The Influence of Negative Workplace Gossip on Knowledge Sharing
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How to Recognize Workplace Bullying and Harassment
How to recognize Workplace bullying and harassment The Workers Compensation Act explains the rights and responsibilities of employers and workers as they relate to workplace health and safety. These obligations include preventing and addressing workplace bullying and harassment, as outlined in WorkSafeBC’s Occupational Health and Safety (OHS) policies D3-115-2, D3-116-1, D3-117-2. Under these OHS policies, employers must train supervisors and workers to recognize the potential for bullying and harassment in the workplace. Examples of bullying and harassment Definition Not all inappropriate, offensive, or disrespectful WorkSafeBC’s OHS policies use the conduct is bullying and harassment. The phrase “bullying and harassment” as a behaviour must be humiliating or intimidating single term, which: to be considered bullying and harassment. The (a) includes any inappropriate conduct following are some examples of behaviour or or comment by a person towards comments that might suggest bullying and a worker that the person knew or harassment is taking place: reasonably ought to have known • verbal aggression or insults; calling someone would cause that worker to be derogatory names humiliated or intimidated, but • vandalizing personal belongings (b) excludes any reasonable action taken • sabotaging someone’s work by an employer or supervisor relating to the management and direction of • spreading malicious gossip or rumours workers or the place of employment. • engaging in harmful or offensive initiation practices Intent does not determine whether the behaviour • physical or verbal threats (this could also is bullying and harassment. A person cannot constitute “violence” or “improper activity or excuse their behaviour by saying he or she did behaviour” under the Occupational Health and not intend it to be humiliating or intimidating. -
Whistleblower Protection Act
WHISTLEBLOWER PROTECTION ACT U.S. ELECTION ASSISTANCE COMMISSION OFFICE OF INSPECTOR GENERAL ProtectedProtected WhistleWhistle BlowingBlowing • An employee, former employee, or applicants for employment • Makes a disclosure which he/she reasonably believes evidences: – A violation of a law, rule, or regulation – Gross mismanagement – Gross waste of funds – Abuse of authority – Substantial and specific danger to public health or safety • To a supervisor, high ranking agency official or the Inspector General – Fraud, waste, abuse and mismanagement must be reported to the Inspector General Reprisal/RetaliationReprisal/Retaliation • Whistleblower Protection Act also prohibits acts of reprisal or retaliation for making a protected disclosure (see previous slide) • Reprisal or retaliation can include but are not limited to imposing or unreasonably refusing the following: – Adverse action or disciplinary action – Detail or reassignment – Appointment – Promotion – Decisions concerning pay, benefits or awards – Performance evaluations (positive or negative) • Act of retaliation should be reported to the OIG and/or EAC management – OIG can protect employees against retaliation and reprisal ProtectedProtected DisclosuresDisclosures • Violation of any law, • Gross mismanagement rule or regulation – More that a difference of – Need not involve a specific opinion type of waste, fraud or – Not simple negligence or abuse wrongdoing – Can include violations of – Management action or agency policy or procedure inaction that creates a – Must be a substantive -
Workplace Incivility: What Do Targets Say About It?
Workplace Incivility: What Do Targets Say About It? Priyanka V. Doshy Texas A&M University Jia Wang Texas A&M University Every year millions of people fall prey to workplace incivility. Although current literature attempts to discuss the nature of workplace incivility, its impact, outcomes, and solutions, researchers stated that further work is required to understand this complex phenomenon. Thus, the purpose of this paper was to understand how workplace incivility is manifested in organizations and ways in which targets cope with uncivil behaviors. Findings suggest that power dynamics, perpetrators intentions and personality, and lack of organizational policies play a huge role in inhibiting workplace incivility that result in targets facing detrimental consequences. Implications for research and practice are provided. INTRODUCTION Workplace incivility is steadily rising with the changing nature of work in the new millennium (Estes & Wang, 2008; Roscigno, Hudson, & Lopez, 2009). Every year millions of people fall prey to workplace incivility. Pearson and Porath (2009) reported that about one-fourth of the workers they polled in 1998 received rude treatment once or more in a week. By 2005 that number had risen to nearly half; about 95 percent reported experiencing incivility from their coworkers (Pearson & Porath, 2009). It is terrifying yet a reality that incivility prevails in all types of organizations, ranging from Fortune 500 companies, medical firms, government agencies, to national sports organizations, academia, and many other for-profit and non-profit organizations (Person & Porath, 2005). Researchers have conceptualized workplace incivility in various ways with an attempt to capture the complexity and intensity of the phenomenon. For instance, Rau-Foster (2004) described workplace incivility as “subtle rude or disrespectful behavior that demonstrates lack of regard for others” (p. -
Product Retrieval Procedures
PRODUCT RETRIEVAL PROCEDURES X-1 INDEX PAGE Overview 3 Analysis of FDA Recall Guidelines 4 A Product Retrieval Blueprint for Action 11 Food & Drug Regulations Title 21, Chapter 1 32 Subchapter A, Parts 7, 7.1 through 7.49 Method for Conducting Retrieval Effectiveness Checks 46 Published by Food and Drug Administration Example -- Corporate Retrieval Program 56 X-2 FOOD AND DRUG RECALL GUIDELINES OVERVIEW The regulations set forth in the Federal Register on June 16, 1978, established the following facts: 1. If an emergency of retrieval arises, it is the responsibility of a manufacturer or distributor to initiate voluntarily and carry out a retrieval of its product that is found to be in violation of the Food and Drug Act. 2. The retrieval must be initiated when the manufacturer discovers or is informed of the infraction. 3. The burden in carrying out a retrieval is totally that of a manufacturer or distributor. 4. Although a retrieval will be conducted by a manufacturer or distributor, it must be carried out to satisfaction of the FDA. To be able to conduct a product retrieval to the satisfaction of the FDA, the following preparation and conditions are essential: 1. An established contingency plan. 2. Assigned responsibility and authority to specific management personnel to carry out the contingency plan. 3. A thorough understanding of the regulation guidelines on retrieval. 4. Recognition of the urgency that FDA places on effectiveness, promptness and thoroughness. 5. Accurate documentation of ingredient and materials used. 6. Accurate documentation of distribution of products. 7. Accurate coding. The proof of effectiveness can only be learned through Trial Runs. -
Is It Harassment? Workplace Gossip Is No Joking Matter
425-454-4233 sebrisbusto.com Employment Law Note March 2019 Is it Harassment? Workplace Gossip Is No Joking Matter By Jillian Barron, [email protected] locked her out, then discussed the rumor during the Few workplaces are entirely free from gossip meeting. When Parker sought to discuss the rumor with and rumors. Employers typically consider such Moppins, he blamed her for bringing the situation to the chatter an annoying but inevitable part of workplace. He said he had had “great things” planned for social interactions among their employees, something to her, but he could no longer recommend her for promotions be ignored if possible. Supervisors sometimes join in the or higher-level tasks and would not allow her to advance discussions of other employees’ personal lives. They may further because of the rumor. In a later meeting he told even pass on rumors themselves. As a recent federal Parker he should have terminated her when she began appeals court case demonstrates, however, gossip can “huffing and puffing about this BS rumor,” and he began perpetuate discriminatory stereotypes and, if left screaming at her. The rumor continued to spread, resulting unchecked, lead to an unlawful hostile work environment. in Parker being treated with resentment and disrespect by The problem is compounded when supervisors accept or other employees. contribute to a rumor instead of putting a halt to it. Parker filed a sexual harassment complaint against Moppins and Jennings with Human Resources (“HR”). The Case: Parker v. Reema Consulting Jennings then submitted his own complaint with HR, Services (4th Cir. 2019) alleging Parker was creating a hostile work environment for him. -
Gossip, Exclusion, Competition, and Spite: a Look Below the Glass Ceiling at Female-To-Female Communication Habits in the Workplace
University of Tennessee, Knoxville TRACE: Tennessee Research and Creative Exchange Masters Theses Graduate School 5-2013 Gossip, Exclusion, Competition, and Spite: A Look Below the Glass Ceiling at Female-to-Female Communication Habits in the Workplace Katelyn Elizabeth Brownlee [email protected] Follow this and additional works at: https://trace.tennessee.edu/utk_gradthes Part of the Organizational Communication Commons Recommended Citation Brownlee, Katelyn Elizabeth, "Gossip, Exclusion, Competition, and Spite: A Look Below the Glass Ceiling at Female-to-Female Communication Habits in the Workplace. " Master's Thesis, University of Tennessee, 2013. https://trace.tennessee.edu/utk_gradthes/1597 This Thesis is brought to you for free and open access by the Graduate School at TRACE: Tennessee Research and Creative Exchange. It has been accepted for inclusion in Masters Theses by an authorized administrator of TRACE: Tennessee Research and Creative Exchange. For more information, please contact [email protected]. To the Graduate Council: I am submitting herewith a thesis written by Katelyn Elizabeth Brownlee entitled "Gossip, Exclusion, Competition, and Spite: A Look Below the Glass Ceiling at Female-to-Female Communication Habits in the Workplace." I have examined the final electronic copy of this thesis for form and content and recommend that it be accepted in partial fulfillment of the requirements for the degree of Master of Science, with a major in Communication and Information. Michelle Violanti, Major Professor We have read this thesis -
The Bullying of Teachers Is Slowly Entering the National Spotlight. How Will Your School Respond?
UNDER ATTACK The bullying of teachers is slowly entering the national spotlight. How will your school respond? BY ADRIENNE VAN DER VALK ON NOVEMBER !, "#!$, Teaching Tolerance (TT) posted a blog by an anonymous contributor titled “Teachers Can Be Bullied Too.” The author describes being screamed at by her department head in front of colleagues and kids and having her employment repeatedly threatened. She also tells of the depres- sion and anxiety that plagued her fol- lowing each incident. To be honest, we debated posting it. “Was this really a TT issue?” we asked ourselves. Would our readers care about the misfortune of one teacher? How common was this experience anyway? The answer became apparent the next day when the comments section exploded. A popular TT blog might elicit a dozen or so total comments; readers of this blog left dozens upon dozens of long, personal comments every day—and they contin- ued to do so. “It happened to me,” “It’s !"!TEACHING TOLERANCE ILLUSTRATION BY BYRON EGGENSCHWILER happening to me,” “It’s happening in my for the Prevention of Teacher Abuse repeatedly videotaping the target’s class department. I don’t know how to stop it.” (NAPTA). Based on over a decade of without explanation and suspending the This outpouring was a surprise, but it work supporting bullied teachers, she target for insubordination if she attempts shouldn’t have been. A quick Web search asserts that the motives behind teacher to report the situation. revealed that educators report being abuse fall into two camps. Another strong theme among work- bullied at higher rates than profession- “[Some people] are doing it because place bullying experts is the acute need als in almost any other field. -
The Office” Sample Script
“THE OFFICE” SAMPLE SCRIPT “The Masseuse” by John Chang [email protected] FADE IN: INT. OFFICE – MORNING MICHAEL enters and stops by PAM’S desk. MICHAEL Morning, Pam. Did you catch the ‘L Word’ last night? PAM No. I missed it. MICHAEL It was a great episode. Tim found out that Jenny was cheating on him with Marina, and Dana and Lara broke up. But the whole thing was totally unbelievable. PAM Why? MICHAEL Because. There’s no way that lesbians are that hot in real life. I know that we all have our fantasies about a pair of hot lesbian chicks making out with each other, but that’s just not how it is in the real world. PAM Um, o-kay. MICHAEL I mean, seriously, Pam. There’s no way in a million years that a smoking hot lesbian babe would come up to you and ask you out on a date. It just wouldn’t happen. I mean, I’m sure you must be very attractive to plenty of lesbians out there, but let’s face facts: they don’t look like Jennifer Beals, they look like Rosie O’Donnell. 2 MICHAEL (cont’d) That’s why the ‘L Word’ is just a TV show, and this is real life. And Pam, for what it’s worth, if you were a lesbian, you’d be one of the hotter ones. PAM Um, thanks. As Michael heads for his office, Pam turns to the camera. Her expression asks, “Did he just say that?” END TEASER INT. OFFICE - DAY It’s business as usual, when the entrance of an extremely attractive young woman (MARCI) interrupts the office’s normal placid calm. -
Incivility, Bullying, and Workplace Violence
AMERICAN NURSES ASSOCIATION POSITION STATEMENT ON INCIVILITY, BULLYING, AND WORKPLACE VIOLENCE Effective Date: July 22, 2015 Status: New Position Statement Written By: Professional Issues Panel on Incivility, Bullying and Workplace Violence Adopted By: ANA Board of Directors I. PURPOSE This statement articulates the American Nurses Association (ANA) position with regard to individual and shared roles and responsibilities of registered nurses (RNs) and employers to create and sustain a culture of respect, which is free of incivility, bullying, and workplace violence. RNs and employers across the health care continuum, including academia, have an ethical, moral, and legal responsibility to create a healthy and safe work environment for RNs and all members of the health care team, health care consumers, families, and communities. II. STATEMENT OF ANA POSITION ANA’s Code of Ethics for Nurses with Interpretive Statements states that nurses are required to “create an ethical environment and culture of civility and kindness, treating colleagues, coworkers, employees, students, and others with dignity and respect” (ANA, 2015a, p. 4). Similarly, nurses must be afforded the same level of respect and dignity as others. Thus, the nursing profession will no longer tolerate violence of any kind from any source. All RNs and employers in all settings, including practice, academia, and research, must collaborate to create a culture of respect that is free of incivility, bullying, and workplace violence. Evidence-based best practices must be implemented to prevent and mitigate incivility, bullying, and workplace violence; to promote the health, safety, and wellness of RNs; and to ensure optimal outcomes across the health care continuum. -
Casino Skills for Working with Others Participant Manual: Edition 1.0
Casino Skills for Working with Others Participant Manual: Edition 1.0 Casino Skills for Working with Others: Essential Skills for the Gaming Industry Produced By: The Canadian Gaming Centre of Excellence (An operating division of The Manitoba Lotteries Corporation) 983 St. James Street Winnipeg, Manitoba R3H 0X2 (204) 957-2504 ext. 8498 e-mail: [email protected] Contact: Judith Hayes, Director Dayna Hinkel, Business Development Officer © 2010 Canadian Gaming Centre of Excellence (CGCE). All rights reserved. All material in this manual is the property of the CGCE. This publication, or any part thereof, may be used free of charge and permission is granted to reproduce for personal or educational use only. Commercial copying or selling is prohibited. In all cases this copyright notice must remain intact. Special Thanks: The Canadian Gaming Centre of Excellence would like to acknowledge the assistance of the following organizations and individuals in producing this manual: Aseneskak Casino Judy Goodridge, Chief Operating Officer Eleanor Gabriel, Human Resources Delores Lavallee, Manager, Human Resources Atlantic Lottery Corporation Alison Stultz, Director Organizational Development British Columbia Lottery Corporation: Mitch Romanchook, Manager Technical Services Talent Management – Human Resources Canadian Gaming Association Paul Burns, Vice President of Public Affairs Casino Rama Debra Pratt, Chief People Officer Century Casino & Hotel Nicole Jofre, Human Resources Great Canadian Gaming Corporation Sally Hart, Executive Director Human Resources -
ACEC Guide to Returning to the Office and the Job Site
ACEC Guide to Returning to the Office and the Job Site Member Firms across the country are facing the challenge of returning to the workplace and the job site during the COVID-19 pandemic. The purpose of this resource is to help your firm respond to this challenge safely while managing legal risk. The Guide is divided into five sections: (1) Planning the Return; (2) Health Policy and Procedures; (3) Returning to the Office; (4) Returning to the Job Site; and (5) links to additional COVID-19 resources. It incorporates information from a number of sources, including the CDC, OSHA, FDA, private sector organizations both in and outside the engineering industry, and legal counsel. We hope the Guide will help your firm to navigate the “new normal” of working in the midst of an ongoing public health emergency. freepik.com www.acec.org #RescueRecoverRebuild 1 Table of Contents Section 1: Planning the Return Appoint Return to Work Team.................................................................................... 3 Determine Transition Plan..........................................................................................3 Determine Which Shelter-in-Place Laws and Orders Apply........................................3 Identify Who Returns to the Workplace/Job Site and When...................................... 3 Develop and Train in Workplace Policies and Other Practices.................................. 4 Consider Administrative Measures.............................................................................4 Transition from Telework -
Gossip, Slander, and Talebearing Parashat Va-Yeishev, Genesis 37:1-40:23 | by Mark Greenspan
Worse than Sticks and Stones: Gossip, Slander, and Talebearing Parashat Va-yeishev, Genesis 37:1-40:23 | By Mark Greenspan “Gossip, Slander, and Talebearing” by Benjamin Kramer (pp. 582) in The Observant Life Introduction According to Rabbi Kramer, the ability to express ourselves in words is central not only to our humanity but to the divine image in which we are created. Just as God created the world through language, we have the power to create or destroy worlds and lives by the way we use words. As soon as we begin to speak, we reveal to the world our true character. It is for that reason that the sages placed so much emphasis on the ethics of language. Yet where does one draw a line between good and bad words? Few people would argue with the suggestion that slander and defamation of character are wrong; yet it‟s hard to resist the temptation to engage in a tasty bit of gossip. Simple straight-forward words can sometimes be destructive in ways we never anticipated. We also live in a time when the destructive or constructive power of words is amplified by digital and social media. What type of ethic should we have for the means and goals of communication at the beginning of the twenty-first century? The ethics of language plays an important role in Jewish life. The Talmud devotes a good amount of space to this topic and Maimonides codified the laws of lashon ha-ra in the Mishneh Torah. And yet there can be no simple or obvious rules for „good talk‟ and „bad talk.‟ While we can easily identify „bad talk‟ it is not easy to know what type of conversation is appropriate and inappropriate.