Workplace Bullying: How One Union Member Found Justice

Sarah slumped in her chair, staring at the termination letter. She had spent eight months as a Project Consultant at an IT consulting firm, but deep down, she knew the real reason for her dismissal. It was because she had dared to speak up.

After completing her onboarding and technical training, Sarah was assigned to a prestigious project at a bank. The bank was a client of the IT consulting company where Sarah was employed.
Her direct supervisor had always been demanding, but Sarah could handle the pressure. What she couldn't handle was public humiliation.

"What were you thinking implementing the authentication process this way?" Supervisor had shouted, his voice echoing across the open-plan office floor at the Bank. "This is completely wrong! Did you even test this before pushing it to production?"

The bank employees had looked up from their desks. Sarah's colleagues avoided eye contact, uncomfortable with the scene unfolding before them. Sarah felt her face burn with embarrassment as she tried to explain that she had followed the approved protocols.

This wasn't the first time. Just two weeks earlier, the Supervisor had berated her during a client meeting for allegedly missing a deadline, though Sarah had documentation proving she had submitted her work on time.

Following company protocol, Sarah had reported both incidents to her Human Resource Business Partner (HRBP). "This kind of behavior creates a hostile work environment," Sarah explained. "Constructive criticism is one thing, but public humiliation is another."

The HRPB nodded sympathetically, promised to investigate, and assured Sarah that the company took such matters seriously. Two weeks later, Sarah received an email stating that after a "thorough investigation," HR had determined no workplace harassment had occurred. The case was closed.

Three days after that, she received her termination letter. Sarah, feeling shocked and despondent, consulted National Trades Union Congress (NTUC). The consultant at U PME took up her case after studying the case in detail. 

The U PME Consultant arranged a mediation meeting with Sarah’s ex employer. During the meeting, the consultant asked for documentation on how this investigation was conducted.

The HRBP shifted uncomfortably. "We interviewed relevant parties and found no evidence supporting the claim."

The consultant then asked, "Could you provide records showing who was interviewed? Meeting notes? The methodology used to ensure objectivity?" 

The HRBP couldn't produce any documentation showing the investigation had been conducted impartially or thoroughly. No witnesses had been interviewed. No formal process had been followed.

After a tense four-hour mediation and follow-up discussions, the IT Consulting Company agreed to settle. Sarah received a five-figure settlement.

"Without the union's support, I would have just accepted the termination and moved on," Sarah reflected later. "I wouldn't have known how to fight back or had the resources to do so effectively."

For Sarah, the outcome wasn't just about the financial settlement. It was about dignity and standing up to workplace bullying. And it was a reminder that even in professional environments, having union representation could make all the difference when facing workplace injustice.