Thanks to several high-profile news stories lately, your employees are becoming more aware of the pervasiveness of workplace bullying—plus the potential legal options that bullied workers can take.
Last month, the sports world was rocked by news that a Miami Dolphins football player quit the team because he was being mercilessly bullied by a fellow teammate. Lawsuits will soon be flying like the winter snow.
What’s this mean for HR? A Zogby survey reports that a shocking 35% of American workers say they’ve experienced bullying at some point in their careers.
While several proposals have been introduced, no federal or state laws specifically prohibit bullying in the workplace. Instead, employees typically seek redress under various common-law causes of action, including intentional infliction of emotional distress and negligent hiring or retention. Some bullied employees cite discrimination law, saying the bullying was due to their race, age or gender.
Online resource: It’s time to draft a clear policy that says bullying will not be tolerated in your workplace. Less than a third (28%) of employers have such a policy. Discover the eight steps to drafting a strong anti-bullying policy.
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