Q: I am new in my organization. My supervisor's boss talked to me to correct some misinformation I had been given. It was simply and easily resolved. The problem is that this boss used extreme profanity in the conversation. I spoke to my supervisor about the vulgarities in the conversation and how I felt verbally attacked. My supervisor said that's just how it is, and I will have to get used to it.

Publicly, this boss behaves appropriately and has recently been credited for good results of his/her employees. In one-on-one dealings, though, he/she is always verbally abusive. Many employees are scared of him/her and warned me not to get on the "bad" list.

I like my job and my direct supervisor, but I know I will have future dealings with this boss, as well as with my direct supervisor. I thought about asking others to get together to file a protest. This is an educated, white-collar environment, and this language creates a hostile work environment.

A: This top supervisor has a severe personality problem, but you must consider many factors before filing a complaint. Find out how deeply entrenched this boss is in the organization, and ask for the percentage of employee turnover. Just because everyone has experienced the verbal abuse doesn't mean they will have the courage to go up against it. In a better economy, perhaps the employees quickly left for other jobs so as not to work for this person.

Power increases when a group files a complaint, but trying to organize a coalition of victims may not be easy, especially since they have already told you they are scared and warned you about this individual's vindictiveness.

Have a fact-finding meeting with your supervisor. Also, take time to get to know your co-workers — how long they have been there, where they worked before, what they plan for the future. Never go to war if the odds are against you winning. If you file a complaint with human resources, the HR department head may ask why others haven't filed complaints in the past and how it's even possible when the performance output is so high.

The abuser sounds skillful in controlling his/her public and private face, so be wary of someone with the ability to hide the bad one. What your supervisor and co-workers may not realize is that working under this disturbed individual will take its toll on their stress levels, which evidence shows will likely result in eventual health problems, both mental and physical.

Collect articles with statistics on the potential health problems that can result from working in fearful, abusive environments. When you have a substantial amount of evidence, present it to your supervisor. It may be enough to convince him/her to document each worker's experiences with the verbal abuse so something can be done about it.

In the meantime, try never to be alone with the abusive boss, or at least have your necessary conversations within earshot of others. That may help to keep this person on guard. You may also want to continue your job search while you are employed to see what else is available. Your co-workers may have already succumbed to the passivity of being victims and are too helpless to work for change without your supervisor's support.

When interviewing, listen to what is said and not said. Take note of a person's warmth or lack of it. Observe facial expressions. If all is good, and you are invited for another interview, make sure you meet everyone who will work closely with you. Interviewing the interviewer is the only way to avoid this from happening again.

Email all your questions to workplace expert Lindsey Novak at [email protected]. She answers all emails. To find out more about Lindsey Novak and to read features by other Creators Syndicate writers and cartoonists, visit the Creators Syndicate Website at www.creators.com.