ABSTRACT
The union action in relation to workplace bullying, although timid, has intensified over the last decades due to the degradation of the working conditions and sickness of the worker, pressured by the current economic and social system of competitiveness. The article aimed to investigate how workplace bullying has been placed within constant collective bargaining and collective agreements. It is qualitative and descriptive research. The data used in the survey were collected in the database of the Department of Statistics and Socioeconomic Studies (DIEESE), which consists of 177 specific clauses that deal with moral harassment in the period between 2011 and 2016. For data analysis, the content analysis, according to 7 categories of analysis. The number of clauses is relatively small if one considers the universe of unions affiliated to the Department, but a small evolution in the quantity of clauses in the period, which are more concentrated in the South and Southeast regions, can be observed. Clauses dealing with the issue of prevention, prescribing programs, lectures and other, as well as the association with sexual harassment, were those that had more frequency. On the other hand, those associated with union participation and support for victims.
Keywords:
Syndicalism; Workplace bullying; Work relationships; collective bargaining and collective agreements