I sight tim-dimoff_investigating workplace bullying ppt


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In this webinar, Timothy Dimoff will discuss the steps involved in investigating claims of workplace bullying and cyber-bullying. What is considered bullying and how can an investigator or HR practitioner determine whether a behavior is bullying or just plain rudeness?

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I sight tim-dimoff_investigating workplace bullying ppt

  1. 1. Investigating Workplace Bullying Tim Dimoff, SACS Security and Consulting Services
  2. 2. What is Workplace Bullying? Definition Repeated unreasonable actions of an individual(s) directed towards an employee(s), which are intended to: •Cause Health Risks •Intimidate •Degrade •Humiliate •Undermine According to Washington State Department of Labor & Industries According to Washington State Department of Labor & Industries
  3. 3. What is Workplace Bullying? Includes •Verbal Abuse •Spreading Gossip/Lies •Threatening Behavior •Humiliation •Work Inferences/Sabotage •Persistent Criticisms of Employees’ Work. •Insulting Workers’ Habits, Attitudes or Personal Lives. •Reminding Employees of Mistakes
  4. 4. Rude, Mean or Bullying? Rude Behavior: Characteristics: Inadvertently saying or doing something that hurts someone else. Spontaneous Unplanned Inconsideration Based on Thoughtlessness Poor Manners Narcissism When the behavior is looked at on it’s own, it may appear as an element of bullying.
  5. 5. Rude, Mean or Bullying Mean Behavior: Characteristics: Purposefully Saying or Doing Something to Hurt Someone Once (Maybe Twice) Spoken in Anger Unlike Rude Behavior, Mean Behavior Aims to Hurt or Depreciate Someone Sometimes Regretted in Short Order Impulsive
  6. 6. Rude, Mean or Bullying Bullying Behavior: Types: • Entails 3 Key Elements • Physical Aggression – An Intent to Harm – A Power Imbalance – Repeated Acts/Threats of Aggressive Behavior • No Sense of Regret or Remorse • Verbal Aggression • Relational Aggression • Cyberbullying • May Not be Obvious to Others
  7. 7. Often Unreported • 80% of managers admitted that they know that bullying occurs in their workplace • 44% of employers do not have a bullying policy
  8. 8. Investigation Process Step One: Acknowledge the Types of Abuse That May Have Taken Place: – – – – – – – Emotional Abuse Verbal Abuse Humiliation Threatening Behavior Unfair Work Practices Physical Threats Sabotage, etc.
  9. 9. Investigating Step Two: Identify the Hazard Establish whether workplace bullying or harassment actually took place, and if there is a potential for the bullying to continue. • Review patterns of absenteeism, sick leave, staff turnover, grievances, injury reports and other such records to establish any potential verification of reported complaint.
  10. 10. Investigating Step Three: Interview the Potential Victim Interview potential victim and document all facts, names of witnesses, etc. • Determine privately with those affected, the specific behaviors & circumstances that may have caused the workplace bullying.
  11. 11. Investigating Step Four: Interview the Accused Interview the accused & document all facts, names of witnesses, etc. • Look for verifying facts to prove/disprove the accusations.
  12. 12. Investigating Step Five: Assess the Risk Assess the likelihood of the behaviors continuing to affect the health, safety and welfare of the potential victim and other employees.
  13. 13. Investigating Step Six: Establish Expectations Develop and implement strategies to control & minimize the situation from continuing or escalating. • • • Consult all parties to cease & desist all forms of negative behavior Establish expectations of appropriate behavior Establish consequences for inappropriate behavior
  14. 14. Investigating Step Seven: Finalize Investigation Review all facts of the case and all statements provided during investigation. • • • • • Attempt to determine the validity of the complaint. Advise all parties not to discuss this investigation and to refrain from any type of negative behavior. Finalize written report Meet with appropriate people Determine course of reprimand if there is a guilty party
  15. 15. Recap Employers Investigate claims of workplace bullying – Identify the hazard – Identify the behaviors – Interview the potential victim & accused – Assess the risk – Control the risk – Evaluate & review the process It is YOUR Responsibility as the Employer to Resolve the Situation
  16. 16. Questions and Answers If you have any questions that haven’t been addressed, please submit them now.
  17. 17. Thank-you for participating If you have any questions, please feel free to email them to: Timothy Dimoff email@emailaddress.com Joe Gerard, Vice President Marketing and Sales j.gerard@i-sight.com