Workplace bullying: How to deal with a toxic boss?

Look, I'll give it to you straight... I have a shift supervisor—read: a "boss"—who is essentially running a reign of terror over everyone working at the pool. This guy shows up drunk on the job, losing his mind and hurling insults at the staff while under the influence. And honestly? When he’s sober, he’s probably even worse because he hasn't had his fix yet. It’s taking a massive toll on us employees, and I need to know who to talk to about this harassment. Things are spiraling daily, but nobody at the facility does a damn thing because everyone is terrified they'll be fired if they speak up. Look, I’m no fool; I’m not sitting here trembling at the thought of losing my job, and I refuse to let some lunatic take his frustrations out on the cleaning crew—people who work themselves to the bone for peanuts. Today, it hit me personally. This idiot just started screaming and cursing at me for absolutely no reason whatsoever. It felt like walking down a street in Chicago and having some random psycho start a fight with you out of nowhere. Since I've finally reached my breaking point, I want to know what my options are.

...any advice?...

"This is a copy-paste from another forum since the person wasn't logged in here, but I wanted to get your take on dealing with people like this. You can't reason with them, and you certainly can't fight them. Specifically, this individual shows up to work intoxicated every single day and spends his shifts harassing and belittling his subordinates!
Is there an actual agency or authority I can contact? Labor boards, inspectors, or something similar? Thanks!

crimsonsailor7, thanks for passing along that address.

I’m wondering if anyone else here has dealt with something similar? Specifically, I want to know if you found any actual recourse through the system, or if the institutions involved were just completely powerless to step in and do anything about it.

www.stop-mobbing.info

Government agencies rarely step in because they don't really understand this kind of thing, and honestly, they seem pretty uninterested in learning.
I've been through this myself. A labor union actually helped me file a lawsuit, but even though I filed it two years ago, we haven't even had a first hearing yet. I guess according to federal law, these employment disputes are supposed to be settled within six months. It’s a bit of a joke, really.
Just keep going and try not to give up.
Check out that website I mentioned, post a question on their forum, and you'll probably get some guidance on what steps you need to take before filing a suit just to make sure it doesn't get tossed out immediately.
Good luck.

Walter Lewis5 said:crimsonsailor7, thanks for passing along that address.

I’m wondering if anyone else here has dealt with something similar? Specifically, I want to know if you found any actual recourse through the system, or if the institutions involved were just completely powerless to step in and do anything about it.

(1) Harassment and sexual harassment are strictly prohibited.
(2) Harassment is any conduct by an employer or employee intended to, or that actually results in, violating someone's dignity, creating a hostile, humiliating, or offensive environment, or causing fear.
(3) This includes discriminatory behavior where an employee is placed at a disadvantage due to race, skin color, gender, sexual orientation, marital status, family obligations, age, language, religion, political or other beliefs, national or social origin, economic status, birth, social standing, political affiliation, union membership, or physical or mental disability.
(4) Sexual harassment includes any verbal, non-verbal, or physical behavior of a sexual nature intended to, or that actually results in, violating an employee's dignity, creating a fearful, hostile, humiliating, or offensive environment.
(5) Behavior that violates a person's dignity can be intentional or negligent and includes things like:
– gossiping, spreading rumors, or slander,
– insults, threats, profanity, and disparagement,
– sexist behavior involving socially inappropriate terms regarding gender or orientation, jokes, or unwanted physical contact,
– intentionally withholding work-related information or providing misinformation, and
– assigning meaningless, impossible, or degrading tasks—or failing to assign tasks altogether.

If this happens, an employee should report it to a supervisor, a union representative, or an authorized company official designated to handle dignity and harassment complaints (a confidential advisor).

Depending on the severity, the authorized person is required to investigate the complaint immediately, or at least within eight days, and take all necessary steps to stop the harassment if they find it occurred.
If the employer fails to take appropriate action to prevent harassment or if their response is clearly inadequate, the employee has the right to stop working until protection is provided, provided they file for protection with the appropriate court within eight days.

Anthony Diaz10 said:(1) Harassment and sexual harassment are strictly prohibited.
(2) Harassment is any conduct by an employer or employee intended to, or that actually results in, violating someone's dignity, creating a hostile, humiliating, or offensive environment, or causing fear.
(3) This includes discriminatory behavior where an employee is placed at a disadvantage due to race, skin color, gender, sexual orientation, marital status, family obligations, age, language, religion, political or other beliefs, national or social origin, economic status, birth, social standing, political affiliation, union membership, or physical or mental disability.
(4) Sexual harassment includes any verbal, non-verbal, or physical behavior of a sexual nature intended to, or that actually results in, violating an employee's dignity, creating a fearful, hostile, humiliating, or offensive environment.
(5) Behavior that violates a person's dignity can be intentional or negligent and includes things like:
– gossiping, spreading rumors, or slander,
– insults, threats, profanity, and disparagement,
– sexist behavior involving socially inappropriate terms regarding gender or orientation, jokes, or unwanted physical contact,
– intentionally withholding work-related information or providing misinformation, and
– assigning meaningless, impossible, or degrading tasks—or failing to assign tasks altogether.

If this happens, an employee should report it to a supervisor, a union representative, or an authorized company official designated to handle dignity and harassment complaints (a confidential advisor).

Depending on the severity, the authorized person is required to investigate the complaint immediately, or at least within eight days, and take all necessary steps to stop the harassment if they find it occurred.
If the employer fails to take appropriate action to prevent harassment or if their response is clearly inadequate, the employee has the right to stop working until protection is provided, provided they file for protection with the appropriate court within eight days.

But how can you actually prove something like that when it's bolded?
Especially at a company where your salary and pay grade are tied to whether or not you belong to a specific political party?

bluecrane16 said:But how can you actually prove something like that when it's bolded?
Especially at a company where your salary and pay grade are tied to whether or not you belong to a specific political party?

Prove it? Well, based on your question, it sounds like your firm is politicized and runs entirely on political favors...
So, what are we talking about here—is this a government agency or what?
Those places aren't supposed to be political; they're meant to be merit-based, even if reality usually tells a different story...
Got a specific question? Give me some actual details.