High Cost of Organizational Moral Harassment for Companies who Practice It

Abstract

The purpose of this article is to identify the most relevant court decisions in the second instance, in order to verify the amount of convictions applied by the Regional Labor Courts to companies that practice organizational or collective moral harassment as a form of management, also called stress management. It also seeks to assess what types of bullying practices and whether there has been a repeat offense. For that, an exploratory research was carried out, with online documentary analysis, quali / quanti, from 2006 to 2016. In order to study the theme, the research was conducted at http://liber.advisebrasil.com.br / liber, which stores the publication of the sentences issued in second degree of all courts including the 24 Regional Labor Courts. We used search filters for public civil action, second-degree sentences, type of organizational harassment practices. It was found that the convicted companies were convicted of various harassment practices, such as aggressive management by shouting, swearing, pejorative nicknames, subjecting workers to vexatious situations in public, abuse in the demands of unattainable goals, accomplishment of tasks above or below capacity, retaliate against strikers, prevent workers from striking, racial discrimination, aesthetics, pregnancy and homosexuality, prejudice, employee isolation, threats of dismissal, forcing an employee to resign, using subterfuges to find fault in the work of the employees, persecution of the workers, intimate magazines, to prevent the worker from taking water or use of the bathroom, to maintain work environment in unhealthy conditions and with risks of illnesses and accidents at work. There was a recurrence in the practice of aggressive management, demonstrating that the value of condemnation of pedagogical-punitive character, did not have an effect, in the case of large drink companies and financial institutions.