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????親愛的安妮：大約一年前，我所在的團隊與另外一支團隊合并，從那以后我每天的工作就如同噩夢一般。新同事很不友善，控制欲強，處心積慮地貶低、欺負別人。他們還暗地里破壞我們的工作，比如妨礙我們獲得公司公共支持人員的幫助。他們的所作所為導致部門內好幾位關鍵成員請求調離，他們的離開進一步影響了我們的業績，因為我們不得不對替補上來的新人進行培訓。

????我的老板對這種情況心知肚明，但他并不是那種敢于直面沖突的人，他并不想破壞現狀。（最初也是他提出來合并兩支團隊的。）人力資源部總是說，我們有問題可以隨時向他們反映，不必擔心打擊報復，但我對此將信將疑。如果我真的去人力資源部反映情況，反而遭到那些惡意同事的報復，甚至遭到解雇的話，我能就此提起訴訟嗎？— 忍無可忍的人

????親愛的忍無可忍：很不幸的是，單純的惡意行為并未包含在反報復法范圍內，除非是針對民族、種族、性別、年齡或宗教的惡劣行徑，或者針對向政府監管機構揭發不法行為（如內幕交易）的人士進行打擊報復。

????丹尼爾?凱賽是紐約就業律師事務所Kaiser Saurborn & Mair的合伙人。他說：“各個州都有自己的反報復法規，但絕大多數地方都規定惡意行為必須跟公共政策問題有關聯，你才具備足夠依據來采取法律行動?！比绻皇鞘艿讲挥焉频膶Υ蛘咭驗橥聦δ銘延袗阂鈱е履惚唤夤停悴]有什么依據去起訴他們。

????專門解決此類難題的咨詢師琳達?杜雷說：“你有兩個選擇。第一，越過上司，去找更高層的領導；同時要信任人力資源部，并正式向他們投訴，請他們介入調查并解決問題。第二個選擇，就是直接離開?！?/p>

????杜雷出版過一本很有見地的著作，名為《兇險職場生存秘籍：保護自己，化解同事、老板和工作環境帶來的威脅》（Surviving the Toxic Workplace: Protect Yourself Against the Co-Workers, Bosses, and Work Environments That Poison Your Day）。她在書中寫道，像你遇到的這種困境實際上并不鮮見?！捌髽I的常態之一就是變化。有時壞人也會占上風?！彼€說，求助老板的老板也可能無濟于事，“在有些公司，壞人也能一路高升，而他們的負面影響甚至能滲透到最底層的郵件收發室?！?/p>

????如果你決定讓人力資源部參與解決問題，那么送你兩條建議：首先，不要自己一個人去談，最好多帶幾個同事，他們可以為你作證。杜雷強調：“在一定程度上，人數多意味著更高的安全性?！比绻愕恼f法得到了他人的支持和佐證，公司也不太可能把你當成愛抱怨的可憐蟲而開除你，被別人打擊報復的可能性也更小。

????Dear Annie: Ever since my team merged with a different one, about a year ago, my job has become a nightmare. My new coworkers are hostile, controlling, and go out of their way to belittle and intimidate others. They also undermine the work my group is trying to do, partly by denying us access to the support staff we are all supposed to be sharing. It has gotten so bad that a couple of key members of our department have requested, and gotten, transfers out -- which further damages our ability to do our jobs here, since we have to train replacements.

????My boss is aware of the situation, but he's a non-confrontational kind of guy who doesn't want to rock the boat. (The merger of our two groups was his idea.) Our human resources people have often said that anyone should feel free to come to them with problems, without fear of retaliation, but I wonder if I can trust them. If I complain to HR and my hostile colleagues react by getting me fired, do I have grounds for a lawsuit? — Fed Up

????Dear Fed Up: Yikes. Unfortunately for you, anti-retaliation laws do not cover sheer nastiness -- unless it arises from discrimination on the basis of race, ethnicity, sex, age, or religion, or if you are a whistleblower who has reported unlawful behavior (insider trading, for example) to government regulators.

????"Each state has its own retaliation statutes, but in the vast majority of places, in order for you to have grounds for legal action, the hostility has to be connected to one of these public-policy issues," says Daniel J. Kaiser, a partner in New York City employment law firm Kaiser Saurborn & Mair. If you're simply being treated badly -- or if, as you fear, you get fired -- because your coworkers are mean and obnoxious, you won't have a leg to stand on.

????"So you have two choices here," says Linnda Durré, a consultant who specializes in resolving the kinds of conflicts you are describing. "Either you can go over your boss's head to his boss, and at the same time take the human resources people at their word and lodge a formal complaint with them. Let them investigate and try to fix the problems. Or you can leave."

????Sadly, according to Durré, who wrote an insightful book called Surviving the Toxic Workplace: Protect Yourself Against the Co-Workers, Bosses, and Work Environments That Poison Your Day, dilemmas like yours are not at all uncommon. "Change is one of the few constants in business," she says. "Sometimes the Evil Empire takes over." Your boss's boss, alas, may be no help, she adds: "In some organizations, the evil goes all the way to the top, and trickles all the way down to the mailroom."

????If you decide to bring the HR people into it, two suggestions: Take someone with you, or ideally more than one person, who can corroborate what you're saying. "To some extent, there is safety in numbers," notes Durré. You're less likely to be dismissed as a whiner (or retaliated against) if others back up your version of events.