Post on 18-Jan-2016
There’s Gonna Be A Law!
Workplace Bullying
The Campaign to Enact the anti-bullying
WBI Definition
Work•place Bul•ly•ing n
verbal abuse, or
threats, intimidation, humiliation, or
work interference, sabotage, or
exploitation of a known vulnerability, or
a combination of any
repeated, health-harming mistreatment by one or more people of an employee by:
2010U.S. Workplace Bullying Survey
THE SECOND RESPRESENTATIVE STUDY OF ALL ADULT AMERICANS
U.S. Prevalence
50% No Experience
9%
Current
15%
Witnessed Only
26%Been Bullied
WBI U.S. Natl2010
WBI U.S. Natl2010
Bullying of Men & Women by Women & Men
38%
62%
WBI U.S. Natl2010
Bullying Worsens in Tough Times
27 %
MORE
Abusive
67 %Unchanged
5 %Less
WBISummer 2009
It’s True -- Most Bullies Are Bosses
Bosses72%
CWs18%
Bottom Up10%
WBI U.S. Natl2007
Retaliation37%
Who Is Targeted?
WBI U.S. Natl2007
Retaliation37%
$$$ Impact on Organizations
Tangible Employer Costs
Turnover and Replacement Costs
Absenteeism, Presenteeism
Fatigue-Caused Errors & Accidents
Fouled Team Productivity
Litigation/Arbitration/Settlement Expenses
Workers Comp / Disability
Estimating Employer Costs
9% of workforce is currently
bullied
66% of women targets lose jobs
Bullying accounts for 6%
preventable workforce loss
Replacement = 2 x salary
To replace a $50,000 salaried worker costs
$100,000
Assume a staff of 100 at that pay rate
Due to bullying, 6 people are lost
Cost to replace is $600,000
Is this an affordable cost?
Retaliation37%
BULLIES ARE
TOO EXPENSIVE
TO KEEP!
A rational, evidence/data-based truth
U.S. Employers’ Response to
Bullying
Employers Mostly Ignore It
WBI U.S. Natl2007
Bullies Bully with Impunity
No consequences54%
Rewarded28%
Investigated14%
Punished/Terminated 4%
WBILabor Day 2009
The Comprehensive Programto Prevent & Correct Workplace Bullying
Assess Pre-Change Prevalence
Collaboratively Create an Anti-Bullying Policy
Design Enforcement Procedures applicable to all
Train a Peer Expert Team
Educate everyone -- Board to Temps
Incorporation, Integration & Impact Evaluation
© 2010 Work Doctor®, Inc.
Retaliation37%
There OughtaBe a Law!
Laws Dictate Compliance
Laws
POLICIES
ENFORCEMENT
Prevention &Correction
Current Anti-Bullying Laws
Sweden: Victimisation At Work, 1994
France: Modernisation At Work, 2002
UK: Harassment (’97) & UN-HR Covenants
Australia: 1997 onward
Canada: Quebec (’04), Sask (’07), Federal (’08), Ontario (’10), Manitoba (’11)
Victoria, Australia -- CRIMINAL (’11)
U.S.: nothing, 0, zip, nada
Retaliation37%
Support
64%
Support for a Law?
Oppose
24%No Opinion
12%
WBI U.S. Natl2010
Introduced in 21 States since 2003
The U.S. Anti-Bullying
Legislative Campaign
It will be unlawful to subject an employee to an
‘abusive work environment’
Abusive conduct is malicious,
repeated mistreatment (verbal
abuse, threats, intimidation,
humiliation, work sabotage,
exploitation of a known vulnerability)
that results in demonstrable health
harm or negative employment
decisions
Affirmative Defensives for Good Employers
• Right to discipline poor performers• Right to terminate for illegal activity• No vicarious liability when policy &
enforcement procedures in effect and are used
Right to Sue Individual Bullies
The National Grassroots Campaign
Status of the HWB in our State