Sandy Hook No Reason To Scare Kids To Death Continued from page 5
Although well-intentioned, active shooter drills can domore harm than good. It is questionable whether children are indeed better prepared by participating in such charades. But the downside is in needlessly scaring impressionable youngsters and reinforcing the notion that they are in constant danger.
Emergency drills are nothing new to the school day, of course. Drills to prepare students in the event of fire or other natural catastrophes are commonplace. Yet the aggressive nature of shooting drills staged in many schools makes them qualitatively different and exceptionally more traumatizing to children. The psychological harm that may come from these simulations is not warranted in light of the low probability that such an event will actually occur.
Read more THE BULLY AT WORK
Navigating the Maze By Gail Pursell Elliott
The hot topics of civility, healthy workplace legislation, and abusive conduct continue to be addressed in myriad ways with responses as
varied as each situation and state. Adding to the confusion is the variable definitions and parameters that employers can apply to stating expectations of employee conduct. Some are too broad, while the specificity of others can be interpreted as violating sections of the National Labor Relations Act. Other behaviors which may be interpreted as unprofessional, inappropriate or downright crass must be addressed by other than legal means.
For example, In September a bill addressing workplace bullying that was vetoed by the Governor used the following definition: ―abusive conduct included creating unreasonable work demands, over-criticizing employees outside of the evaluation process and acting hostile toward co-workers or subordinates.
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New California Law Makes Anti-Bullying Training For Employers' Supervisors a Must
Since 2004, California employers with 50 or more employees have been required to provide their supervisors with sexual harassment training. Effective January 1, 2015, these employers will have an
additional responsibility. A.B. 2053 mandate that covered employers add anti-bullying training into their current sexual harassment training curriculum.
As of January 1, 2015, covered employers will be required to include ―prevention of abusive conduct as a component of the [sexual harassment] training and education . . . .‖ Under the new law a ―single act shall not constitute abusive conduct, unless especially severe or egregious.‖
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Office Bullying Plagues Workers Across Races, Job Levels and Educational Attainment,
Is the office the new playground for bullies? Twenty- eight percent of workers reported they have felt bullied at work - nearly one in five (19 percent) of these workers left their jobs because of it. While the prevalence is higher among certain minorities and workers with lower incomes, the new CareerBuilder study found that workers in management roles, those with post- secondary education and other workforce segments are not immune to bullying.
―One of the most surprising takeaways from the study was that bullying impacts workers of all backgrounds regardless of race, education, income and level of authority within an organization,‖ said Rosemary Haefner, Vice President of Human Resources at CareerBuilder. ―Many of the workers who have experienced this don‘t confront the bully or elect not to report the incidents, which can prolong a negative work experience that leads some to leave their jobs.‖
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Taking Aim at Workplace Bullies Anti-bullying legislation continues to gain momentum in state legislatures, with Tennessee becoming the first state to pass anti-bullying legislation. On June 17, Tennessee Gov. Bill Haslam signed into law the Healthy Workplace Act, a law that affects the practices of state and local government agencies. Private employers are not affected.
The law defines "harassment, intimidation or bullying" as any act that "substantially interferes with a person's work performance or creates an intimidating, hostile or offensive work environment," and instructs the Tennessee Advisory Commission on Intergovernment Relations to create a model policy by next March. Employers have the option to adopt the TACIR policy or not. Those deciding to enact it would be immune from claims arriving from bullying behavior.
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