HRS HRS Overview Overview Workplace Workplace Issues Issues - - PDF document

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HRS HRS Overview Overview Workplace Workplace Issues Issues

Presented by: Human Resource Services August 2015

• WSU

U is c is committed to tted to main intain tainin ing g an an en environ vironment free from free from ac acts or th ts or threats of violen reats of violence, in e, includin uding g workplac workplace bullyin e bullying. g.

• Applic

Applicable to studen able to students, ts, fac faculty lty, staff, visitors, staff, visitors, volun volunteers an eers and all d all oth

• ther person

r personnel l wh while on ile on Un University property iversity property or

• r conduc

uctin ting Un University iversity business. siness.

• Retaliation

Retaliation is proh is prohibited an ibited and d may y form form independent independent grounds for grounds for taking appropriate taking appropriate correc rrective or ive or disc disciplin iplinary ac ary action tion.

Workplace place V Viole

• lence

ce and and Bully llying ing

WSU Business U Business Polic Policy and y and Proc Procedure edure (BPPM (BPPM 50.30) 50.30)

• Workplace bullying

rkplace bullying refers to refers to repea repeated ed, , un unreason reasonable ac able action tions of s of in individuals dividuals (or (or a a group) group) direc directed ed towards an employee towards an employee (or (or a group a group of

• f

em employees), ployees), wh whic ich in intim timidate, degrade, h date, degrade, humiliate, iliate,

• r undermine;
• r undermine; or
• r whic

which h crea eate a risk to te a risk to the health the health

• r safety
• r safety of the employee(s).
• f the employee(s).
• Workplac

rkplace e bullyin bullying often g often in involves an volves an abuse or abuse or misuse suse of power

• f power. Bullyin

Bullying beh g behavior c vior creates eates feelin feelings gs

• f d
• f defenselessness

fenselessness and and inju injustic stice in e in the target the target and and un underm dermin ines es an an in individual’ dividual’s s righ right to t to dign dignity ity at at work. work.

Workpl rkplace Issues e Issues

Workplac rkplace Bullying e Bullying Workplac rkplace Bullying e Bullying

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HRS assists HRS assists and and provides guidance provides guidance to to Employees, Managers Employees, Managers and and Appointing Appointing Authorities. Authorities.

Re Reporti rting Inci g Incide dents nts:

• Employees

ployees are are enc encourage to urage to contac ntact their t their super supervisor visor, manag , manager, Dean/VP Dean/VP

• Co

Cont ntact HR HRS

Workpl rkplace Issues e Issues

Workplac rkplace Bullying e Bullying Workplac rkplace Bullying e Bullying

Workpl rkplace Issues e Issues

Sc Scenario 1 enario 1 Sc Scenario 1 enario 1

Workpl rkplace Issues e Issues

Sc Scenario enario 1 1 – What hat do you do? do you do? Sc Scenario enario 1 1 – What hat do you do? do you do?

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Le Let’s cha s change Ha Hats:

Workplace Issue rkplace Issue

Bullying Behav Bullying Behavior

• r

Bullying Behav Bullying Behavior

• r

Wha What is often seen in workp is often seen in workplace e ca cases ses where where the co- the co- worker worker is is a a bully or who ha bully or who has bully-like s bully-like behavior; behavior; they they wa want nt to be to be like like other co-workers;

• ther co-workers; they wa

they want nt to bel to belong, ng, be be part part of

• f a te

a team, am, pe perf rform

• rm me

meani aningf gful ul work work, etc. . Th They just just ar are g goin ing ab about

• ut it

it in in an an in inappr appropr

• priate

ate an and unpr unprof

• fessional way.

essional way.

Workplace Issue rkplace Issue

Bullying Behav Bullying Behavior

• r

Bullying Behav Bullying Behavior

• r

Acco According to rding to Bully in lly in t the e Ivory T y Tower (Leah P. Hollis, ED.D) Bu Bullying a llying and d ha hara rassment a ssment are synonyms. e synonyms. Both Both are e belittling, demea belittling, demeaning trea ing treatmen tment that t that escalates over escalates over time. time. The ta The target is rget is often

• ften left in a

left in a position sition where where endu enduring ring the the ba bad d beha behavior vior is is a condition of work. condition of work. Ba Based sed on stu

• n study

y results results 45% of 45% of the women and 55% the women and 55% Af African rican American’s American’s rep reported be ta rted be targets rgets of a a bu bully. lly. In In 2011, 2011, EEOC reported EEOC reported 99, 99,947 complaints 947 complaints (all time high); ; 35% 35% were were ba based sed on ra

• n race;

ce; 28% 28% ba based on sed on gender; gender; and d 23. 23.5% age. 5% age. 36% 36% retaliation cases- retaliation cases- for r bring f bring forward rward a a complaint complaint

Workplace Issue rkplace Issue

Bullying Statistic Bullying Statistics Bullying Statistic Bullying Statistics

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Sign(s) Sign(s) to watc to watch h for and for and take ac take action: tion:

• Excessive criticism

Excessive criticism (appears different standards) (appears different standards)

• Belittling a

Belittling a per person’s

• n’s opinion
• pinion
• Keeping

Keeping a file of a file of mistakes mistakes or

• r falsely

falsely accu accusing sing

• Yelling, insu

Yelling, insulting, hu lting, humiliating, or miliating, or u using pr ing profanity

• fanity
• Socially

Socially singling singling ou

• ut
• Spreading destructive

Spreading destructive gossip and lies gossip and lies

• Failing to

Failing to stop the spr stop the spread of r ad of rumor mors

• Wor

Work sabotage (not per sabotage (not perfor

• rming

ming tasks tasks cr crucial ial to to another another's s success) success)

• Habit

Habit of taking

• f taking the cr

the credit for edit for wor work of other

• f others
• Blocking ability

Blocking ability for for tr training, aining, vacation, or vacation, or pr promotion

• motion

?? Wou ?? Would most people consider d most people consider the action u the action unacceptable?? acceptable??

Workplace Issue rkplace Issue

Inappropr appropriat ate and e and Bully-like Bully-like Behav Behavior

• r

Inappropr appropriat ate and e and Bully-like Bully-like Behav Behavior

• r

Bullyin Bullying g an and Harassin d Harassing Beh Behavior – vior – Is N s Not: t:

• Expressi

Expressing ng d differences fferences of

• f opi
• pinion;

n;

• Offerin

ffering c construc tructive tive feedbac feedback, guidan , guidance, , or advic

• r advice

e about work-related about work-related behavior; behavior;

• Reasonable ac

Reasonable action taken tion taken by by a a supervisor relating to supervisor relating to the manag the management ment of

• f an offi

an office; ce;

• Reasonable ac

Reasonable action taken tion taken to to manage an employee’s manage an employee’s perform performance, in e, initiatin itiating correc rrective ive an and/or d/or disc disciplin iplinary ac ary action tion.

Workplace Issue rkplace Issue

Bullying and Bullying and Harassing Harassing Behav Behavior

• r

Bullying and Bullying and Harassing Harassing Behav Behavior

• r
• Employees suffer low morale

Employees suffer low morale and and productivity productivity

• Shock, anger,

Shock, anger, feels frustrated or feels frustrated or helpless helpless

• Higher absenteeism

Higher absenteeism

• Panic or

nic or anxiety, anxiety, especially abou especially about t going going to to work work

• Higher turnover

Higher turnover

• Higher employee

Higher employee benefit benefit costs costs

• Clinical dep

Clinical depression ession

• Stress disorders

Stress disorders

• Increased

Increased employees out on FMLA employees out on FMLA

• Prob

Problems lems at home – at home – increased ncreased stress stress

Workplace Issue rkplace Issue

Harm t to Employee/Depa part rtment/ nt/Uni nive vers rsit ity Harm t to Employee/Depa part rtment/ nt/Uni nive vers rsit ity

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Workplace Issue rkplace Issue

Sc Scenario 2 enario 2 Sc Scenario 2 enario 2

• Recommend

Recommend the employee the employee tell the tell the person that the person that the behavior behavior is u is unacceptable and ask acceptable and ask them them to to stop. stop.

• Seek assistance

Seek assistance from from a supervisor or a supervisor or manager. manager.

• Supervisors

rvisors or

• r Managers m

rs must st rep report rt in incid cidents t s to HRS HRS.

• Seek assistance

Seek assistance from from the Ombuds the Ombuds office

• ffice
• Pr

Provi

• vide r

e resour sources ces

• Refer them to HRS

Refer them to HRS

Workplace Issue rkplace Issue

How c How can you assist? n you assist? How c How can you assist? n you assist?

The goal The goal of

• f reporting bullying

reporting bullying comp complaints to a su laints to a super pervisor isor is to is to resolve solve the issu the issue at the lowest level and as qu e at the lowest level and as quickly ickly as possible. as possible. Informal Complaint Informal Complaint Option(s): Option(s): 1. 1. Meet with Meet with a su a super pervisor isor and and seek seek advice on addr advice on addressing essing concer concern. n. 2. 2. Requ Request a su est a super pervisor isor inte intervene rvene on your behalf.

• n your behalf.

3. 3. Request an informal Request an informal meeting meeting wi with th the alleged the alleged offender and

• ffender and

your su super pervisor isor or

• r the

the alleged alleged offender’ ffender’s supervisor supervisor to discuss to discuss the concer the concerns. ns.

Workplace place B Bully llying ing

Inform rmal Com al Complaint laint Proc

• cess

ess Inform rmal Com al Complaint laint Proc

• cess

ess

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• Provide training
• vide training
• Departmental d

Departmental discussions scussions on

• n appropriate b

appropriate behavior havior

• Treat

Treat all all comp complaints seriou laints seriously sly and and take ap take approp

• priate

riate action promptly action promptly

• If

If necessary provide necessary provide “re-training” “re-training” to to su supervisor and pervisor and managers managers on how

• n how to handle

to handle complaints complaints or emerging

• r emerging

conflicts conflicts

• Perform departmental

Perform departmental assessments assessments

• Recommend Conflict

Recommend Conflict Resolution Resolution

Workplace Issue rkplace Issue

How c How can HR n HRS assist? S assist? How c How can HR n HRS assist? S assist?

Questio Questions ab s about t wo workplace b rkplace bullying llying?

Workplace Issue rkplace Issue

Workplac rkplace Bullying e Bullying Workplac rkplace Bullying e Bullying

While on University property or while While on University property or while conducting conducting University University business all employees business all employees are are prohibited from subjecting any prohibited from subjecting any individual individual to any violence any violence or t

• r threat

reat of

• f violence,

violence, including workplace bullying. including workplace bullying. Workplace V rkplace Violence

• lence Definition:

Definition:

Any Any physica physical a assa ssault, ult, thre threatening, or intimidating atening, or intimidating beha havior vior, or

• r abusive cond

usive conduct occurring in uct occurring in the the work setting. work setting.

Workpl rkplace Issues e Issues

Workplace V rkplace Violence

• lence Policy

Policy

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Reporting Incidents: Reporting Incidents:

• Review W

Review WPV Chec ecklist klist loc located ted on

• n:

:

– HRS S website – website – Safe Environment e Environment

• All em

All employees ployees are are expec expected ed to report in to report inciden dents s

• f violen
• f violence

e or

• r poten

potential violen ial violence. e. HRS HRS is respon is responsible for in sible for investigatin vestigating g th the in e inciden dent an and d recommending appropriat recommending appropriate e ac

• action. HRS reports
• tion. HRS reports

information information to to the Appointing Authority the Appointing Authority.

Workpl rkplace Issues e Issues

Workplace V rkplace Violence

• lence Policy

Policy

Emerging o erging or Po Potential Threat: tential Threat: a situation has the potential for becoming a situation has the potential for becoming vi viol

• lent over

ent over ti time. me.

• Call

Call WSU Police 509-335-8548 WSU Police 509-335-8548 OR OR 911 911

• Alert HRS

Alert HRS

• Alert Chair/Director

Alert Chair/Director and Dean and Dean

Workpl rkplace Issues e Issues

Workplace V rkplace Violence

• lence Definitions

Definitions Workplace V rkplace Violence

• lence Definitions

Definitions

Urgent / Urgent / Direct Threat: Direct Threat: there there is actual actual vi viol

• lent

ent behavi behavior towards a

• r towards a

person or property person or property, , where a person is being where a person is being threatened, threatened, or where i

• r where it appears

appears vi viol

• lent

ent behavi behavior

• r is l

likel kely to take pl y to take place, ace, such as a such as a verbal verbal al alter tercati ation. n.

• Isolate

Isolate or evac

• r evacuate

uate yourself & others yourself & others

• Call 911

ll 911

• Alert HRS

Alert HRS

• Alert Chair/Director

Alert Chair/Director and Dean/VP and Dean/VP

Workpl rkplace Issues e Issues

Workplace V rkplace Violence

• lence Definitions

Definitions Workplace V rkplace Violence

• lence Definitions

Definitions

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Workpl rkplace Issues e Issues

Sc Scenario 3 enario 3 Sc Scenario 3 enario 3

Workpl rkplace Issues e Issues

As a a co-worker

• worker, what

what do you do you do? do? As a a co-worker

• worker, what

what do you do you do? do?

Workpl rkplace Issues e Issues

Sc Scenario 4 enario 4 Sc Scenario 4 enario 4

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Workpl rkplace Issues e Issues

As a a super supervisor isor, what what do say do say to to Lily? ily? As a a super supervisor isor, what what do say do say to to Lily? ily?

Workpl rkplace Issues e Issues

Workplace V rkplace Violence

• lence

Workplace V rkplace Violence

• lence

Questio Questions ab s about t wo workplace vio rkplace violence? ence?

WSU WSU seeks to enhance seeks to enhance workplace safety by workplace safety by educating educating employees about domestic employees about domestic violence violence and its possible and its possible risks. risks.

• Domestic V

Domestic Violence

• lence Definition:

Definition:

Ab Abusive b usive beha havior tha vior that is is either physica either physical, sexua sexual, and/or psychological, in and/or psychological, intend tended ed to esta to establish a lish and maintain maintain control over a control over a partner or family family o

• r

household household member

• member. (RCW 26.50)

. (RCW 26.50)

Workpl rkplace Issues e Issues

Dom Domestic stic V Violenc

• lence Guidelines

Guidelines Dom Domestic stic V Violenc

• lence Guidelines

Guidelines

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Reporting Incidents: Reporting Incidents:

• Review W

Review WPV Chec ecklist klist loc located ted on

• n:

:

• HRS

S website – website – Safe Environment e Environment

• Alert your

Alert your supervisor supervisor

• Alert HRS

Alert HRS

• Call 911

Call 911 if if Urgent Urgent / Direct Threat / Direct Threat

HRS HRS is r is respo sponsib sible e for inv investig stigating the incid the incident nt and and reco recommend nding ing appro appropriate riate actio action to to area area Appointing Authority Appointing Authority.

Workpl rkplace Issues e Issues

Dom Domestic stic V Violenc

• lence Guidelines

Guidelines Dom Domestic stic V Violenc

• lence Guidelines

Guidelines

• A vic

A victim tim’s s workplace workplace is a partic is a particular ular target target becau cause e the ab the abuser er know she/he know she/he can can fi find nd her/hi her/his s vic victim tim.

• A vic

A victim tim’s s job job is is a particular a particular target for the target for the abuser abuser bec because it use it is both is both a perc a perceived an eived and d real loss of real loss of co cont ntro rol.

Workpl rkplace Issues e Issues

Dom Domestic stic V Violenc

• lence Guidelines

Guidelines Dom Domestic stic V Violenc

• lence Guidelines

Guidelines

When When a a Co Co-Wo

• Worker / Em

ker / Emplo ployee ee may y be a Victim a Victim:

• Encourage

urage to c to contac ntact t a c a community mmunity or

• r state agenc

state agency for in for inform formation ation, guidan guidance & support & support

• Encourage

urage to talk with to talk with Employee ployee Assistant Assistant Program Program (E (EAP AP) ) or HRS

• r HRS regardin

regarding wo g workplace related rkplace related concerns concerns

Workpl rkplace Issues e Issues

Dom Domestic stic V Violenc

• lence Guidelines

Guidelines Dom Domestic stic V Violenc

• lence Guidelines

Guidelines

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• DO NOT

DO NOT:

• Get overly involved

Get overly involved

• Pressure

Pressure employee employee to to disclose wha sclose what is is ha happening ppening

• Give specific

Give specific advice advice

• DO:

DO:

• Listen

Listen, support, support, and ref refer r

• Listen without jud

Listen without judging ing

Workpl rkplace Issues e Issues

When you en you bec become aware aware of

• f a

a co-worker

• worker

When you en you bec become aware aware of

• f a

a co-worker

• worker

Victim im: 26 year old : 26 year old fem female UW le UW em employee ployee

• She was

She was killed at killed at work on April 2, 2007 work on April 2, 2007

Post Break-up / Pre-incid Post Break-up / Pre-incident: nt:

• March 2007 broke up

March 2007 broke up with Of with Offender nder 41 41 years old years old

• Of

Offender nder called her lled her from pay

• m pay phones was

phones was on the r

• n the run
• Left threatening

Left threatening messages to messages to victim and her sister victim and her sister

• Stole a

Stole a revolver revolver from from a friend friend

• Ev

Evaded ser aded servic ice e on Or

• n Order

der of

• f Pr

Protec

• tection

tion

HR unaware: HR unaware:

• Victim received

Victim received dea death threa h threats

• Victim filed a

Victim filed a rep report & rt & a co copy of the Order the Order wa was s given given to University to University Police Police

Lesson(s) learned Lesson(s) learned

Workpl rkplace Issues e Issues

Do Domes mestic V Violen ence C ce Case Stud udy Do Domes mestic V Violen ence C ce Case Stud udy

Workplace Issue rkplace Issue

Do Domes mestic V Violen ence ce Do Domes mestic V Violen ence ce

Que Questi tions a

• ns about
• ut dome

domesti stic vi viol

• lence

ce in the in the wo workplace? rkplace?

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Call out ll out th the bully e bully Assess work environments Assess work environments Pay attention to Pay attention to warning warning signs signs Promote respec Promote respect Know W

• w WSU polic

U policies an ies and d proc procedures edures Trust y Trust your ur in instin stincts Be m Be mindful ful of y

• f your

ur surroun surroundin dings

Workpl rkplace Issues e Issues

Training R aining Review ew Training R aining Review ew

Hu Human Resou man Resource Serv ce Services es Un University O iversity Ombudsm budsman Offic Office for for Equal ual Opportunity Opportunity Employee Assistance Employee Assistance Prog Program ram

Univ University R ersity Resour sources Univ University R ersity Resour sources

Workpl rkplace Issues e Issues

If you wish to have your attendance documented in your training history, please notify Human Resource Services within 24 hours of today's date:

hrstraining@wsu.edu

This has been a WSU Training Videoconference

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HRS Contact HRS Contact Information Information

Human Re Human Resour source Se Servic ices

• Pullman:

Pullman: 509-335-4521 509-335-4521

• Spokane:

Spokane: 509-358-7554 509-358-7554

• Vancouver: 360-546-9587

Vancouver: 360-546-9587

• Tri-Cities:

Tri-Cities: 509-372-7470 509-372-7470

HRS website: HRS website: www.hrs.wsu.edu www.hrs.wsu.edu