April is Workplace Violence Prevention Month: Educate Your Workforce

Incidents of workplace violence are serious threats to the safety of employees in companies of all sizes. In 2014, (the most recent available data), the Bureau of Labor Statistics reported over 30,000 incidents of violence in the workplace in the United States. This is simply too high a number.  You may feel as though your business is safe, and that you would not hire the type of employees who could commit a horrific act. Sadly, the reality is that workplace violence can occur anywhere and at any time, and steps must be taken in companies of all sizes to minimize the chance that something terrible could happen.

Workplace violence manifests in a variety of forms. Every year, millions of United States employees are physically or verbally abused at their place of employment. These incidents of bullying and abusive conduct often lead to significant retaliatory violent acts that can have a devastating impact on business and people’s lives. In addition to the impact on human life and security, the estimated annual cost of workplace violence to American businesses exceeds $36 billion.

Workplace Violence is Preventable

The Alliance Against Workplace Violence (“AAWV”) is an organization dedicated to the prevention of hostile acts at work. In 2011, AAWV declared the month of April “Workplace Violence Prevention” month.  Syntrio is committed to furthering AAWV’s message and has developed a detailed online training course designed to help your managers and employees understand what workplace violence is, how to recognize and diffuse potentially violent situations, and most importantly, how to prevent incidents of workplace violence.

Workplace violence cannot be prevented unless an open-door culture of understanding and encouragement of reporting is fostered. This can only happen when a workforce is fully educated about the dangers of abusive conduct and violent acts in the workplace.  Our course is designed to not only educate employees and managers about these dangers but also how to report and discuss these issues with management and co-workers with an aim at preventing these incidents before they rise to the level of physical (or psychological) violence.

Important topics covered in Syntrio’s Preventing Workplace Violence course include (but are by no means limited to) the following:

  • Types of workplace violence
  • Risk factors for violence
  • Behaviors and physical “warning signs” of potentially violent individuals.
  • Violence prevention policies and procedures that help reduce incidents of workplace violence.
  • Steps to protect you and others.
  • How to respond appropriately to threatening or violent situations

Syntrio is committed to helping businesses avoid costly incidents associated with violent acts in the workplace.  We are also able to custom-tailor our courses to fit the needs of your business. Contact www.syntrio.com for more information about our Preventing Workplace Violence online courses for employees and management and remember to follow us on Twitter, Google Plus and LinkedIn for daily updates on compliance that impact your company!

 

 

 

Fight Back Against Workplace Bullying: It May Soon Be a Legal Obligation

You may be unaware that California has recently enacted a law entitled Assembly Bill 2053, requiring employers with 50 or more employees to train their supervisors on workplace bullying. Although this law does not create an outright cause of action for employees who have been the victims of an office bully, it is a step in that direction. As is often the trend, other states have picked up on California’s aggressive stance toward bullying and have begun considering similar legislation to curb the all too common practice of abusive conduct by supervisors and co-workers.

For many years, employers have educated themselves (and their employees) about the various harassment and discrimination laws at both the state and federal levels. However, only recently have studies shown that office bullying and abusive conduct are occurring at extremely high levels. That said, Title VII of the Civil Rights Act of 1964 is silent with respect to abusive managerial tactics and office bullying, and ignores the fact that this sort of behavior can be as damaging (if not more damaging) than the types of conduct the law prohibits (such as race and sex discrimination and harassment).

Bullying Creates a High Cost

You may be wondering what impact office bullying has on your workplace, especially given that it is likely not against the law at this time. Therefore, you may also be wondering why it might be worth the time and expense to conduct training courses to prevent this type of conduct when such courses may not be required by your state. The simple answer is 30-35% of United States employees report that they have been victims or witnesses of abusive workplace conduct. This amounts to millions of employees who may lose productivity or even seek to change jobs to avoid a bully that creates a hostile environment. This type of turnover is costly to a business. Therefore, conducting proactive training to avoid this type of conduct can have a positive impact on your bottom line.

What Types of Conduct Can be Considered Abusive?

California’s new law spells out a specific definition of abusive workplace conduct, but generally speaking any sorts of swear words and raised voices; belittling of employees; physical actions such as thrown paper; offensive or humiliating conduct; or attempts at sabotage of work (among other things) should be considered particularly risky behavior if they occur frequently at your office.

Syntrio’s Preventing Workplace Bullying training courses are specifically tailored to meet the needs of your business or industry, and cost-effectively train your managers and employees on what abusive conduct and bullying is, and how to spot and eliminate it before there is a problem. Syntrio’s workplace harassment training courses also cover workplace bullying

Syntrio is committed to helping businesses of all sizes eliminate abusive conduct and workplace bullying across the board, and therefore provides harassment in the workplace courses that are cognizant of the value of time to modern businesses.  Contact www.syntrio.com for more information about ourHR compliance courses and remember to follow us on TwitterGoogle Plus and LinkedIn for daily updates on employment law and compliance issues that may impact your company!

 

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  www.syntrio.com 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!

 

Happy Holidays – Will You Accept Service?

When it comes to human resources ethics and compliance issues, perhaps no event on the work calendar is as controversial or stress-filled as the office holiday party. Once a spectacle of corporate excess and consumption, many companies have chosen to eliminate the grandiose holiday party altogether, both for economic reasons and due to the many risks that are inherent in providing employees with the opportunity to get together (likely around alcohol) at a company-sponsored event.

As most companies do not want to be seen as anti-holiday cheer, forward thinking businesses are conducting workplace harassment and discrimination training courses. Although your 2014 holiday party has either already occurred or will (likely) occur this weekend, it is never too late to train your managers on the core principles discussed below as they apply to the other 11 months of the year.

Religious Discrimination Issues

One of the most common forms of compliance issue stemming from a holiday party involves religious discrimination. The holidays are fraught with heightened employee sensitivities. These issues become worse when the company “Christmas Party” or “tree decorating ceremony” become offensive to an employee of a particular faith. From a management perspective you may feel as though you are placating the majority, but that sort of thinking is exactly what the discrimination laws were enacted to avoid.

Religious discrimination is one of the trickier areas of employment law. For this reason it is of the utmost importance that your party be known as a “holiday” celebration with neutral decorations and theme. Better yet, invite employees to bring in decorations for display that represent their faith and display a diverse range of ethnic and cultural décor to show the company’s commitment to diversity.

Some Employees Take Holiday Cheer too Far

There are countless stories of workplace harassment occurring at office holiday parties. Frequently the precursor to unacceptable behavior is excessive consumption of alcoholic beverages at the holiday party. It is very important that you stress to your managers and employees that harassment is not tolerated, and that consumption of alcohol at the event must be done responsibly. Indeed, holiday parties breed claims of harassment from both men and women, and can occur at any time. Remind employees that the holiday party is a work event and that there is an anti-harassment policy in place. Perhaps most importantly, managers and executives should practice what they preach and avoid excessive consumption of alcohol.

When the Party is Over it’s Over

In addition to harassment at the party, nothing good ever happens at “unofficial” after parties hosted by management, either at their house or at a bar (even if the bar is at the event venue). After parties, while often well-meaning, lead employees to feel pressured to participate or excluded if they are not invited. Indeed, a certain breed of “bro” or “bro-ette” employee is usually in attendance at these events, which frequently become debaucherous and a breeding ground for harassment and other illegal activity. They simply are not a good idea. Make no mistake, claims against the company can arise from “after-parties,” and the results can be disastrous. For a variety of reasons this is most definitely a practice to prohibit.

Syntrio Can Train Managers to Avoid Holiday Party Pitfalls

Maintaining a positive company culture and avoiding compliance traps is a fine line. Syntrio can help train your managers on the nuances of the law that will help formulate an effective policy for use at holiday parties and throughout the year. Contact www.syntrio.com for more information and remember to follow us on Twitter, Google Plus and LinkedIn for daily updates on employment law and compliance that impact your business!

 

California Legislation Affecting Employment Law in 2015: A New Year Brings New Challenges for Employers

In the fall of 2014 California Governor Jerry Brown signed several new laws into law that will go into effect on January 1, 2015. Many of these laws directly and/or indirectly impact employment law in the State. The following paragraphs provide a brief primer on the new legislation and how each impacts management. As always, Syntrio provides detailed management and employee training, and can assist your business in complying with all state and federal employment laws.

Assembly Bill 2053 – California’s Anti-Bullying Law

Assembly Bill (“AB”) 2053, adds a new educational requirement to the existing training required by Assembly Bill 1825 (commonly known as California’s Harassment Training Law). As you are most likely aware, California employers with 50 or more employees are required to conduct at least two hours of sexual harassment training for supervisors once every two years. AB 2053 requires employers who are subject to the sexual harassment law to continue complying with the requirements of the law, but must also “include prevention of abusive conduct as a component of the training and education . . .” Under the new California law, managers and supervisors must be trained to recognize and prevent abusive behavior in the workplace.

What is “abusive” conduct?

AB 2053 defines “abusive conduct” as “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.” According to the law, abusive conduct may include repeated verbal abuse, such as the use of derogatory remarks and insults; or physical conduct that a reasonable person would find threatening, intimidating, or humiliating. Important to note, the law states that a single act does not constitute abusive conduct, unless the isolated incident was “especially severe and egregious.”

Does AB 2053 Create a New Cause of Action for Bullying in the Workplace?

Nothing in the new law outlaws abusive conduct in the workplace. However, from an employee morale perspective this type of behavior can have a negative impact on employee productivity and is therefore discouraged. Further, it is impossible to predict what further amendments will take place in the coming months and years with respect to outlawing bullying in the workplace. It is safe to say that AB 2053 could be a precursor to such legislation in California.

Assembly Bill 1443 – Prohibiting Discrimination Against Unpaid Interns

The days of “taking it out on the intern” are over, as AB 1443 goes into effect on January 1, 2015. This law amends the Fair Employment and Housing Act (“FEHA”), and prohibits employers from discriminating against individuals in protected classes with respect to the “selection, termination, training or other terms” for unpaid internships. AB 1443 also prohibits employers from harassing unpaid interns (sexually or otherwise) and makes employers liable for harassment of unpaid interns by non-employees if an employer knew or should have known of the conduct but failed to take corrective action.

AB 1443 also prohibits employers from taking adverse action against unpaid interns based on religious beliefs, and employers must provide reasonable accommodation for religious observance unless doing so would pose an undue hardship. In short, the new law requires employers to treat unpaid interns as employees for the purposes of discrimination and harassment. Unrelated to this law, but still extremely important are the many wage and hour issues that can arise from having unpaid interns working at your business. It is a practice that is ripe for litigation, and AB 1443 only adds causes of action to an already popular category of individual for employment litigation.

AB 1660 Requires California Employers to Be Careful With Assumptions About Current and Prospective Employees

AB 1660 amends the FEHA to prohibit discrimination against an employee who presents a driver license issued to them under AB 60, which allows illegal immigrants to obtain a driver license even though the individual does not have the legal right to work in the United States.

Although this law is in direct conflict with employer obligations under the Federal Immigration law, it essentially means that although individuals must have the right to work in the US, they cannot be singled out at the application or hiring process and employers cannot assume they do not have the right to work in the US just because they have one of these driver’s licenses. Therefore, California employers must be especially careful when interviewing or hiring or in any situation in which a current or prospective employee may need to show the employer his or her driver’s license.

AB 1792 Prohibits Discrimination Based on Employee Receipt of State Funds

AB 1792 prohibits discrimination and retaliation against employees who are recipients of public assistance, specifically the Medi-Cal program. This portion of AB 1792 is a direct reaction to another provision in the bill that requires state agencies to prepare and publish a list of the 500 top employers with the most Medi-Cal recipients (“employer” defined as having 100 or more employees on Medi-Cal). Because the state is afraid that employers will select individuals for layoff or termination to avoid making this list they have included Medi-Cal recipients as protected individuals under state law.

SB 967 – California’s “Yes Means Yes” Law

SB 967 amends the California Education Code to require schools receiving state funds to uphold an affirmative consent standard in disciplinary hearings and to educate students about the standard. This new law attempts to reduce the gray area in sexually violent crimes in an effort to reduce such misconduct from occurring.

Under SB 967, consent is to be defined as “affirmative, unambiguous, and conscious decision by each participant to engage in mutually agreed-upon sexual activity.” Further, the law requires affirmative training of both students and faculty about affirmative consent, including all incoming students as part of orientation. Institutions that receive state funding will need to begin conducting training under this law, and should do so in conjunction with requirements set forth by the Campus SaVE Act, which went into effect in Fall 2014.

Syntrio, Inc. specializes in providing Ethics and HR compliance training. Contact us today at 888-289-6670 for a discussion on how we can help you and your business. Additionally, for regular updates on HR and ethics issues that may impact your business, follow Syntrio on Twitter, Google Plus and LinkedIn.