Employee Whispering


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The phrase "workplace bullying" is applicable to any situation where an employee is singled out for intimidation. Physical confrontations and name-calling aren't the only methods for bullying, so is constant whispering. The occasional innocent whispering in an effort to remain quiet can also isolate others.

Intelligence: No Whispering or Eating at Your Desk and Other Silly Workplace Rules

According to a recent publication by Capella University, workplace bullying doesn't just hurt the victim, it can damage a small business as well. Improve workplace harmony and stop this destructive behavior by dealing with whispering. Encourage the whisperers to share their ideas with you. Speak to one individual by saying, "Beth, I see you may have a different opinion. What ideas do you have?

Whispering to Bully

Give both people an opportunity to speak to you privately but separately. Sometimes people whisper because they don't feel they can become involved. Place a whispering bench or a small table in the break room for chatting. Ask the whisperers to confine their whispering to an area out of the workspace. A manager or someone in authority should speak to the individuals. Send a memo or email to everyone in the department asking them to refrain from whispering.

When Whispering Works

Explain that this type of behavior is exclusionary and considered bullying by the company. Schultz then recommended surgery.


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  • How whispering is perceived.

On October 9, , the employee underwent surgery, performed by Dr. Schultz, in the nature of a decompressive laminectomy at L3 through S1 with arthrodesis at L4-S1 with internal fixation and an iliac crest bone graft. The employee followed up with Dr.

Schultz after the surgery and received physical therapy. On September 15, , however, Dr.

When Whispering Works

On July 21, , the employee was reexamined by Dr. The doctor diagnosed chronic degenerative disc disease and failed low back surgery. The employee filed a Petition to Vacate Award on Stipulation with this court on October 30, , contending there had been a substantial change in her condition since the award, justifying vacation of the award.

In a decision issued on May 17, , this court concluded the employee had established a significant change in her diagnosis, and an increase in her permanent partial disability since the Award on Stipulation. This exhibit was adopted by the judge and incorporated by reference into the Findings and Order, served and filed October 5, This court may set aside an award for A good cause, pursuant to Minn.

Krebsbach v. Lake Lillian Coop. Creamery Assn.

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With respect to a change in diagnosis, this court previously held that the employee had established a significant change in her diagnosis since the date of the Award on Stipulation. This court also held the employee had shown evidence of more extensive medical care than anticipated at the time of the settlement and an increase in her permanent partial disability since the settlement.

The work history submitted by the parties at the September 7, hearing, showed the employee continued to work, part-time, following her work injury, through August

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