The document discusses the issue of workplace bullying, defining it as health-harming mistreatment that includes verbal abuse and intimidation. It highlights the prevalence of bullying in the U.S., the significant costs it incurs for employers, and the general lack of effective responses from companies. The document also advocates for legislative action to establish anti-bullying laws, citing that 64% of surveyed individuals support such measures.

1. There’s Gonna Be A Law! Workplace Bullying The Campaign to Enact the anti-bullying

2. WBI Definition Work•place Bul•ly•ing n verbal abuse, or threats, intimidation, humiliation, or work interference, sabotage, or exploitation of a known vulnerability, or a combination of any repeated, health-harming mistreatment by one or more people of an employee by:

3. 2010 U.S. Workplace Bullying Survey THE SECOND RESPRESENTATIVE STUDY OF ALL ADULT AMERICANS

4. U.S. Prevalence WBI U.S. Natl 2010 50% No Experience 9% Current 15% Witnessed Only 26% Been Bullied

5. WBI U.S. Natl 2010

6. Bullying of Men & Women by Women & Men 38% 62% WBI U.S. Natl 2010

7. Bullying Worsens in Tough Times 27 % MORE Abusive 67 % Unchanged 5 % Less WBI Summer 2009

8. It ’ s True -- Most Bullies Are Bosses Bosses 72% CWs 18% Bottom Up 10% WBI U.S. Natl 2007

9. Retaliation 37% Who Is Targeted? WBI U.S. Natl 2007

10. Retaliation 37% $$$ Impact on Organizations

11. Tangible Employer Costs Turnover and Replacement Costs Absenteeism, Presenteeism Fatigue-Caused Errors & Accidents Fouled Team Productivity Litigation/Arbitration/Settlement Expenses Workers Comp / Disability

12. Estimating Employer Costs 9% of workforce is currently bullied 66% of women targets lose jobs Bullying accounts for 6% preventable workforce loss

13. Replacement = 2 x salary To replace a $50,000 salaried worker costs $100,000 Assume a staff of 100 at that pay rate

14. Due to bullying, 6 people are lost Cost to replace is $600,000 Is this an affordable cost?

15. Retaliation 37% BULLIES ARE TOO EXPENSIVE TO KEEP! A rational, evidence/data-based truth

16. U.S. Employers’ Response to Bullying

17. Employers Mostly Ignore It WBI U.S. Natl 2007

18. Bullies Bully with Impunity No consequences 54% Rewarded 28% Investigated 14% Punished/Terminated 4% WBI Labor Day 2009

20. The Comprehensive Program to Prevent & Correct Workplace Bullying

21. Assess Pre-Change Prevalence Collaboratively Create an Anti-Bullying Policy Design Enforcement Procedures applicable to all Train a Peer Expert Team Educate everyone -- Board to Temps Incorporation, Integration & Impact Evaluation © 2010 Work Doctor®, Inc.

23. Retaliation 37% There Oughta Be a Law!

24. Laws Dictate Compliance Laws POLICIES ENFORCEMENT Prevention & Correction

25. Current Anti-Bullying Laws Sweden: Victimisation At Work, 1994 France: Modernisation At Work, 2002 UK: Harassment ( ’ 97) & UN-HR Covenants Australia: 1997 onward Canada: Quebec ( ’ 04), Sask ( ’ 07), Federal ( ’ 08), Ontario ( ’ 10), Manitoba ( ’ 11) Victoria, Australia -- CRIMINAL ( ’ 11) U.S.: nothing, 0, zip, nada

26. Retaliation 37% Support for a Law? WBI U.S. Natl 2010 Support 64% Oppose 24% No Opinion 12%

27. Introduced in 21 States since 2003 The U.S. Anti-Bullying Legislative Campaign

28. It will be unlawful to subject an employee to an ‘ abusive work environment ’

29. Abusive conduct is malicious, repeated mistreatment (verbal abuse, threats, intimidation, humiliation, work sabotage, exploitation of a known vulnerability) that results in demonstrable health harm or negative employment decisions

30. Affirmative Defensives for Good Employers • Right to discipline poor performers • Right to terminate for illegal activity • No vicarious liability when policy & enforcement procedures in effect and are used

31. Right to Sue Individual Bullies

32. The National Grassroots Campaign

33. Status of the HWB in Massachusetts: House Bill 2310, filed by Representative Ellen Story Senate Bill 916, filed by Senator Katherine Clark Heard before the Joint Committee on Labor and Workforce Development, July 14, 2011. Contact your State Representative and State Senator and ask them to support H.2310/S.916 (The Healthy Workplace Bill!