SUBJECT: Bully-Free Workplace

SUBJECT: Bully-Free Workplace

SUBJECT: Bully-Free Workplace

SECTION: Human Resources

PURPOSE

The purpose of this policy is to communicate to all employees that the organization is committed to a healthy workplace culture where all employees can work in an environment free of bullying behavior.

POLICY

The organization considers workplace bullying unacceptable and is committed to the elimination of all forms of bullying. Employees found in violation of this policy will be disciplined up to and including immediate termination.

DEFINITIONS

Bullying is unwelcome or unreasonable behavior that demeans, intimidates, or humiliates people either as individuals or as a group. Bullying behavior is often persistent and part of a pattern, but it can also occur as a single incident. It is usually carried out by an individual but can also be an aspect of group behavior.

Examples of bullying behavior may include but are not limited to:

Verbal Bullying

  • Ridiculing a person or his/her family
  • Persistent name calling that is hurtful, insulting, or humiliating
  • Using a person as a butt of jokes
  • Deliberate exclusion; isolating people from normal work interaction;
  • Abusive and offensive language or remarks
  • Teasing; spreading rumors
  • Unfair blaming for mistakes

Physical Bullying

  • Pushing, shoving, kicking, poking, or tripping
  • Assault or threat of physical assault
  • Damage to a person’s work area or property

Gesture Bullying

  • Nonverbal threatening gestures
  • Glances that convey threatening messagesor other signs or hostility
  • Unwelcome touching

GUIDELINES

  • This policy applies to all employees regardless of his/her employment status.
  • This policy applies during normal working hours, at work-related or sponsored functions, and while traveling on work-related business.
  • There will be no recrimination for anyone who in good faith alleges bullying.
  • Managers are responsible to ensure that all employees are aware of the bully-free policy and that any incident of bullying is dealt with regardless of whether a complaint of bullying has been received.
  • Employees are expected to be familiar with and behave according to this policy as reflected in the organization’s Shared Behaviors.

PROCEDURE

To assist in identification of potential areas of concernassessment of the regularly administered organization’s engagement survey will occur to identify areas of potential concern. This method of assessment ensures that all employees have the opportunity to participate in evaluation of the workplace environment.

Knowledge of suspected or actual bullying should be reported via one of the following mechanisms:

  • Directly to manager or supervisor either verbally or in writing
  • Direct contact (e-mail, telephone, or in person) to the entity HR Business Partner, HR Director of the Sr. VP of Human Resources for SLHS
  • By completing an incident report in the electronic incident reporting system. The reporter may identify him/herself or remain anonymous
  • By using the System Ethics and Compliance and Privacy hotlines. The reporter may identify him/herself or remain anonymous

REFERENCES

Adeniran, R., Bolick, B., Cuming, R., Edmonson, C., Khan, B., Lawson., L., & Wilson, D. (2015). Civility tool-kit: Resources to empower healthcare leaders to identify, intervene, and prevent workplace bullying. Retrieved from

ISSUED BY: Human Resources

EFFECTIVE DATE: xx/xx/xxxx

SUPERCEDES EFFECTIVE DATE:

APPROVED BY:Senior Leadership

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