Posts Tagged ‘training’
Saturday, March 14th, 2015
On March 12, the Utah Senate unanimously passed HB 216 on a vote 24 ayes -0 nays -5 not voting. The bill, introduced by House Rep. Keven Stratton and sponsored in the Senate by Todd Weiler, sailed through both House and Senate committees and floor votes in both chambers. The bill becomes law with Gov. Gary Herbert’s signature.
Though the HB 216 is not the complete Healthy Workplace Bill that carries employer liability for fostering an abusive work environment, it is stronger than two previous state laws — CA and TN — that mildly approached the epidemic of workplace bullying, abusive conduct as defined by the Workplace Bullying Institute.
Features of the Utah bill, soon to become law, are that it:
• applies to state agencies only
• mandates training of employees AND supervisors
• states that training will include description and “ramifications” of abusive conduct
• training to include resources available to abused workers
• and training to cover the internal grievance process details (WBI: to hold abuser accountable)
• also training in Ethical Conduct
• also training in Organizational Leadership with Integrity
• training every other year
• State may allocate funds to develop policies for agencies
• State may support development of agency training
Visit the Utah State Page at the HWB website for details. State Coordinator Dr. Denise Halverson deserves credit for shepherding this bill through the legislative process while providing her expertise on the topic so lawmakers could confidently and unanimously pass this HWB-related bill.
Tags: abusive conduct, Denise Halverson, Healthy Workplace Bill, Keven Stratton, legislation, Todd Weiler, training, Utah, workplace bullying, Workplace Bullying Institute
Posted in Good News, Healthy Workplace Bill (U.S. campaign), Workplace Bullying Laws | No Archived Comments | Post A Comment (
Saturday, January 31st, 2015
In 2015, California law mandates that supervisors in all firms with 50 or more employees receive “training” in abusive conduct. The term “abusive conduct” was lifted from the WBI Healthy Workplace Bill language we have been using since 2003 to introduce and pass a comprehensive law against workplace bullying.
Training done right can overcome deficits in skills. Training is the wrong tool to reverse immoral conduct. But training is useful to make everyone aware that misconduct is happening.
Training backfires when it teaches there is a problem and the organization has no procedures in place to deal with the misconduct. It’s clear that only a small (5.5%) of American employers have the will to actually prevent or correct health-harming abusive conduct. No effective state laws have yet been enacted to compel employer compliance. So, few have good policies. Even fewer have the voluntary desire to stop it. No laws; no policies; lazy employers.
When supervisors get trained, in the best possible way — live, interactive, Q&A sessions, employee expectations will rise. Everyone will wonder when and how the bullying will end in their workplace. If employer actions are limited to supervisor training, very little will be done. Employee distrust and disengagement will follow.
Another concern is how will the training be conducted? The new law based on AB 2053, adds training in abusive conduct (which is currently legal) to the requisite training in sexual harassment (which is illegal). The mix will not only confuse employees; most employers don’t know the difference. Workers will be expecting policies for bullying to apply that don’t exist.
It is alarming to find that many employers post online slide shows to educate workers about sexual harassment. It’s a joke that no one takes seriously. A slide show with little content and no interaction. Really, how lazy can employers be. It’s called “compliance.” Given the complexity of bullying’s effect on the entire workplace and the fact that current sex harass trainers and conflict resolution professionals don’t understand bullying, we fear for the future.
In other words, disembodied training can do more harm than good. Beware of premature awareness!
Training should be preceded by a commitment by leadership to stopping bullying. Then, organizational prevalence should be determined. Next, a code or policy or set of behavioral expectations must be created along with procedures to correct confirmed violators. Then, and only then, should training be undertaken.
If you know of, or are, a California employer, contact WBI for help addressing the problem that will comply with the law and help your organization at the same time. We have also produced a 20 min. DVD to introduce Abusive Conduct to organizations.
Tags: abusive conduct, DVD, education, Gary Namie, Healthy Workplace Bill, supervisors, training, Workplace Bullying Institute
Posted in Healthy Workplace Bill (U.S. campaign), Workplace Bullying Laws | No Archived Comments | Post A Comment (
Monday, January 5th, 2015
Attention California (& all other) Employers
California AB2053 extracted one paragraph from the WBI Healthy Workplace Bill — the definition of “abusive conduct” and made it mandatory to acquaint supervisors and managers with the phenomenon every two years beginning Jan. 1, 2015.
WBI is the source of the phrase and the U.S. movement. There is no better qualified vendor to provide the necessary information to augment your sexual harassment training than WBI.
WBI produced a brief 20 min. video introduction that can be streamed for intranet posting or run during in-person education sessions.
Only $499. Order today.
Products for HR and employers from the originators of the workplace bullying consulting specialization in America.
Order online or call 360-656-6630
Monday, November 3rd, 2014
A workshop “Eliminating Bullying and Incivility: Training the Trainer” on Thursday Nov 6 is part of the 8th Annual ABA Labor & Employment Law Conference in Los Angeles.
The session: 2:15-3:30 pm in rooms Platinum H-J, JW Marriott Hotel
Bullying and incivility in the workplace raise concerns that go beyond whether the behavior is illegal, and affect all aspects of the working environment. This program features an expert in anti-bullying training and is designed to provide practical, hands-on training to participants such that they will be able to train others in the workplace.
Monique Gougisha Doucette, Ogletree, Deakins, Nash, Smoak & Stewart, P.C.,
New Orleans, LA
Luanne M. Peterpaul, Gluck Waltrath, LLP, Red Bank, NJ
Gary Namie, PhD, The Workplace Bullying Institute, Bellingham, WA
Tags: American Bar Association, attorneys, employment attorneys, Gary Namie, labor law, Luanne M. Peterpaul, Monique Gougisha Doucette, training, workplace bullying, Workplace Bullying Institute
Posted in Events & Appearances | No Archived Comments | Post A Comment (
Wednesday, October 1st, 2014
Workplace Bullying & Abusive Conduct:
The Other Harassment DVD
We know time is valuable. Educate all employees with this 20 min. training DVD. Distinguish abusive conduct from lesser forms of mistreatment that do not cause the same level of disruption in productivity.
This DVD video training is appropriate for non-supervisory employees or managers. Produced in August 2014.
It is the ideal video to accompany sexual harassment training. Can be streamed for online viewing by employees.
Complies with Section 12950.1, California Government Code required as of 1/1/2015
Twenty-seven percent of adult Americans report being bullied at work; an additional 21% witness it (an est. 65 million workers) and vicariously are made miserable (according to the scientific national 2014 WBI U.S. Workplace Bullying Survey). It’s time to examine the real costs for employees (health consequences) and for employers (unwanted turnover, absenteeism, lawsuit or complaint settlements, workers comp and disability claims).
Dr. Gary Namie, recognized as North America’s foremost authority on workplace bullying, personally introduces the topic, citing the latest prevalence statistics and the newest and most relevant research findings.
1. The Phenomenon
4. Who Gets Bullied
5. Health Impact
6. Impact on Organizations
7. What Employers Can Do
Tags: abusive conduct, California section 12950.1, compliance training, DVD, education, employer, Gary Namie, training, training DVD, Workplace Bullying Institute
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Tuesday, May 13th, 2014
According to the WBI 2014 U.S. Workplace Bullying Survey 72% of employers do nothing to mitigate workplace bullying. Most employers deny and discount that repeated abusive conduct occurs within their ranks. Bullying goes unrecognized and therefore unaddressed.
Work Doctor® consulting created the Toolkit Seminar to raise employee awareness of workplace bullying to reverse this trend.
The one day Seminar covers the phenomenon in depth and includes materials to allow employers to train staff. Companies may send participants to Bellingham, WA Seminars for $1,500 per person. This one day train-the-trainer Seminar is also deliverable on site for groups of any size. Fees are $5,000 for corporations, $4,000 for non-profit organizations, and $3,500 for unions.
“Employers do not know how to respond well to bullying and they are reluctant to spend money on a solution when bullying is still legal in the U.S.,” said Dr. Gary Namie, senior consultant for Work Doctor. “The new program is so inexpensive that no employer can again use cost as an excuse to do nothing.”
The new Toolkit Seminar complements the three-day Workplace Bullying University®, offered since 2008.
The Drs. Namie established the Work Doctor® consulting firm in 1985 and the Workplace Bullying Institute in 1997. Since then, the firm has worked only on employer solutions to correct and prevent Workplace Bullying. The Namies’ professional background, consulting experience and unwavering focus on Workplace Bullying give them an unrivaled, comprehensive perspective of the phenomenon which they introduced to the U.S.
Tags: employer solutions, Gary Namie, training, workplace bullying, workplace bullying training
Posted in Hear Ye! Hear Ye! 2, Products & Services, WBI Education | No Archived Comments | Post A Comment (
Tuesday, November 12th, 2013
Our human ancestors, the Neanderthals, last walked the earth 28,000 years ago. (Sorry, creationists.) To be a “neanderthal” means to lag behind modern practices, to cling onto outdated ways. (Sorry, neanderthals who were more sophisticated than the namesake.)
It’s getting harder to find apologists among the sports cognoscenti at ESPN to defend the Miami Dolphins designated bully Richie Incognito. The Miami Dolphins post-game panel after Monday Night Football on Nov. 11 stated unanimously that the locker room culture in every team would have to change just as surely as approaches to concussions have changed. They spoke of “neanderthals” in the locker room growing extinct. That the league has to evolve because other workplaces don’t behave abusively. (Oops. Yes they do. That’s the message about workplace bullying.)
We at WBI concur heartily that the NFL must evolve. How strong will be the blowback against such humanizing proposals? NFL Coach Pete Carroll spoke of preserving rituals (such as rookies carrying helmets off the field) but not hazing. Can the NFL remain as attractive to American fans without the ancillary abuse that has little to do with the game itself? Is the game so violent that it makes it difficult, if not impossible, for fired-up players to not engage in some form of abuse after the play, in the locker room, in bars after games, or at home? Are NFL players as conditioned to be violent as military veterans who have difficulty leaving a war zone to return to civilian life?
Let’s watch and hope for the evolution out of neanderthalism. Then, the NFL will be a safe place for players like Jonathan Martin who eschew off-field violence.
An evolution will require acquiring skills, both for managers in sports and in the non-sports workplace.
Tags: Gary Namie, Jonathan Martin, manager training, neanderthal, NFL, training, workplace bullying
Posted in Commentary by G. Namie, NFL: Jonathan Martin, The New America, Tutorials About Bullying, WBI Education | No Archived Comments | Post A Comment (
Thursday, October 10th, 2013
Without laws to compel the prevention and correction of workplace bullying, organizations striving to ensure an abuse-free work environment are few and far between. The companies that do look for solutions are ahead of the curve.
That said, it is important that companies find the correct solutions. Training that centers on role-playing exercises do more harm than good.
We stumbled upon an example of the wrong way to train (keeping the source anonymous). Look at the following role-play exercises and see if you can can pinpoint the problem.
Role Play #1
Joe is a nurse who has worked at the facility for 15 years. Recently he and his wife of 30 years have separated and are filing for divorce. On every shift Joe sees his co-workers whispering behind his back. Rumors have started circulating about the circumstances surrounding the separation.
Role-play this situation and how Joe should act in these types of situations.
Monday, September 16th, 2013
Self-guided program on DVD for employers of all sizes leads to the creation of a comprehensive, defensible policy to prevent and correct workplace bullying from the recognized originator of the workplace bullying consulting field in North America.
Recognition of workplace bullying is at an all time high and employers are beginning to addressing. Workplace Bullying Institute research shows that only 5.5% of U.S. employers are adequately dealing with the problem in their organizations. In a 2013 survey of business executives, 68% indicated it was a serious problem. Many employers don’t know where to start. Since launching the U.S. anti-workplace bullying movement in 1997, Dr. Gary Namie has worked with organizations to create policies and procedures. For the first time, and only from WBI, companies of all sizes can now apply the same writing method normally facilitated by Dr. Namie in person.
”We wanted to remove all barriers for all employers to stopping bullying,” according to Dr. Namie, “Employees are clamoring for protection and this is our plan to accelerate the changes businesses must make to stem the losses.”
The cost is $299 so that small businesses can protect themselves against the losses incurred by a workplace bully.
The DVD is best used by an assembled team of workers called the Policy Writing Group or the appropriate authority in small firms. Instructions are provided that allow the group to create the most comprehensive set of policy provisions, informal solutions, and formal enforcement procedures. Law professor David C. Yamada discusses legal and liability issues associated with policy creation. Only those who work at your organization understand the idiosyncrasies of their unique workplace culture. This DVD results in a policy specific to your organization with all of the accompanying ethical and logistical questions answered.
For product information visit The Work Doctor® Website
Tags: David Yamada, Gary Namie, policy, procedures, solution, training, Work Doctor, workplace bullying, workplace bullying policy
Posted in Good News, Hear Ye! Hear Ye! 2, Products & Services | No Archived Comments | Post A Comment (
Wednesday, June 19th, 2013
Since 2008, Drs. Gary and Ruth Namie have offered the only training for professionals in the U.S. about all aspects of Workplace Bullying — the Workplace Bullying University®. Participants range from counselors, higher education professionals, attorneys, physicians, nurses, HR, independent trainers, and corporate OD practitioners to individuals starting new careers eager to specialize in the topic. The intensive sessions focus on the research foundation for the emergent field. University is akin to a graduate-level seminar. Though the schooling is tough and take-home materials voluminous, the interactions and in-depth discussions are the most memorable part of the experience. Sessions are held in Bellingham, Washington, home of WBI.
Only a few seats remain for the Aug 2-3-4 (1 seat) and Aug 16-17-18 (2 seats) sessions. Call to register 360-656-6630 or visit the University website.
As a May University graduate described our program:
Definitely the most value-added program to organizational development I have attended in my 30-plus years in the business.