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

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Presentation on theme: "State of Iowa Violence-Free Workplace Training for Clerical Bargaining Unit Members and Their Supervisors Summer 2014."— Presentation transcript:

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

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

3 3 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 Training Objectives

4 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 1. 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? a.15% of American workers have been bullied at work; 25% of adult Americans are affected by it – as targets or witnesses OR b.35% of American workers have been bullied at work, 50% of adult Americans are affected by it – as targets or witnesses OR c.1% of American workers been bullied at work; 5% of adult Americans are affected by it – as targets or witnesses 5 Source: AFSCME Women’s Conference September 2013, Denver, Colorado

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 6

7 Quiz Continued 2. Who are the bullies? a.Bosses ___ b.Peers/co-workers with same status ___ c.Peers/co-workers with lower status ___ 9% 18% 73% 7 Source: AFSCME Women’s Conference September 2013, Denver, Colorado

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

9 Quiz Continued 3. Targets of bullying are most frequently: a.African-Americans ___ c. White ___ b.Hispanics ___ d. Asian-American ___ 14% 34% 39% 40% 9 Source: AFSCME Women’s Conference September 2013, Denver, Colorado

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

11 Quiz Continued 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 11 Source: AFSCME Women’s Conference September 2013, Denver, Colorado

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

13 Quiz Continued 5. What are the most common gender pairings in bullying situations? a. male-male ___ c. male-female ___ b. female-female ___ d. female-male ___ 8% 28% 30% 34% 13 Source: AFSCME Women’s Conference September 2013, Denver, Colorado

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

15 Definitions What is Mobbing, Bullying & Workplace Violence?

16 Bullying Defined Unwanted Repeated Negative Offensive Hurtful Malicious Cruel and/or mean- spirited behavior Leads to isolation, alienation, exclusion, and/or separation from others Creates a highly stressful workplace. 16

17 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. 17 Mobbing Defined

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) 18

19 Relevant Policies

20 20 State of Iowa SECTION 9.70 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)

21 Violence-Free Workplace Policy 21 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 22 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. Violence-Free Workplace Policy

23 UNI Policy 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. 23

24 Intent of Policies 24 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 25 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 26

27 A Closer Look at Bullying Video 27

28 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

30 30 Inappropriate Behavior Unwelcome name-calling Obscene language Intimidation through direct or veiled threats Property damage or destruction List is not all inclusive

31 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 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? 33

34 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

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. 2. 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. 3. 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 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. 38

39 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 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.

41 Permitting Is Promoting Video 41

42 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 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 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.

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

46 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 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 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 49 Resources  State of Iowa Violence Free Workplace Policy  UNI Violence Free Campus Policy  Employee Assistance Program (EAP)  UNI Police or call 911

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


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