Presentation on theme: "Presented by: Natalie F. Hrubos, Esquire"— Presentation transcript:
1Presented by: Natalie F. Hrubos, Esquire “I Know It When I See It” Isn’t Good Enough: Developing Effective Workplace Policies and Procedures for Bullying PreventionPresented by: Natalie F. Hrubos, EsquireDM2/
5Healthy Workplace Campaign Definition Workplace Bullying is repeated, health-harming mistreatment of one or more persons by one or more perpetrators that takes one or more forms:Verbal abuse.Conduct which is threatening, humiliating or intimidating.Work interference, sabotage. which prevents work from getting done.Exploitation of a known psychological or physical vulnerability.
6Verbal Abuse – Examples Using or encouraging use of put-downs, insults, belittling comments, and name-calling in reference to a co-worker (e.g., saying “you’re not too quick, are you?” when a co-worker makes a mistake or laughing about such an exchange).Inappropriately complaining about a co-worker’s incompetence (e.g., while doing your work, saying “do I have to do everything myself?” because you believe a co-worker should have done something, but didn’t).
7Verbal Abuse – Retail Industry Examples Aggressively or unprofessionally questioning a co-worker about a sale (i.e., about whether a customer asked for you before making a purchase).Aggressively or unprofessionally accusing a co-worker of wrongdoing (i.e., when you believe a co-worker incorrectly processed a customer’s return of merchandise).
8Be Positive! Prefatory material List of acceptable behaviors, communications, etc.Industry-specific etiquette guidelines (e.g., sales etiquette guidelines)
10Taking Disciplinary Action – Potential Steps Oral Warning(s) or Documented Conversation(s)First Written WarningFinal Written WarningTermination
11Taking Disciplinary Action – Key Considerations Whether the recipient or any witness actually considered the behavior to constitute mistreatment (subjective).Whether a reasonable person in the position of the recipient or any witness would have considered the behavior to constitute mistreatment (objective).Actual or potential negative or health-harming effect on the recipient or any witness.
12Taking Disciplinary Action – Key Considerations Offender’s intent or state of mind (i.e., level of maliciousness).Offender’s prior performance and disciplinary history.Record of other complaints made against offender about possible bullying behavior.Employer’s legitimate business interests in preventing work stoppage and interference.