OSHA defines workplace violence to include threats, harassment, intimidation and disruptive behavior, while the EEOC treats unwelcome conduct as unlawful harassment when it is a condition of employment or severe or pervasive enough to create a hostile environment. Both descriptions fit workplace bullying closely, but many employers still leave it unaddressed.
This 60-minute webinar on bullying vs harassment vs violence explains how these behaviors are similar and different, and why the distinction matters for employer liability. Bullying is repeated psychological abuse, ranging from shouting and hostile emails to sabotaged work and deliberate exclusion.
You'll learn myths about bullying, ten steps to eliminate it and how to build a healthy workplace where people thrive.
WHY SHOULD YOU ATTEND?
All negative behaviors at work drive anxiety, burnout, low job satisfaction and turnover, but they carry different legal risks. Confusion over where bullying ends and harassment or violence begins can leave you exposed to a lawsuit if you don't act early.
It suits HR and employee relations teams, risk managers, EAPs, consultants, small business owners, union representatives, employment attorneys and in-house counsel.
AREA COVERED
- Definitions of workplace bullying, violence and harassment and how they overlap
- How these behaviors are similar and different
- Consequences of letting these behaviors flourish
- Myths about workplace bullying
- Bad behaviors as a social phenomenon, including traits of perpetrators and targets
- Cultural factors that allow negative behaviors to thrive
- Ten steps to eliminating workplace bullying
- The ultimate solution: a positive workplace
- Regulatory updates: state anti-bullying laws and the EEOC and NLRB positions
LEARNING OBJECTIVES
- Define the similarities and differences between bullying, harassment and violence
- Describe the damage these behaviors cause to build a business case for ending them
- Explain these behaviors as a social phenomenon, including traits of perpetrators and targets
- Identify cultural factors that let negative behaviors thrive
- Plan preventive, sustainable culture change that can support your defense if challenged
- Summarize state laws on workplace bullying and the EEOC and NLRB stance
WHO WILL BENEFIT?
- HR
- Business Consultants
- EAP’s
- Small Business Owners
- Risk Management
- Employee Relations
- Unions
- Employment law attorneys
- In-house general counsel
All negative behaviors at work drive anxiety, burnout, low job satisfaction and turnover, but they carry different legal risks. Confusion over where bullying ends and harassment or violence begins can leave you exposed to a lawsuit if you don't act early.
It suits HR and employee relations teams, risk managers, EAPs, consultants, small business owners, union representatives, employment attorneys and in-house counsel.
- Definitions of workplace bullying, violence and harassment and how they overlap
- How these behaviors are similar and different
- Consequences of letting these behaviors flourish
- Myths about workplace bullying
- Bad behaviors as a social phenomenon, including traits of perpetrators and targets
- Cultural factors that allow negative behaviors to thrive
- Ten steps to eliminating workplace bullying
- The ultimate solution: a positive workplace
- Regulatory updates: state anti-bullying laws and the EEOC and NLRB positions
- Define the similarities and differences between bullying, harassment and violence
- Describe the damage these behaviors cause to build a business case for ending them
- Explain these behaviors as a social phenomenon, including traits of perpetrators and targets
- Identify cultural factors that let negative behaviors thrive
- Plan preventive, sustainable culture change that can support your defense if challenged
- Summarize state laws on workplace bullying and the EEOC and NLRB stance
- HR
- Business Consultants
- EAP’s
- Small Business Owners
- Risk Management
- Employee Relations
- Unions
- Employment law attorneys
- In-house general counsel