Healthy Workplace Laws: Get Ahead of the Curve

State legislatures around the country are contemplating (or have already enacted) legislation to curb the alarming amount of workplace bullying taking place in both public and private sector places of employment. While your state may not yet have taken steps to eliminate this harmful activity, you can be assured that the time is coming, and your business needs to do something about it. With that in mind, below is some background and statistics on workplace bullying, and how it can be avoided.

What is Workplace Bullying, and how is it Defined?

California recently answered this question for employers when it enacted Assembly Bill 2053, which amended the California law requiring bi-annual sexual harassment training to include a requirement that employers provide training on “abusive conduct.” The California law defines “abusive conduct” as follows:

[A]busive conduct means conduct of an employer or employee in the workplace, with malice, that a reasonable person would find hostile, offensive, and unrelated to an employer’s legitimate business interests.

The California law sets out several examples of abusive conduct including:

• Repeated infliction of verbal abuse
• The use of insults and epithets
• Threats
• Verbal or physical conduct that a reasonable person would find threatening
• Gratuitous sabotage or undermining of a person’s work performance

In summary, in California (and soon across the country) it will likely be illegal to fail to treat co-workers or subordinates with the respect they deserve. While this may sound simple, the statistics are alarming.

Recent Survey Shows Majority of Employees Concerned with Workplace Bullying

According to a 2014 National Survey conducted by the Workplace Bullying Institute, 27 percent of U.S. employees reported that they had experienced abusive conduct at work and 21% of U.S. employees claim they have witnessed abusive conduct of others at work. These numbers are simply too high, and evidence the legislative trend toward outlawing abusive conduct in the workplace across the country.

The 2014 survey also revealed most employees do not think that their employers do enough to address workplace bullying. Indeed, 25% of employees’ surveyed responded that employers deny bullying and harassing conduct takes place and fail to investigate complaints. Further, 16% responded employers discount bullying or describe it as non-serious, and another 15% responded that employers rationalize it by describing the bullying as innocent.

Perhaps most glaring, only 12% of employees’ surveyed found their employers took steps to eliminate bullying by creating policies and procedures and training employees on how to identify and prevent abusive conduct. Given the legislative trend toward requiring training to combat abusive conduct in the workplace it makes sense to get a jump on things by training managers and employees to treat each other with dignity and respect.

Syntrio’s Online Courses on the Prevention of Abusive Conduct are a Simple Solution for Businesses of all Sizes

Syntrio understands that managers and employees are busy. Nevertheless, it is extremely important to conduct online training to prevent workplace bullying not only to comply with the law, but also to protect your company reputation. More and more employees are claiming different types of harassment when they depart a company, and now with new “Healthy Workplace” anti-bullying legislation going into effect they have a new weapon in the fight against employer misconduct.

Syntrio is committed to helping businesses prevent bullying from occurring within their offices, yet also with assisting businesses in complying with their legal obligation to train employees on the prevention of abusive conduct.  Contact for more information and remember to follow us on TwitterGoogle Plus and LinkedIn for daily updates on employment law and compliance issues that may impact your organization!


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