1. State of Iowa Violence-Free Workplace
Training for Clerical Bargaining Unit Members and Their Supervisors
Summer 2014

2. Introductions of Trainers
AFSCME: Susie Baker
Julie Ann Beddow
Shelly Hill
Cathy Pearson
James Thompson
Management:
Michelle Byers
Therese Callaghan
Lisa Frush
Mark Rowe-Barth

3. Training Objectives Learn about the origin of this training
Define bullying, mobbing, harassment and violence
Review state and UNI policies and procedures regarding a Violence Free Workplace
Discuss workplace violence issues
Recognize inappropriate behavior
Clarify employee/management responsibilities and reporting

4. Origin of this Training
During contract negotiations between the State and AFSCME the parties agreed to provide training to clerical bargaining unit employees and their supervisors.

5. Quiz
Source: AFSCME Women’s Conference
September 2013, Denver, Colorado
Workplace bullying can include repeated mistreatment, sabotage by others that prevents work from being done efficiently or effectively, verbal abuse, threatening conduct, intimidation, and humiliation. What percentage of American workers do you think are affected?
15% of American workers have been bullied at work; 25% of adult Americans are affected by it – as targets or witnesses OR
35% of American workers have been bullied at work, 50% of adult Americans are affected by it – as targets or witnesses OR
1% of American workers been bullied at work; 5% of adult Americans are affected by it – as targets or witnesses

6. Quiz Results 35% of adult American workers have been bullied at work
50% of adult American workers are affected by it – as targets or witnesses

7. Quiz Continued 2. Who are the bullies? Bosses ___
Source: AFSCME Women’s Conference
September 2013, Denver, Colorado
2. Who are the bullies?
Bosses ___
Peers/co-workers with same status ___
Peers/co-workers with lower status ___ 9% % %

8. Quiz Results Bosses Who are the Peers/coworkers with the same status
73%
18% 9%
Bosses
Who are
the
bullies?
Peers/coworkers with the same status
Peers/coworkers with lower status

9. Quiz Continued 3. Targets of bullying are most frequently:
Source: AFSCME Women’s Conference
September 2013, Denver, Colorado
3. Targets of bullying are most frequently:
African-Americans ___ c. White ___
Hispanics ___ d. Asian-American ___
14% % % %

10. Targets of bullying are most frequently:
Quiz Results
Targets of bullying are most frequently:
African-Americans 40%
Who are
the
bullies?
Hispanics 39%
Whites 34%
Asian-Americans 14%

11. Quiz Continued
Source: AFSCME Women’s Conference
September 2013, Denver, Colorado
4. What percentage of the time is the target and their bully in the same group (for example worker to worker, boss to boss):
a. 5% of the time targets are in the same group as their bully OR
b. 15% of the time targets are in the same group as their bully OR
c. 57% of the time targets are in the same group as their bully

12. Quiz Results
57% of the time targets are in the same group as their bully

13. Quiz Continued
Source: AFSCME Women’s Conference
September 2013, Denver, Colorado
5. What are the most common gender pairings in bullying situations?
a. male-male ___ c. male-female ___
b. female-female ___ d. female-male ___
8% % % %

14. Quiz Results Most common gender pairings Female-Female 30%
Male-Male 34%
Female-Female 30%
Male-Female 28%
Female-Male 8%
Most common gender pairings

15. Bullying & Workplace Violence?
Definitions
What is Mobbing,
Bullying & Workplace Violence?

16. Bullying Defined Unwanted
Leads to isolation, alienation, exclusion, and/or separation from others
Repeated
Negative
Offensive
Creates a highly stressful workplace.
Hurtful
Malicious
Cruel and/or mean-spirited behavior
Bullying: Bullying is repeated abusive conduct that causes intentional harm, either physical or emotional, to the target. It often involves an inbalance of power between the bullied person and the bully or bullies.
Teasing: Teasing is a social exchange that can be friendly, neutral or negative, depending on the intent of the perpetrator and the perspective of the recipient. Teasing can be a friendly exchange between buddies or it can be a negative interaction and a form of bullying.

17. Mobbing Defined
Mobbing is a ‘ganging up’ on someone to alienate or force the person out through the use of rumor, innuendo, discrediting, humiliation, isolation, and intimidation.
It is a group bullying process that occurs repeatedly over a period of weeks, months, or even years.

18. Harassment Defined
Conduct that is unwelcome, severe or pervasive that is based on a protected class. Includes communications without legitimate purpose and in a manner likely to cause the other person annoyance or harm.
(Iowa Code section 708.7)
Ask for examples of a protected class.
age, color, creed, disability, gender identity, national origin, race, religion, sex, sexual orientation, veteran status
Intentional conduct directed toward a person that is sufficiently severe, pervasive, or persistent that it interferes with work.
Personally abusive epithets that are likely to provoke a violent reaction, or is a serious expression of an intent to commit an act of unlawful violence.

19. Relevant Policies

20. State of Iowa SECTION VIOLENCE-FREE WORKPLACE POLICY VIOLENCE-FREE WORKPLACE POLICY Violence Defined
Violence is any act which is intended to intimidate, annoy, or alarm another person; or any act which is intended to cause pain or injury to, or which is intended to result in physical or personal contact which will be insulting or offensive to another, coupled with the apparent ability to execute the act.
(Iowa Code sections and 708.7)
Inappropriate Workplace Aggression: Inappropriate workplace aggression is any action or inaction intended to cause harm to an organization or an individual in the workplace.  Organizations may consider inappropriate workplace aggression to be all behavior that doesn't rise to the level of physical violence. However, inappropriate aggression still falls under the umbrella of workplace violence. If left unchecked, inappropriate workplace aggression can escalate and create an extremely hostile and under-productive workplace.

21. Violence-Free Workplace Policy
Employees are prohibited from making threatening or intimidating statements or engaging in threatening or intimidating behavior directed to another employee, supervisor, manager, vendor, customer, student or client.
Employees are prohibited from engaging in harassment of another employee, supervisor, manager, student, vendor, customer, or client in accordance with:
State of Iowa's Equal Employment Opportunity, Affirmative Action, and Anti-Discrimination Policy
UNI’s Equal Opportunity Policy, Affirmative Action Policy, Discrimination and Harassment policy and Violence-Free Campus policy.

22. Violence-Free Workplace Policy
Employees shall cooperate fully with all appropriate individuals related to:
This policy,
The investigation and prosecution of criminal acts, and
The pursuit of any civil remedies in order to create and maintain a violence-free workplace.

23. UNI Policy 7.10 - Violence Free Campus
The current University Violence-Free Campus policy (7.10) was created in 2011 and is currently being revised to include language specific to bullying and will eventually be posted for comment and subsequently finalized.
Currently says:
Violence impedes the goal of providing a safe living, learning, and working environment.  Violence is contrary to the mission of the University and will not be tolerated.  The term “violence” as used and defined in this policy includes violent acts, threats or implied threats of violence, and intimidation (verbal or physical acts which frighten or coerce), including those acts conducted via technology.

24. Intent of Policies
The State of Iowa and UNI are committed to a violence-free workplace, and our goal is to prevent violence in the workplace.
All officials, managers, supervisors, and employees will treat each other with courtesy, dignity, and respect.
Threats, intimidation, harassment, or acts of violence will not be tolerated.

25. Intent of Policies Continued
The State of Iowa and UNI are committed to: 
Preventing the potential for violence in the work environment.
Reducing the negative consequences for employees who experience or encounter violence.
Maintaining a work environment of respect and positive conflict resolution.

26. What Type of Conduct is Considered Bullying?
Ridiculing someone in front of others
Negative rumors
Outbursts of anger
Use of derogatory names
The "silent" treatment
Yelling or screaming
Aggressive eye contact
Withholding of necessary information
Ask audience to identify examples; then advance to show each pre-identified examples on this slide (last one is withholding of necessary information)

27. A Closer Look at Bullying
Video

28. Remedies for Violations of Policy
Employees found in violation of these policies will be subject to disciplinary action up to and including termination of employment.

29. Recognizing Inappropriate Behavior
It would be ideal to have some way of predicting who will become violent; however, there is no test, instrument, or method that can accurately predict whether an individual will become violent.

30. Inappropriate Behavior
Unwelcome name-calling
Obscene language
Intimidation through direct or veiled threats
Property damage or destruction
List is not all inclusive
What are some examples of physical behavior?
A broad range of conduct is inappropriate:
Examples include
Ridiculing someone in front of others.
Negative rumors.
Outbursts of anger.
Use of derogatory names.
The "silent" treatment.
Yelling or screaming.
Aggressive eye contact.
Withholding of necessary information.

31. Inappropriate Behavior
Throwing objects in the workplace
Physically intimidating others:
Obscene gestures
“Getting in your face”
Fist-shaking
List is not all inclusive

32. Inappropriate Behavior
Physically touching another employee in an intimidating, malicious, or sexually
harassing manner…
Kicking
Pinching
Grabbing
Pushing
Hitting
Slapping
Poking
Flicking
List is not all inclusive

33. How does it start? Why do people engage in bullying or join in mobbing?

34. How Does It Start? Why Do People Engage in Bullying or Join In (Mobbing)?
Want to be accepted
Afraid of becoming a target
Don’t see the target as a person
Don’t understand the misery they cause
Think they’re doing the right thing
Think it doesn’t matter
Don’t know how to stop it
Don’t think for themselves
Get caught up in the “power-trip” of the situation
Follow the “leader” and do things usually would not do
Why do you think people engage in bullying or mobbing?
Ask audience to identify examples; then advance to show each pre-identified examples on this slide (last one is follow the leader)

35. Things You Can Do To Stop Bullying/Mobbing As It Begins
When you have concerns with someone, talk with that person directly, privately, and in a professional way.
If someone talks to you about a co-worker, encourage him/her to enact #1 and/or tell him/her you do not want to talk about that co-worker without him/her present.
People sometimes use jokes to take shots at others and then say there was no ill intent. Don’t participate in jokes at others’ expense and ask the person to stop.

36. Tips for Minimizing Violence
Project calmness and be a good listener
Acknowledge the other person’s feelings
Avoid arguing
If a person’s behavior starts to escalate beyond your comfort zone and you’re concerned about physical harm, withdraw from the situation and seek assistance.
Consider VIDS training conducted by Public Safety -

37. Reporting Workplace Violence
… It is Everyone’s Responsibility!

38. What Are Your Responsibilities?
An employee who is the victim of workplace violence shall report the incident immediately in accordance with the procedures established by UNI’s policy.
An employee witnessing workplace violence or the potential for such violence directed at another person or property of the state shall report such incidents in accordance with the procedures established by UNI’s policy.

39. Filing a Report Can file complaint many ways:
Your direct supervisor or someone in your department’s chain of command
Human Resource Services
Office of Compliance & Equity Management
Threat Assessment Team member
Public Safety
Board of Regents
President, American Federation of State, County, and Municipal Employees, Iowa Council 61

40. Responsibility to Report
EVERYONE has a responsibility to report violent behavior or threats… failure to do so can have consequences…
The behavior could escalate.
The “victim” employee could feel forced out of their job, performance can be impacted, can become depressed, etc.
It appears that YOU support those who are harassing, intimidating, picking on another employee.
The behavior could escalate.
The “victim” employee could feel forced out of their job, performance can be impacted, can become depressed, etc.
It appears that YOU support those who are harassing, intimidating, picking on another employee.

41. Permitting Is Promoting
Video
Show 1 minute video

42. Why Do People Not Make A Report?
The behavior is taken for granted
Unaware of policies
Lack of confidence
Unaware of the importance of reporting
Unaware of behaviors that indicate a potential of violence
Fear of retaliation or confrontation

43. Employee Responsibility
Be familiar with workplace violence policies.
Recognize and report inappropriate behavior.
Conduct yourself in a manner that will minimize and defuse potentially violent situations.
Cooperate fully in an investigation of complaints in order to create and maintain a violence-free workplace.

44. Management Responsibility
Take all complaints seriously.
Recognize and address inappropriate behavior.
Investigate complaints.
Inform employee regarding status of investigation.
Maintain confidentiality to the extent possible.
Avoid taking retaliatory action.
Management includes your direct supervisor and anyone within that chain of command, HRS, OCEM
Here are some basic concepts that all agencies should keep in mind:
Respond promptly to immediate dangers to personnel and the workplace.
Investigate threats and other reported incidents.
Take threats and threatening behavior seriously; employees may not step forward with their concerns if they think that management will dismiss their worries.
Deal with the issue of what may appear to be frivolous allegations (and concerns based on misunderstandings) by responding to each report seriously and objectively.
Take disciplinary actions when warranted.
Support victims and other affected workers after an incident.
Attempt to bring the work environment back to normal after an incident.

45. Reporting… You don’t have to be noisy or brave, just report it!

46. Recap of Filing a Report
Inform supervisor – verbal or written (UNI form in development)
If the matter involves your direct supervisor – bypass. Go to next person in your chain of command.
Want to go outside your Department? Go to:
Director of HRS or HRS Employment Manager
Office of Compliance & Equity Management
Threat Assessment team member
President, American Federation of State, County, and Municipal Employees, Iowa Council 61
Board of Regents
*Be prepared to share your name – anonymous complaints are difficult to investigate*

47. Confidentiality
Confidentiality and safety of all parties will be protected to the greatest extent possible. However, legal obligations may require management to take some action once it is made aware that violence has occurred or is threatened, even when an alleged victim is reluctant to proceed.

48. Employee Assistance Program
A supervisor can make employees aware of EAP when an employee is experiencing difficulty coping with work or personal concerns.
Employees may get additional information from their supervisor or contact EAP directly.
Employee & Family Resources (EFR)
(800-IOWAEAP)
or EFR web form link at

49. Resources
State of Iowa Violence Free Workplace Policy
UNI Violence Free Campus Policy
Employee Assistance Program (EAP)
UNI Police or call 911
Assessing possible risks is an important early step in violence prevention. One way of assessing risks in your workplace is to look at possible sources of violence: strangers, customers, and employees or their associates.
Violence from strangers is the most deadly form of workplace violence. It usually accompanies robbery, and makes night retail work especially dangerous. People planning robberies usually select their targets carefully and bring their weapons with them. While night retail work is not a common Federal occupation, employees who work into the evening can face some of the same risks on their way home. Preventive strategies include good lighting and various types of perimeter security such as badging, visitor screening, and controlled access to buildings. Employee training is also important, so that everyone can support the security staff by following procedures and being alert for suspicious people or behaviors. Terrorists, like common criminals, also plan their crimes carefully and are also likely to commit deadly crimes. The same common sense security measures are also helpful against terrorism.
Violence from "customers," such as clients or patients, is usually spontaneous and therefore less likely to be lethal. A hospitalized patient suffering from delirium may strike a nurse, or a frustrated traveler may lash out at the Federal employee who has to confiscate his vacation souvenirs at the airport. Preventive strategies include workplace design and carefully developed procedures, as well as employee training.
Violence from employees or their close associates is the most varied form of workplace violence. It can be mild or severe. It can grow out of workplace disputes or out of personal, emotional issues such as the end of a romantic relationship. Preventive measures include basic good leadership principles such as fairness, open communication, and respect for employees. Your employees must feel safe to approach you if they feel afraid for any reason. Because these situations are likely to be complex, you need to have ready access to resources such as your agency's workplace violence team. If there isn't a team, you can seek assistance from the organizations usually represented on agency teams, for example the employee assistance program (EAP), security office, and human resources office.

50. State of Iowa Violence-Free Workplace
Thank You!
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