the employee job.
• The employees are answerable to the
management.
• Management controls the performance
of the employees.
• The Employees have to listen to the
guidelines given by the management to perform accurate work assigned.
• There is a two-way communication
between the Management and employees.
The management should ensure to have
a good relationship with the employees which will help to have good
coordination and communication for the accomplishment of the job.
iv.Relationship between co-workers:
The relationship maintained between
the employees of the company is known as employee’s
relationship. It is important and
necessary to have a healthy relationship within the employees. Some of the
common factors to build a good relationship between the employees are
communication among the employees, better communication will lead to broader
ways and it will help to lessen conflicts among the employees, more
communication between the employees will give more knowledge about various
things to the employees, supporting each other in a team, following the rules
of the leaders, good coordination with each other leads to a good relationship
between the employees. Employees are the major and most important factors for
the company hence it is important to have good coordinating employees, the
management has to check upon the relationship between the employees and make
sure to place right employees with each other for correct execution of work. A
good relationship between the employees will give rise to new ideas, innovative,
creative ways for the completion of work which is a better way.
v.Role conflicts and uncertainty:
Role Conflicts refers to the role played by
any person in the management, who plays a role which is uncomfortable or the
role which they are not satisfied to do. Role conflicts may arise due to
uncertainty. Nothing is predictable in this changing environment; hence new
challenges should be faced by each individual in their working place. Role
conflicts can be for the management and the employees too because of some
emerging uncertainty a person has to play a role which is favorable to the
uncertainty this leads to role conflicts and the result might lead to
dissatisfaction and disappointment to the person. Hence, role conflicts arise
because of uncertainty. For example: An employee who is already doing one
project might have to do another project along with it in case of emergency,
this may lead to role conflict for that employee, here the employee is taking a
role of completing two projects, which may lead to slower and not accurate
completion of the work.
3.Harassment:
Harassment can be defined as an act
of offensive behavior of a person in treating another. Workplace harassment can
be in many types such as physical harassment, verbal harassment, racial
harassment, and so on. The superior feeling will lead to harassing the lower
employee or the person below them. Harassment can influence a lot on the
person, sometimes it may lead to major injuries it can be either physical or
mental destruction due to harassment.
4.Sexual harassment:
Sexual harassment is one type of the
harassment, where an employee will be sexually harassed/ abused. This can lead
to major dissatisfaction and disappointment towards workplace for the employee.
5.Racial Bias:
Racial bias is discriminating a
person based on his/her race. The most common racial bias is about white and
black skin of a person, it is considered that white people are superior,
prettier and nicer when compared with black people. Here it is important to
know that we should not do racial bias and it is necessary to know that we
should not judge anyone with their physical appearance. There are different
races that is classifying people into groups based on some common factors, it
is good to value each and every race rather than discriminating the races.
Racial bias will lead to mental stress on the person leading to health issues
and it may affect for the completion of work.
6.Malicious Gossip:
Malicious gossip is talking about
something that hurts a person, it can be related about their personal life of a
person or other matters which will lead to disappointed for a person. Malicious
gossips can make a person upset, sad, depressed, embarrassed, stressed, tensed
and so on. Some annoying talks can lead to malicious gossips, these malicious
gossips will be intentionally done to put down a person, sometimes these
malicious gossips can be a verbal harassment for a person. It is usually common
that most of them have gone through such malicious gossips, so it is necessary
for a person to build in a strong behavior to face all such talks and go on
with their work, they should have the knowledge to talk back or take necessary
actions upon malicious gossips and make sure to put an end to such malicious
gossips to have a good and healthy environment around them.
7.Subvert Persons Position:
Subvert person refers to a person who
talks like undermining the power of certain things in other words devaluing
something, it can be negative perspective of a person. In most of the
workplaces subvert persons are not encouraged much and their positions will
usually be in the last as they undermine the power of some values. Subvert
person makes sure the everything they talk about they subvert the value of it
which will lead to negative or a bad impression on that particular topic. For
example: A person talking about his/her company being a subvert person, they
give all the negative perspective of the company, though the company is doing
well still a subvert person may try to undermine the value of that company,
this as a result gives a bad opinion about the company, hence such subvert
person will always be neglected for good things of the company usually their
positions will be in the last as they always subvert topics.
Literature
Review:
Bradfield
(2000) mentioned that
Hierarchy was used for the study of hypothesis. Their study revealed employees
who were highly aggressive and negative affectivity recognized higher levels of
victimization than those who were low in these traits.
Braithwaite
et.al., (2008) mentioned
that bullying was less likely when there was high respect for others in
workplaces. Shame and pride management mediates between respect for others and
bullying as predicted by the theory, but this was not the case in relation to
transparency of organizational procedure.
Thau (2015)
mentioned that they
compared several types of victimizing behaviors that have been introduced into
the organization psychology literature to illustrate the differences and
similarities among them when then reviewed studies looking at who is likely to
become a victim of aggression. Predictors include personality, demographic,
behavioral, structural and organizational variables.
Reemst
(2016) in his article
quoted that, some professionals experience more workplace violence than others.
Therefore, it is important to consider the role of personal characteristics of
the emergency responders that may be more or less “attractive” which is
elaborated upon the Victim precipitation theory.
Nielsen,
Einarsen (2018) stated
that six major knowledge challenges were discussed such as Construct
clarification, the need for theoretical models, casualty, bullying as a
process, mediators and moderators, and intervention and rehabilitation of
victims, perpetrators, and work environments
Ramakrishnan
(2019) revealed that
women are one of the vulnerable categories and also easily target to victimize
by the perpetrators. Women are not safe even in workplaces. Sexual harassment
is a very common issue in places where women in all the governmental (public)
and private(unorganized) sectors. Victimization of sexual harassment includes
unwelcomed and unwanted sexually determined behavior such as undesirable
physical contact and advances.
Rosander
(2019) mentioned that
the study contributes to the understanding of workplace bullying and the
escalation process. The suggested new levels of bullying also have practical
and pedagogical value making it easier to grasp and to convey to, Example: HR
personal and organizational psychologist
Liu (2020)
revealed that the findings
of the study can not only help improve the effectiveness of anti-Phishing
training, but also shed light on the mixed findings about the effect on gender
and age in the literature.
Ibrahim
(2021) in his study he
recognizes that building a culture of respect requires organizations to
establish a range of integrated policies, structures and interventions to
address mobbing /bullying act. A concentrate and collective effort need to be
made to develop greater understanding by involving a range of stakeholders
including organizational management, unions, professional, human resources,
lawyers, occupational health psychologist and therapist.
Kawakami
2022) stated that the
purpose of the study was to investigate the relationship between bullying
victimization and witnessing and various physical and mental health outcomes
and organizational outcomes such as sickness, absence, work performance, and
job satisfaction.
Research
Questions
How to overcome victimization at the
workplace among the co-workers?
How it affected the victims mentally
and physically?
Objective
The objective of this paper is to
identify workplace victimization among the co-workers both physically and
mentally.
Methodology
The present study mainly followed
secondary data collected from reports like Bureau of Justice, Statistics
Special Report 2001, National Bureau of Labor Statistic, 2018, and various
published and unpublished sources.
STUDY
RESULTS:
STAGES OF
WORKPLACE VICTIMISATION :
1.Initial Stage:
People who are directly responsible for
an injury at work—i.e., the person who suffers pain—are the main victims of
workplace victimization. An employee who has been harassed or assaulted at work
is one such example. People in the primary sector are seriously hurt, which
could have a negative impact on them physically or mentally. Bullying, sexual
harassment, having too much
labor to do, and other forms of
injury or harassment may be experienced by the primary sector. They fall within
the main category of workplace victimization because they are the ones that
suffer direct harm at work.
2.Secondary stage:
People in the secondary stage are
those who are closely connected to the primary sector; they may be friends,
family members, or other primary sector loved ones. Although they are not directly
responsible for the injury, they still feel the victim's grief and pain. They
belong under the secondary sector of workplace victimization since the
suffering experienced by the primary sector would affect those who are closely
associated to them.
3.Tertiary stage
In addition to being a secondary
factor, workplace victimization's tertiary stage also includes society and the
general social climate in which it occurs. Both the primary and secondary
stages will suffer, and society will both suffer and assist them.
Repercussions
Of Workplace Victimisation:
Victims of workplace victimization
suffer significant psychological and physiological effects as a result.
A. Specific Person
i. Psychological effects:
Victims of workplace victimization
experience changes in their attitudes and behaviors. Working conditions have a
negative impact on the victim's psychological state. Victims' psychology is
severely impacted because a healthy human brain can cope with stressful
situations. However, unusual and unexpected circumstances can interfere with
the brain's regular operation and accumulate to psychiatric illnesses.
Psychological illnesses might include short-term or long-term sense
impairments, substance misuse, depression, split personalities, personality
disorders, and personality disorders. Psychological disorders can be thought of
as a traumatic incident that alters how the sufferer behaves in both comparable
and unrelated situations.
Studies also show that victimization
has negative effects, including an increase in the rates of depression and
anxiety, posttraumatic stress, emotional exhaustion, frustration, impatience,
opposite somatic symptoms, fatigue, a drain on one's wellbeing, and contentment
with one's job and with oneself.
ii.Physical health:
In addition to the psychological
effects of workplace violence, it also directly affects the victims' physical
health. Additionally, the sufferers may suffer from migraines, tense muscles,
high blood pressure, mood fluctuations, panic attacks, loss of appetite, low
self-esteem, and inconsistent sleep quality. These effects affect not only the
sufferers but also the other workers who are present in the same organization.
iii.Family:
Victimization at work affects not
just the victim but also the victim's family. One partner's victimization at
work caused the other to experience psychological anguish, especially when both
partners were employed. It occurs, in other words, when the professional and
personal experiences of two people interact. It is evident that workplace
victimization can have a negative impact on the families of victims since it
widens the gap between the victim and his family because the organization's
tasks may conflict with the victim's responsibility to the family. When a
victim is under stress, he may get irate and frustrated with his family, which
in turn affects their connection.
In his study, Tepper coined the term
"interactional injustice," which refers to when a superior officer
abuses his authority by citing family obligations as a justification for not
hiring, promoting, or even providing accurate job performance findings even
though the applicant may be the most qualified candidate for the position in
question.
B. Organization:
Due to higher absenteeism rates,
workplace victimization has an impact on the organization in addition to the
victim in terms of production. Victimization at work occasionally gets
ingrained in an organization's culture as a means of weeding out the best
employees and maximizing revenues through increased productivity.
Acquino and Thau claim that role
conflict and ambiguity are the two key factors at the base of workplace
victimization. Role uncertainty occurs when there are roles of employees that
cannot be predicted or analyzed with the institution's current structure. Role
disputes occur when the positions of employees working for an organization
conflict.
At times, some motivational
approaches, such as functional and permissive ones that encourage abuse of
authority, violence, rudeness, etc., can also result in workplace
victimization. Workplace victimization often lowers employee morale because
those who witness the abuse may worry about becoming the next victim or even
feel guilty for standing by while it was happening in front of them.
Case Law:
VISHAKA AND ORS. V.STATE OF
RAJASTHAN,1997:
In this instance, the harm of
workplace sexual harassment against women is at issue. In a major decision, the
Supreme Court ruled that sexual harassment includes inappropriate behavior and
romantic gestures between people of any sex. In India, sexual harassment is
also referred to as "eve teasing" of vulnerable people. This leads to
conduct that is humiliating, offensive, and abusive toward the targets of such
activities. The following behaviors, such as approaching for sexual contact,
inappropriate images, and disagreeable written correspondence, are signs of
sexual harassment of women. As there is no specific reference to sexual
harassment in the Indian Constitution, this does in fact violate articles 14
and 21 of the Indian Constitution. In order to promote gender equality, the
Supreme Court established a definition of sexual harassment that includes
"any physical touch or conduct, exhibition of pornography, any offensive
taunt or misbehavior, or any sexual urge toward women, sexual favor." The
court made it crystal clear that the employers must take necessary steps to
entirely eliminate sexual harassment at the workplace.
Legislations
Prohibiting Workplace Victimisation:
1.Minimum Wages Act,1948:
The act was approved by the Indian
legislature in an effort to deter businesses from mistreating employees,
especially in the organized sector of the economy, by enacting a minimum wage
act. By addressing their physical needs, fitness demands, and other basic needs
of the workers, this act aims to enhance the living conditions of the laborers.
This prevents any employers from violating workers' rights. This law also
establishes a useful power to deal with situations in which the employer
declines to pay the daily minimum wage as specified by the law. Only an
organization with more than 1000 employees is appropriate for this legislation.
However, except with the Central government's permission, it is not applicable
to employees of any firm recognized by the Central government or federal
railway.
2.Workers compensation act,1951:
This act recompense the employees for
injuries suffered and the health hazards caused to them during the course of
employment. In case of workplace violence, the claim form should be filled and
advanced by the employer whose employee has been victimized. In any such
predicament situation arises, the employer is obliged to put forth the
consideration for the insurer.
The below section of the Indian Penal
Code,1860 lays down certain criminal offences against sexual harassment at
workplace.
i.Section 294:obscene acts and
songs
This clause imposes a three-month
sentence, a fine, or a combination of the two on anybody who causes irritation
to others by engaging in any lewd behavior in a public setting or who sings, recites,
or otherwise uses lewd language near public spaces.
ii.Section 354: Using force or
violence against a woman with the goal to offend her modesty
According to this clause, anyone who
assaults a woman or uses unlawful force against her with the intent to offend
her modesty or with knowledge that he or she is likely to do so will be
penalised with a fine, a year in jail, or both.
iii.Section 509:Word,gesture or act
intended to insult the modesty of a women:
This section punishes whoever,
intending to insult the modesty of any women, utter any words, makes any sound
or gesture, or exhibits any object, intending that such word or sound shall be
heard ,or that such gesture or object shall be seen, by such woman, or intrudes
upon the privacy of such women shall be punished with simple punishment of
three years and also with fine.
3.Payment of Bonus Act,1965:
This law promotes giving bonuses to
employees. This act grants the organization's staff the right to participate in
any profits made by the employer. The minimal bonus that must be given to
employees by the company is mentioned in this act. These do serve to protect
workers from being taken advantage of by their employers. The statute also
clarifies the maximum bonus percentage that can be distributed among the staff
from the surplus generated during the accounting year.
4.Employees provident funds and
miscellaneous provisions Act,1952:
This law was created with the
intention of offering employees social security, such as provident funds,
pension funds, and deposit-cumulative insurance funds. The personnel are able
to maintain their lifestyles even after retirement thanks to this act. These
monies are kept on hand during the employees' employment and are distributed to
help them get by in their senior years.
5.Payment of gratuity act,1972:
A lump sum payment made by the
employer as a thank you for the services the employee rendered for the benefit
of the business is known as a gratuity. Usually, the employee is given this sum
upon retirement or resignation. The lump sum payment is made to the decedent's
legitimate heirs in the event of death.
6.Equal remuneration act,1976:
This act came into effect because, at
the time, men and women were not paid equally for doing the same jobs. This
act's primary goal was to end any type of pay discrimination between employees
who did similar labor, particularly between men and women. Additionally, this
rule aimed to prevent any pay disparities for women.
Suggestions To Overcome Workplace
Victimization
i.Setting boundaries:
When someone is being victimized at
work, the victims must be honest about the aggressive nature of the offender
and must vehemently disagree with such behavior. The people being bullied
should be properly confronted by the people being bullied.
ii.Challenge the bully:
The victim must take the necessary
actions to demonstrate that they are equal to the bully and must vehemently
reject any such behavior.
iii.Collect evidence:
In the event that the higher authority
victimizes them repeatedly, the victim must take the required efforts to
document any evidence, such as witnesses, that would enable them to hold the
bully accountable.
iv.Inform the appropriate authority:
The employee who has experienced
victimization at any time has complete authority to inform the employer and the
organization's human resources staff, even if the bully persists in using such
abusive behavior in spite of repeated warnings.
v.Organisation should provide
policies:
These regulations would aid in
fostering a respectful workplace for the staff members.
vi.Awareness sessions:
The different victimizations that can
occur must be explained to the staff in advance so that they can recognize one
when they see it and report it to the appropriate authorities if they do.
vii.Remove scalar chain barriers:
Encourage communication without
imposing any limitations based on hierarchy so that a good environment is
created for the staff to discuss their issues.
viii.Encourage to take legal action
if necessary:
The company cannot mandate that any
employee refrain from taking legal action.
Conclusion:
It is clear from this study that
workplace victimization poses a severe threat to employees, one that affects
not only the individuals affected but also the organization's internal
structure of relationships between employees and management. The numerous
causes of workplace victimization as well as solutions to the problem are
covered in this essay. A number of laws that were passed helped to end the
horrendous treatment of the victims.
REFERENCE:
1.
Deborah
Calpin (2020), Victimisation in the workplace: Explanation & Trends,
Retrieved from https://study.com/academy/lesson/victimization-in-the-workplace-explanation-trends.html
2. Websters lawyers -barristers &
Solicitors (2016), Victimization in the workplace, Retrieved from https://websterslawyers.com.au/victimisation-in-the-workplace
3. Pragati, Indian Law
Portal(2020),Employment protection goals in India, Retrieved from https://indianlawportal.co.in/employment-protection-goals-in-india/#:~:text=Theper
cent 20objectivesper cent 20ofper cent 20thisper cent 20Act,paidper cent
20inper cent 20caseper cent 20ofper cent 20losses
4.
Sherri Gordon(2022),The effects of workplace bullying, Retrieved from https://www.verywellmind.com/what-are-the-effects-of-workplace-bullying-460628.
5.
Abanti
Bose(2022),Minimum wages act,1948,Retrived from
https://blog.ipleaders.in/minimum-wages-act-1948-2/?amp=
6. Simran(2022),Case analysis-Vishaka
and other v/s state of Rajasthan, Retrieved from
7. U.S Department of health &Human
services (2021), The national institute for occupational safety and
health(NIOSH),Retrieved from https://www.cdc.gov/niosh/topics/violence/fastfacts.html
8. Indian Penal Code 1860(2022),
Karnataka Law Reporter Publication, Bare Act
9. Aleena Francis, Amit Chauhan and
Naresh Kumar, Victimization; The psychological effect on victim-A general
forensic overview, Volume 10, International Journal of Current Advanced
Research, pp.23602-23603.
10. National Bureau of Labor statistics
2018.
Article Information
Victimization At Work: Atrocities Towards Victims By Their Superiorem (By-ATHIRA.A & PREETHI.S)
Authors: ATHIRA.A, PREETHI.S
- Journal IJLRA
- ISSN 2582-6433
- Published 2022/08/26
- Volume 2
- Issue 7
About Journal
International Journal for Legal Research and Analysis
- Abbreviation IJLRA
- ISSN 2582-6433
- Access Open Access
- License CC 4.0
All research articles published in International Journal for Legal Research and Analysis are open access and available to read, download and share, subject to proper citation of the original work.
Disclaimer: The opinions expressed in this publication are those of the authors and do not necessarily reflect the views of International Journal for Legal Research and Analysis.