A manager or employee who is mean to everyone—sometimes known as the “equal opportunity harasser”—might not be engaging in unlawful conduct, but that doesn’t mean it must be tolerated in the workplace.  They are bullies and as such must be dealt with. Bullying is generally defined as unwelcome behavior that occurs over a period of time and is meant to harm someone who feels powerless to respond.  Verbal bullying includes teasing and threatening to cause harm.  Social bullying in the workplace might happen by leaving someone out of a meeting or event on purpose or publicly reprimanding someone and it can also include gossiping or spreading stories.  These behaviors may or may not constitute unlawful harassment.  You can only take action for harassment or bullying under federal law when the basis for it is tied to a protected category, such as race or sex.  Specifically, Title VII of the Civil Rights Act of 1964 prohibits harassment on the basis of color, national origin, race, religion, and sex. Other federal laws prohibit such behavior on the basis of age, disability, and genetic information.  If bullying/harassment amounts to some other civil or criminal wrong, such as assault or battery, it could amount to a claim under state law.   Bullies can create morale problems and other workplace issues. Employers should have codes of conduct that address respect in the workplace and hold employees accountable if they do not treat others with respect. Although bullying can happen in any office, it’s common in healthcare, where individuals interact frequently with colleagues who have lower statuses.  When employees feel they are vying with each other for limited resources, they may adopt aggressive behavior. Employers should crea…