The 62nd Term session of the '1 Konu 1 Konuk' event, organized by Üsküdar University Occupational Safety, Health, and Environmental Health Application and Research Center (ÜSGÜMER), was held. Human, Culture and Change Management Consultant Lerzan Erkan participated in the program as a guest.
At the event held online, Human, Culture and Change Management Consultant Lerzan Erkan delivered her presentation titled “Managing Mobbing (Psychological Harassment).”
“Authorities Must Have Clear Information”
Erkan provided information on mobbing elements; “Mobbing is the systematic, planned direction of hostile communication by several people towards one person, or the planned display of behaviors by one or more people with the intention of making the other person leave their job. Examples of mobbing elements include its systematic progression, its long-term continuation, and its occurrence in the workplace. In this context, when elements of mobbing emerge in the workplace, authorities must have clear information. To prevent mobbing, attention should be paid to maintaining confidentiality during the investigation and inquiry into such claims,” she stated.
“ALO 170 Data is Important”
Lerzan Erkan, drawing attention to ALO 170 data and mentioning its significant importance, stated; “Out of approximately 100,000 applications, 5% turned into complaints, while 95% were provided with psychological support. The rate of applicants from the private sector was reflected in the data as 81%. In this context, ALO 170 data is highly important,” she said.
“The Individual is Obliged to Prove Their Claim”
Emphasizing the importance of proof, Lerzan Erkan stated: “Regarding the proof of mobbing, the individual claiming to have been subjected to mobbing is obliged to prove their claim. From a legal perspective, the nature of the evidence we have is important. To elaborate on what these could be, it is having all matters related to mobbing in writing. The person should keep documents such as correspondence, notes, messages, and emails that prove they have been subjected to mobbing, and if these behaviors are ongoing, my recommendation is to document these behaviors with all their details. Legally, if an employee has no written evidence or sent messages, and if this mobbing is progressing verbally, as a last resort, it is legally permissible to make audio recordings. Documents such as correspondence, notes, messages, and emails that prove one has been subjected to mobbing should be kept,” she stated.
The online event concluded after participants' questions were answered.