State of Iowa Violence-Free Workplace - PowerPoint Presentation

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State of IowaViolence-Free Workplace

Training forClerical Bargaining Unit Membersand Their SupervisorsSummer 2014Slide2

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AFSCME:

Susie BakerJulie Ann BeddowShelly HillCathy Pearson James Thompson

Introductions of Trainers

Management:

Michelle Byers

Therese Callaghan

Lisa

Frush

Mark Rowe-BarthSlide3

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Learn about the origin of this training

Define bullying, mobbing, harassment and violenceReview state and UNI policies and procedures regarding a Violence Free WorkplaceDiscuss workplace violence issuesRecognize inappropriate behaviorClarify employee/management responsibilities and reporting

Training ObjectivesSlide4

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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. Slide5

Quiz

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?

15% of American workers have been bullied at work; 25% of adult Americans are affected by it – as targets or witnesses OR35% of American workers have been bullied at work, 50% of adult Americans are affected by it – as targets or witnesses OR

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% of American workers been bullied at work;

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% of adult Americans are affected by it – as targets or witnesses

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Source: AFSCME Women’s Conference

September 2013, Denver, Colorado Slide6

Quiz Results

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Quiz Continued

2. Who are the bullies? Bosses ___Peers/co-workers with same status ___Peers/co-workers with lower status ___

9% 18% 73%

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Source: AFSCME Women’s Conference

September 2013, Denver, Colorado Slide8

Quiz Results

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Who arethebullies?

Peers/coworkers with the same status

Peers/coworkers with lower status

BossesSlide9

Quiz Continued

3. Targets of bullying are most frequently: African-Americans ___ c. White ___Hispanics ___ d. Asian-American ___ 14% 34% 39% 40%

9Source: AFSCME Women’s ConferenceSeptember 2013, Denver, Colorado Slide10

Quiz Results

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Who arethebullies?Targets of bullying are most frequently:

African-Americans 40%

Whites 34%

Hispanics 39%

Asian-Americans 14%Slide11

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

ORb. 15% of the time targets are in the same group as their bully ORc. 57% of the time targets are in the same group as their bully

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Source: AFSCME Women’s Conference

September 2013, Denver, Colorado Slide12

Quiz Results

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57% of the time targets are in the same group as their bully Slide13

Quiz Continued5. 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% 13

Source: AFSCME Women’s Conference

September 2013, Denver, Colorado Slide14

Quiz Results

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Most common gender pairingsSlide15

Definitions

What is Mobbing, Bullying & Workplace Violence? Slide16

Bullying Defined

Unwanted RepeatedNegative OffensiveHurtfulMaliciousCruel and/or mean-spirited behaviorLeads 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.

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Mobbing DefinedSlide18

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)

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Relevant PoliciesSlide20

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State of Iowa

SECTION 9.70

VIOLENCE-FREE WORKPLACE POLICY

VIOLENCE-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)Slide21

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 PolicyUNI’s Equal Opportunity Policy, Affirmative Action Policy, Discrimination and Harassment policy and Violence-Free Campus policy. Slide22

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Employees shall cooperate fully with all appropriate individuals related to:

This policy,The investigation and prosecution of criminal acts, andThe pursuit of any civil remedies in order to create and maintain a violence-free workplace.

Violence-Free Workplace PolicySlide23

UNI Policy 7.10 - Violence Free CampusThe 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.Slide25

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. Slide26

What Type of Conduct is Considered Bullying?

Ridiculing someone in front of othersNegative rumorsOutbursts of angerUse of derogatory namesThe "silent" treatmentYelling or screamingAggressive eye contactWithholding of necessary information

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A Closer Look at BullyingVideo

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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. Slide29

Recognizing Inappropriate BehaviorSlide30

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Inappropriate Behavior

Unwelcome name-callingObscene languageIntimidation through direct or veiled threats

Property damage or destruction

List is not all inclusiveSlide31

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Inappropriate Behavior

Throwing objects in the workplacePhysically intimidating others: Obscene gestures“Getting in your face”Fist-shakingList is not all inclusiveSlide32

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Inappropriate Behavior

Physically touching another employee in an intimidating, malicious, or sexually harassing manner…KickingPinchingGrabbing

Pushing

Hitting

Slapping

Poking

Flicking

List is not all inclusiveSlide33

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 orJoin In (Mobbing)?Want to be acceptedAfraid 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 matterDon’t know how to stop itDon’t think for themselvesGet caught up in the “power-trip” of the situation

Follow the “leader” and do things usually would not doSlide35

Things You Can Do To Stop Bullying/Mobbing As It Begins

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When you have concerns with someone, talk with that person directly, privately, and in a professional way.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.

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.Slide36

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Tips for Minimizing Violence

Project calmness and be a good listenerAcknowledge the other person’s feelingsAvoid 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.shtmlSlide37

Reporting WorkplaceViolence

… It is Everyone’s Responsibility!Slide38

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 61Slide40

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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.Slide41

Permitting Is Promoting

Video

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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 confrontationSlide43

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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.Slide44

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Management Responsibility

Take all complaints seriously.Recognize and address inappropriate behavior.Investigate complaints.Inform employee regarding status ofinvestigation.Maintain confidentiality to the extent possible.Avoid taking retaliatory action.Slide45

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Reporting…

You don’t have to be noisy or brave, just report it!Slide46

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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*Slide47

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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. Slide48

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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 Slide49

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Resources

State of Iowa Violence Free Workplace Policyhttp://das.hre.iowa.gov/info-employees.html UNI Violence Free Campus Policy

http

://

www.uni.edu/policies/710

Employee Assistance Program (EAP)

www.uni.edu/hrs/eap/

UNI Police

273-4000 or call 911Slide50

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State of Iowa

Violence-Free Workplace

Thank You!