ABSTRACT
Swedish employers are obligated to institute measures to prevent victimization and to act responsively if "signs of victimization become apparent, including providing prompt assistance to targets of abusive behavior." The Swedish law is very explicit in placing the burden on eliminating bullying with the employer. Offensive "administrative penal sanctions" which are suddenly directed against an individual employee without any objective cause, explanations or efforts at jointly solving any underlying problems. Many of the systems of monitoring employees may fall under the provision of "supervision of the employee without his/her knowledge." It is becoming more and more common for American employers to use electronic monitoring of employee workstations, and self-managed work teams may be utilized as examples of stealth monitoring of employees. The employer is held accountable for their workplace climate – a theme that is common in many of the bullying laws and interpretations of these laws in the European Union.
