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Workplace Bullying

ToughMost of us assume that violence and bullying in the workplace is a thing of the past. Sadly, however, it still occurs every day. Employers cannot stick their head in the sand and assume it isn’t happening because it isn’t being reported. You must take affirmative steps to eliminate workplace bullying.

An employer that fails to stop workplace bullying is opening itself up to liabilty for violence in the workplace and harassment litigation. Additionally, employees who are bullied at work typically do not want to go to work and when they are at work, their performance is substandard.

The difficulty for employers is determining the difference between harmless banter between co-workers and bullying. There are a few signs that you can look for to help determine if bullying is occuring, including:

  • There is no reciprocity. The banter is one-sided. The individual that is dishing it out doesn’t get it in return.
  • There is a target. Bullying is usually focused on the same individual or same group of people who are always on the receiving end of the verbal abuse.
  • The banter is personal. If the conversation focuses on a trait or something about the worker that is an innate weakness or inferiority, it is probably bullying.

The first step in preventing workplace bullying is to create a policy. The policy should define what bullying is, clearly state that it is prohibited, and set forth ways a bullied employee can obtain recourse. You may also consider outlining an disciplinary action that may occur if bullying behavior occurs. All supervisors and managers should receive proper training on the policy. The best training course will include examples of real-life scenarios that may arise and how the supervisor should respond.

To learn more about the new law and an employer’s obligations, contact the legal team at The Swenson Law Firm.

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