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State of Iowa
Violence-Free Workplace
Training for
Clerical Bargaining Unit Members
and Their Supervisors
Summer 2014
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AFSCME:Susie Baker
Julie Ann Beddow
Shelly Hill
Cathy Pearson
James Thompson
Introductions of Trainers
Management:
Michelle Byers
Therese Callaghan
Lisa Frush
Mark Rowe-Barth
3
Learn about the origin of this training
Define bullying, mobbing, harassment and violence
Review state and UNI policies and procedures regarding a Violence Free Workplace
Discuss workplace violence issues
Recognize inappropriate behavior
Clarify employee/management responsibilities and reporting
Training Objectives
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Origin of this Training
During contract negotiations between
the State and AFSCME
the parties agreed to provide training
to clerical bargaining unit employees
and their supervisors.
Quiz
1. Workplace bullying can include repeated mistreatment,
sabotage by others that prevents work from being done efficiently or effectively, verbal abuse, threatening conduct, intimidation, and humiliation.
What percentage of American workersdo you think are affected?
a. 15% of American workers have been bullied at work; 25% of adult Americans are affected by it – as targets or witnesses OR
b. 35% of American workers have been bullied at work, 50% of adult Americans are affected by it – as targets or witnesses OR
c. 1% of American workers been bullied at work; 5% of adult Americans are affected by it – as targets or witnesses 5
Source: AFSCME Women’s ConferenceSeptember 2013, Denver, Colorado
Quiz Results
35% of adult American workers have been bullied at work
50% of adult American workers are affected by it – as targets or witnesses
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Quiz Continued
2. Who are the bullies?
a. Bosses ___
b. Peers/co-workers with same status ___
c. Peers/co-workers with lower status ___
9% 18% 73%
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Source: AFSCME Women’s ConferenceSeptember 2013, Denver, Colorado
Quiz Results
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73%
18%
9%
Who arethe
bullies?
Peers/coworkers with the same status
Peers/coworkers with lower status
Bosses
Quiz Continued
3. Targets of bullying are most frequently:
a. African-Americans ___ c. White ___
b. Hispanics ___ d. Asian-American ___
14% 34% 39% 40%
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Source: AFSCME Women’s ConferenceSeptember 2013, Denver, Colorado
Quiz Results
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Who arethe
bullies?
Targets of bullying are most frequently:
African-Americans 40%
Whites 34%
Hispanics 39%
Asian-Americans 14%
Quiz Continued
4. What percentage of the time is the target and their bully in the same group (for example worker to worker, boss to boss):
a. 5% of the time targets are in the same group as their bully OR
b. 15% of the time targets are in the same group as their bully OR
c. 57% of the time targets are in the same group as their bully
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Source: AFSCME Women’s ConferenceSeptember 2013, Denver, Colorado
Quiz Results
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57% of the time targets are in the same group as their bully
Quiz Continued
5. What are the most common gender pairings in bullying situations?
a. male-male ___ c. male-female ___
b. female-female ___ d. female-male ___
8% 28% 30% 34%
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Source: AFSCME Women’s ConferenceSeptember 2013, Denver, Colorado
Quiz Results
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Male-Male 34%
Female-Female
30%
Male-Female 28%
Female-Male
8%
Most common gender pairings
Definitions
What is Mobbing, Bullying & Workplace Violence?
Bullying Defined
Unwanted
Repeated
Negative
Offensive
Hurtful
Malicious
Cruel and/or mean-
spirited behavior
Leads to isolation,
alienation, exclusion,
and/or separation from
others
Creates a highly
stressful workplace.
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Mobbing is a ‘ganging up’ on someone to
alienate or force the person out through
the use of rumor, innuendo,
discrediting, humiliation, isolation,
and intimidation.
It is a group bullying process that occurs
repeatedly over a period of weeks, months,
or even years. 17
Mobbing Defined
Harassment Defined
Conduct that is unwelcome,
severe or pervasive that is based
on a protected class.
Includes communications without legitimate purpose
and in a manner likely to cause the other person
annoyance or harm.
(Iowa Code section 708.7) 18
Relevant Policies
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State of Iowa
SECTION 9.70 VIOLENCE-FREE WORKPLACE POLICYVIOLENCE-FREE WORKPLACE POLICY
Violence Defined
Violence is any act which is intended to intimidate, annoy, or alarm another person; or any act which is intended to cause pain or injury to, or which is intended to result in physical or personal contact which will be insulting or offensive to another, coupled with the apparent ability to execute the act.
(Iowa Code sections 708.1 and 708.7)
Violence-Free Workplace Policy
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Employees are prohibited from making threatening or intimidating statements or engaging in threatening or intimidating behavior directed to another employee, supervisor, manager, vendor, customer, student or client.
Employees are prohibited from engaging in harassment of another employee, supervisor, manager, student, vendor, customer, or client in accordance with:
State of Iowa's Equal Employment Opportunity, Affirmative Action, and Anti-Discrimination Policy
UNI’s Equal Opportunity Policy, Affirmative Action Policy, Discrimination and Harassment policy and Violence-Free Campus policy.
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Employees shall cooperate fully with all appropriate individuals related to:
This policy,
The investigation and prosecution of criminal acts, and
The pursuit of any civil remedies in order to create and maintain a violence-free workplace.
Violence-Free Workplace Policy
UNI Policy 7.10 - Violence Free Campus
The current University Violence-Free Campus policy (7.10) was created in 2011 and is currently being revised to include language specific to bullying and will eventually be posted for comment and subsequently finalized.
Currently says:– Violence impedes the goal of providing a safe living,
learning, and working environment. Violence is contrary to the mission of the University and will not be tolerated. The term “violence” as used and defined in this policy includes violent acts, threats or implied threats of violence, and intimidation (verbal or physical acts which frighten or coerce), including those acts conducted via technology.
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Intent of Policies
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The State of Iowa and UNI are committed to a violence-free workplace, and our goal is to prevent violence in the workplace.
All officials, managers, supervisors, and employees will treat each other with courtesy, dignity, and respect.
Threats, intimidation, harassment, or acts of violence will not be tolerated.
Intent of Policies Continued
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The State of Iowa and UNI are committed to:
– Preventing the potential for violence in the work environment.
– Reducing the negative consequences for employees who experience or encounter violence.
– Maintaining a work environment of respect and positive conflict resolution.
What Type of Conduct is Considered Bullying?
Ridiculing someone in front of others
Negative rumors
Outbursts of anger
Use of derogatory names
The "silent" treatment
Yelling or screaming
Aggressive eye contact
Withholding of necessary information
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Remedies for Violations of Policy
Employees found in violation of these
policies will be subject to disciplinary
action up to and including termination
of employment.
Recognizing Inappropriate Behavior
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Inappropriate Behavior
Unwelcome name-calling
Obscene language
Intimidation through direct or veiled threats
Property damage or destruction
List is not all inclusive
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Inappropriate Behavior
Throwing objects in the workplace
Physically intimidating others:
– Obscene gestures
– “Getting in your face”
– Fist-shaking
– List is not all inclusive
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Inappropriate Behavior
Physically touching another employee in an intimidating, malicious, or sexually
harassing manner…
• Kicking
• Pinching
• Grabbing
• Pushing
• Hitting
• Slapping
• Poking
• Flicking
List is not all inclusive
How does it start?Why do people engage in bullying
or join in mobbing?
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How Does It Start?Why Do People Engage in Bullying or
Join In (Mobbing)?
Want to be accepted Afraid of becoming a target Don’t see the target as a person Don’t understand the misery they cause Think they’re doing the right thing Think it doesn’t matter Don’t know how to stop it Don’t think for themselves Get caught up in the “power-trip” of the situation Follow the “leader” and do things usually would not do
Things You Can Do To Stop Bullying/Mobbing As It Begins
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1. When you have concerns with someone, talk with that person directly, privately, and in a professional way.
2. If someone talks to you about a co-worker, encourage him/her to enact #1 and/or tell him/her you do not want to talk about that co-worker without him/her present.
3. People sometimes use jokes to take shots at others and then say there was no ill intent. Don’t participate in jokes at others’ expense and ask the person to stop.
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Tips for Minimizing Violence
Project calmness and be a good listener
Acknowledge the other person’s feelings
Avoid arguing
If a person’s behavior starts to escalate beyond your comfort zone and you’re concerned about physical harm, withdraw from the situation and seek assistance.
Consider VIDS training conducted by Public Safety - www.vpaf.uni.edu/pubsaf/vids.shtml
Reporting WorkplaceViolence
… It is Everyone’s Responsibility!
What Are Your Responsibilities?
An employee who is the victim of workplace violence shall report the incident immediately in accordance with the procedures established by UNI’s policy.
An employee witnessing workplace violence or the potential for such violence directed at another person or property of the state shall report such incidents in accordance with the procedures established by UNI’s policy.
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Filing a Report Can file complaint many ways:
– Your direct supervisor or someone in your department’s chain of command
– Human Resource Services– Office of Compliance & Equity Management– Threat Assessment Team member– Public Safety– Board of Regents – President, American Federation of State,
County, and Municipal Employees, Iowa Council 61
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Responsibility to Report EVERYONE has a responsibility to report violent
behavior or threats… failure to do so can have consequences…
– The behavior could escalate.– The “victim” employee could feel forced out
of their job, performance can be impacted, can become depressed, etc.
– It appears that YOU support those who are harassing, intimidating, picking on another employee.
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Why Do People Not Make A Report?
The behavior is taken for granted
Unaware of policies
Lack of confidence
Unaware of the importance of reporting
Unaware of behaviors that indicate a potential of violence
Fear of retaliation or confrontation
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Employee Responsibility
Be familiar with workplace violence policies.
Recognize and report inappropriate behavior.
Conduct yourself in a manner that will minimize and defuse potentially violent situations.
Cooperate fully in an investigation of complaints in order to create and maintain a violence-free workplace.
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Management Responsibility
Take all complaints seriously.
Recognize and address inappropriate behavior.
Investigate complaints.
Inform employee regarding status of
investigation.
Maintain confidentiality to the extent possible.
Avoid taking retaliatory action.
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Reporting… You don’t have to be noisy or brave, just report it!
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Recap of Filing a Report Inform supervisor – verbal or written
(UNI form in development)
If the matter involves your direct supervisor – bypass. Go to next person in your chain of command.
Want to go outside your Department?
Go to:– Director of HRS or HRS Employment Manager– Office of Compliance & Equity Management– Threat Assessment team member– President, American Federation of State, County,
and Municipal Employees, Iowa Council 61– Board of Regents
*Be prepared to share your name – anonymous complaints are difficult to investigate*
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Confidentiality
Confidentiality and safety of all parties will be
protected to the greatest extent possible. However,
legal obligations may require management to take some
action once it is made aware that violence has occurred
or is threatened, even when an alleged victim
is reluctant to proceed.
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Employee Assistance Program
A supervisor can make employees aware of EAP when an employee is experiencing difficulty coping with work or personal concerns.
Employees may get additional information from their supervisor or contact EAP directly.
– Employee & Family Resources (EFR)
800-327-4692 (800-IOWAEAP)
or EFR web form link at
www.uni.edu/hrs/eap
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Resources
State of Iowa Violence Free Workplace Policyhttp://das.hre.iowa.gov/info-employees.html
UNI Violence Free Campus Policyhttp://www.uni.edu/policies/710
Employee Assistance Program (EAP)www.uni.edu/hrs/eap/
UNI Police273-4000 or call 911
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State of IowaViolence-Free Workplace
Thank You!
