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"BRUTAL BOSS RESULTS IN A.M. & P.M. NIGHTMARES!"

Dear Kathryn:

What would you do if your boss nicknamed you "Dopey", referred to you as "brain dead", used obscenities, and slapped your desk every time you did the least thing wrong?

My tyrannical female boss is the department head at a well-known, high-powered law firm. I'm the third legal secretary she's had in eighteen months.

I went to personnel to get transferred to another department and all they said was that "nothing else is available". They also made it clear that my boss is regarded as a "stellar attorney, a" brilliant leader" and I could learn a lot from her.

Kathryn, I wake up on Mondays with a migraine in anticipation of the hell-week ahead and my blood pressure is at a record level. So why haven't I quit? My compensation is 20% higher than it ever was and this job allows for flexible hours. I feel like a trapped animal but, I like the firm and need the money. HELP.

MICHELLE T., West Haven, CT

Dear Michelle:

Unfortunately, your tale is one I hear often. It's not unusual that a high-powered company, especially a high-productivity law firm, keep bullies such as your big-time-billing-boss. It's somehow easier for the management committee to suffer the consequences of the big-biller's secretarial turnover than address the slightly crazy attorney.

The reality is that, according to a recent Wayne University study, one out of five employees (nearly 20 million people!) will suffer a brutal, harassing boss. The consequences many suffer are even worse than what you have experienced. Some employee's abuse is so severe they're diagnosed with clinical depression as a result of the harassment.

Addressing your own personal dilemma, I wonder if you've discussed your problems with your boss in an organized, sit-down fashion. You mention her blow-ups occur when you've "done the least thing wrong". Are you messing up because you don't know what to do, not gotten enough instruction or is it your carelessness and lack of attention causing the errors? It's tough to tell whether your boss is simply a tough-task-master, requiring and expecting a top performance or truly an unreasonable tyrant. If you could benefit from some clearer direction combined with greater commitment to perfection on your part, then work harder! Given the positive factors you've pointed out about your job it might be the smart thing to do.

If you're truly a victim of workplace abuse, you don't have much choice other than to leave. The company will chalk up your complaining to "personality conflict" or your inability to perform. Sadly, it's very rare an employer will admit they employ an out-of-control department head.

Dear Kathryn:

Did someone send out a big press release on flextime or what?! I've been bombarded by employees in the last three months, all clamoring for a flexible work arrangement, including working at home. If I said yes to all the requests I get for employees to work out of the office, the place would be empty.

When I've approved a few workers for flex arrangements it's been because their jobs are heavily computer oriented. I was accused of favoritism towards women as it just so happened they were all female. The reality is their job was easily doable from home..

Give me some realistic guidelines as how to o determine just who qualifies for flexible work arrangements. With every "yea" or "nee" I issue, I feel my decision is being made on the hot seat.

RACHAEL T., East Hartford , CT

Dear Rachael:

The formula to analyze whether the work can be done from home is simple: *Does the work the employee performs require input/interaction from others in the office regularly? * Is face-to-face employee/manager interaction more beneficial to successfully completing the duties than if the interaction was limited to the phone or e-mail?

* Can the work produced be easily monitored and critiqued if done from another location? After assessing each individual's job duties, and ability to perform without constant monitoring and management motivation/training, make your decision.

I see the most successful flex work arrangements as those that have the employee physically working at the office at least half the workweek. Employee/manager face-to-face stimulation can't be replaced with a phone call.