don’t bully me! protecting your employees (and yourself) from workplace violence carrie l. miller,...

Don’t Bully Me!Protecting Your Employees

(and yourself) from Workplace Violence

Carrie L. Miller, SPHRHR à la carte, LLC

All rights reserved - HR a la carte, LLC 2012

Underlying IssuesO Gets results.O Lack of respect for othersO StressorsO Inability to manage angerO Inability to resolve conflictsO Substance abuseO Mental health issuesO Nobody told them to stop.


Workplace BullyingWhat it is: What it isn’t:


Examples of Bullying


Survey ResultsO ____ report being bullied at work.O ____ report having witnessed bullying.O ____of bullies are men.O ____ of targets are women.O Women bullies target women in ____of

cases.O ____ of bullying is same-gender

harassment.O Bullying is ____ more prevalent than illegal

harassment.Workplace Bullying Institute, 2010


Impact of Bullying


Workplace Violence Continuum of Behaviors

Crisis Prevention Institute, (CPI)


Hartford DistributorsO Employee forced to resign after an alleged

videotape showed him stealing from the company.

O Gunned down 8 people, injured 2 others, before taking his own life

O Had complained about being racially harassed:O Picture of a noose & racial epithet on bathroom

wall at workO Felt issues were not dealt with appropriately by

Union


Healthy Workplace Bill

O Currently no federal or state anti-bullying law

O Anti-discrimination laws apply in only ____ of cases.


Creating a Culture of Respect

OIt starts at the top!OSupportOEnforcementOLead by example


When the Boss is the Bully

OTimingOSpecific O ImpactODocumentOFormal complaintOExit strategy


Sample Policy Statements

“It is this Company’s policy that employees maintain a working environment that encourages mutual respect, promotes civil and congenial relationships among employees and is free from all forms of harassment and violence.

www.shrm.org/TemplatesTools/Samples/PoliciesEmployee Relations


Sample Policy Statements

“The Company may take disciplinary action {up to and including termination} against employees whose conduct violates this or other Company policies and practices.”

www.shrm.org/TemplatesTools/Samples/PoliciesEmployee Relations


Policy Statements

OExamples of unacceptable conduct

OProcedure(s) for reporting incidents

OGuarantee of protection from retaliation


Taking Action

“I saw you engage in something I would call a public humiliation session with Ron, and from what I could see, your attacks were intended to strip him of his dignity in front of the rest of the group.,,this isn’t about the merits of your argument…”


Taking Action

“Let me be clear. Bullying your subordinates for any reason and under any circumstances violates company policy…you created a tremendous liability for our company…I’m here to make sure that you don’t do that again. Am I clear?”

Paul Falcone, 101 Tough Conversations to Have with Employees


Documentation

OFormal written warning

O“Desk file”

OFollow up


How to Be Good at Giving Bad News

OPrepare your workspace.OPrepare yourself.OAllow the other person to vent.OPreserve the other person’s dignity.OBe objective.OListen with empathy.OOffer something.

CPI Info Capsule


Warning SignsO People with long-held grievancesO People with “nothing left to lose”O Speaking loudly or frantically O Gesturing wildlyO Aggressive stances and gesturesO Making threats & personal insultsO Physically closer than comfortable


Terminated Employees

O Escort them from property.O Return personal items later.O Treat them with respect.O Offer assistance with benefits.O Report any threats.O References?


Grady Crawford Construction Co.

O Former employee shot and killed two clerical workers.

O Complained he couldn’t get unemployment benefits.

O Previously made threats to “get even” with supervisor who fired him, but they didn’t make police report.

O Claims he is ‘not guilty’ because victims were not his intended targets.


Domestic ViolenceO More than ____ of female victims were

assaulted by people they knew.

O Domestic violence that spills into the workplace accounts for ____ of female victims.

O Women are ____ more likely to be attacked at work by an intimate partner.


Domestic ViolenceO Impact on performance?O Restraining orders?O Reasonable accommodations:


Salon MeritageO Man involved in child custody case

goes to ex-wife’s workplace.

O Wounds one, kills his ex-wife and eight others.

O Pleads not guilty.


HR in the CrossfireO 2011 Kentucky survey of 102 HR

professionalsO ____ reported they felt that abuse was

related to their role as HR practitioner


Strategies for HRO Initiate proactive interactions with

managers.O Educate managers on how to handle

people issues and processes.O Improve communication, coaching and

conflict resolutions skills.O Instead of just saying no, provide

alternative solutions along with risk of each choice.


Strategies for HR

O Implement policies on workplace conduct.O State business case.

OEarn respect by building professional credentials.

OSeek support.O Friends, family, professional network,

EAP

don’t bully me! protecting your employees (and yourself) from workplace violence carrie l. miller,...

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