Abusive Conduct/Bullying Prevention Mandated Training
Specifically, many states now require employers to train all employees on Bullying Prevention Mandated Training. This is in addition to Mandatory Sexual Harassment Prevention training. At Minnichka, LLC, we offer comprehensive training for both. Our programs cover Employee Abusive Conduct, Bullying Prevention, and Sexual Harassment Prevention.
Why Bullying Prevention Mandated Training Matters
Research conducted by "The Workplace Bullying Institute" shows that workplace bullying is a serious issue. Their June 2021 survey revealed that 48.6 million adults are bullied at work. Additionally, 76.3 million workers are affected, either by being bullied or witnessing bullying. Moreover, 61.3% of workplace bullying involves the same gender. Also, 21% occurs between employees of the same rank, and 43% of remote workers face bullying, mainly in virtual meetings.
Understanding Abusive Conduct
In short, abusive conduct involves hostile and offensive actions by an employer or employee. This conduct is unrelated to business interests and includes repeated verbal abuse, threatening behavior, and sabotaging work performance. A single act, if severe, can also be considered abusive conduct.
What Is Workplace Bullying?
A workplace bully is someone who is cruel, insulting, or threatening. Bullying involves repeated, unreasonable actions that intimidate employees and harm their health and safety. Examples include verbal bullying, such as yelling and insults, and non-verbal bullying, like sabotaging work or exclusion.
Our Training Programs Bullying Prevention Mandated Training
Our Abusive Conduct courses covers all these aspects. We also integrate these topics into our Sexual Harassment Prevention Training. You can start your training today by visiting our pricing and purchase page.
Why Choose Minnichka, LLC
Lastly, in conclusion at Minnichka, LLC, we make Sexual Harassment Prevention and Abusive Conduct/Bullying Prevention simple and effective. Join us in creating a safer workplace.
