Workplace Bullying
Workplace Bullying Prevention Training for Employees and Supervisors
| SKU | Course Name | Categories | Tags | Price | hf:tags | |
|---|---|---|---|---|---|---|
| 0697 | Workplace Bullying and Disruptive Behavior - 1 Hour | Nursing CE, Compliance, NHA, Speech Language Pathology Audiology, Unlimited Dental CE, Unlimited Nursing CE, Workplace-Bullying | Alabama, Alaska, Arizona, Arkansas, California, Colorado, Connecticut, Delaware, District of Columbia, Florida, Georgia, Hawaii, Idaho, Illinois, Indiana, Iowa, Kansas, Kentucky, Louisiana, Maine, Maryland, Massachusetts, Michigan, Minnesota, Mississippi, Missouri, Montana, Nebraska, Nevada, New Hampshire, New Jersey, New Mexico, North Carolina, North Dakota, Ohio, Oklahoma, Oregon, Pennsylvania, Puerto Rico, Rhode Island, South Carolina, South Dakota, Tennessee, Texas, Utah, Vermont, Virginia, Washington, West Virginia, Wisconsin, Wyoming | $10.00 | alabama alaska arizona-course arkansas california-course colorado connecticut delaware district-of-columbia florida-course georgia hawaii idaho illinois indiana iowa-course kansas kentucky louisiana maine maryland-course massachusetts-course michigan minnesota-course mississippi missouri montana nebraska nevada new-hampshire new-jersey new-mexico north-carolina north-dakota ohio oklahoma oregon-course pennsylvania puerto-rico rhode-island south-carolina south-dakota tennessee texas utah vermont virginia washington west-virginia wisconsin-course wyoming |
Bullying occurs in all sectors of health care and is a significant, under-reported occupational health and safety issue. Bullying has a profound effect on targets, witnesses, clients, health-care organizations and bullies themselves. Harassment and bullying can impact an employee’s psychological safety and the overall psychological health and safety of the employees. Unaddressed aggression or unresolved conflicts among co-workers have the potential to escalate into a crisis in the workplace. Zero-tolerance for workplace violence policies exist, however, these policies are often not enforced. It’s up to everyone in the organization to acknowledge that bullying is unacceptable, recognize bullying behavior, and work to prevent it. This course is designed to assist staff recognize and successfully deal with workplace bullying.Â
Topics include:
- Describe what constitutes workplace bullying.
- Describe the prevalence of workplace bullying.
- Describe the examples of bullying.
- Describe corporate/institutional bullying.
- Recognize and respond to factors that increase the risk for bullying behavior.
- Discuss the impact of bullying on people and organization.
- Understand the difference between bullying from harassment
- Discuss preventative measures that employee and organization can take to promote a safe and secure work environment.
- Outline elements of a bullying prevention program and barriers to its effectiveness.
- Discuss effective institutional and employer initiatives to reduce workplace bullying.
- Describe disruptive behavior in healthcare
- Discuss effective institutional and employer initiatives to reduce disruptive behavior.
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For more information, please visit https://www.stopbullying.gov/ A federal government website managed by the U.S. Department of Health and Human Services.
State Law Trends: Legislatures in 29 states have introduced workplace anti-bullying bills in recent years, according to the Healthy Workplace Campaign. To date, neither federal law nor the law of any state prohibits workplace bullying outright. Although a number of states have considered anti-bullying legislation, none has yet to pass such a law. That doesn’t necessarily mean bullying is legal in every situation, however. Bullying is illegal when it violates federal or state laws prohibiting discrimination and harassment in the workplace. These laws protect employees from harassment based on protected characteristics, such as race, color, national origin, religion, sex, age, or disability. If a workplace bully is targeting an employee based on a protected characteristic, that could qualify as illegal harassment. The employee would have a hostile work environment claim, if the unwelcome conduct is severe or pervasive enough that a reasonable person would find it to be offensive, hostile, or abusive.
