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The Mandatory Training Group is the leading UK provider of accredited statutory and mandatory training courses for all sectors, including health and social care, education, local government, private and charity sectors.
We have supported over one million learners to reach their potential through e-learning courses and qualifications using our interactive online learning portal.
Bullying and harassment can be based on a variety of factors that differ from the one doing the harassment, such as race, sex, and disability. Experiencing uncomfortable situations in the workplace may be more than an offence against an individual. It can be a crime committed against the law, which is why this topic has become very important for every organisation.
Our Online Bullying and Harassment at Work Training Courses will give learners the tools to recognise harassment when it occurs. It will help them understand their rights and responsibilities and create a safe environment for all. Through this e-learning course, learners will recognise that everyone must identify harassment and exercise anti-harassment policies.
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Here at The Mandatory Training Group, we receive many enquiries from all sector providers about the Bullying and Harassment at Work. We have listed some of these frequently asked questions and provide answers.
Workplace bullying is a persistent guide of mistreatment from others in the workplace that causes either physical or emotional harm. It can include such tactics as verbal, nonverbal, psychological, physical abuse and humiliation.
Observable verbal harassment behaviours include things like threatening, yelling, insulting or cursing at a victim in public or in private. It is unlawful when aimed at someone in a protected class.
Verbal abuse, especially if it creates an unfriendly working environment for protected classes, can be considered harassment under the law and cause for terminating employment. However, if there was no provocation and the yelling was just an aggressive display, then yes, this is most definitely workplace harassment.
Workplace harassment can involve undesirable words or actions that are known or should be known to be offensive, embarrassing, humiliating or demeaning to a worker or group of workers, in a workplace. It can also include behaviour that intimidates, isolates or even discriminates against the targeted individual(s).
Criminal harassment is a serious offence, and the penalty for criminal harassment can be as high as ten years imprisonment. Criminal harassment generally involves a previous relationship between the parties.
Harassment requires a report to the police along with a request of criminal charges. Reports are personally made at the police station or by calling the non-emergency number of the local police department to report the harassment.
Criminal harassment, more commonly known as stalking, can be defined as harassing behaviour, including repeatedly following, communicating with or watching over one's dwelling home. This sort of behaviour is against the law.
Discriminatory harassment is verbal or physical conduct that denigrates or shows hostility toward an individual. The reasons are maybe because of his or her race, colour, gender, national origin, religion, age (40 or over), physical or mental disability, sexual orientation, or because of his or her opposition to discrimination.
Bullying and harassment's effect on an individual can range from simple irritation to extreme depression. Those who are of these types of behaviour can lose their self-esteem and morale. As a result, they are frequently disrupted and are unable to concentrate fully on their tasks.
Five Proactive Steps in preventing workplace harassment:
Workplace abuse is a relatively recent phenomenon that affects millions of employees in all types of organisations and occupations. An organisation becomes abusive when it permits or tolerates abusive employee treatment by supervisors or managers.
The two most common forms described as quid pro quo sexual harassment and hostile work environment sexual harassment are the following:
Personal bullying and harassment is a form of workplace harassment that's not based on one of the protected classes (such as race, gender or religion). Naturally, it's bullying in its most basic form, and it's not illegal but can be damaging nevertheless.
The following are the signs that you're in a toxic work environment and how to escape.
Behaviours that are not considered harassment are those that arise from a relationship of mutual consent. A hug between friends, mutual flirtation, and a compliment on physical appearance between colleagues are not considered harassment.
Sexual harassment define as an act that is unwanted, unwarranted, and annoying or uncomfortable to the person on the receiving end of the behaviour. It is an important distinction, as some forms of harassment must meet the burden of proof that the harassment was continual.
Bullying and harassing conduct may include offensive jokes, slurs, name-calling, physical assaults or threats, intimidation, ridicule, insults, offensive pictures, and more.
List pertinent information for every instance of harassment that you witness. Include the names of employees engaged in harassing behaviour and the names of employees who saw it. If the harassing conduct was at an individual, highlight that employee's name.
If you think you're being harassed because of your disability, race, religion, transgender identity or sexual orientation, you can report the harassment to the police as a hate incident or crime.
Sexual harassment is behaviour. It is an unwelcome behaviour of a sexual nature. It is unwanted behaviour of sexual life that if allowed to continue, could create a QUID PRO QUO or a Hostile Work Environment for the recipient. For example, unwelcome sexual comments, jokes, innuendoes.
Psychological harassment is annoying behaviour that manifests itself in the form of conduct, verbal comments, actions or gestures characterised by the following four criteria: They are repetitive; They are hostile or unwanted; They affect the person's dignity or psychological integrity.
Emotional abuse, also known as psychological or mental abuse, is a virulent form of abuse that often plays a role in many family law cases. Emotional abuse is also a type of domestic violence and is illegal in numerous states under various local violence laws.
Most employers would identify tipsiness (whether from drink or drugs), fighting or other physical abuse, indecent behaviour, theft, dishonesty, sabotage, severe breaches of health and safety rules, offensive behaviour (such as discrimination, harassment, bullying, abuse and violence) and gross disobedience.
After you file your charge, it will notify your employer and ask it to respond. Then the agency will investigate your claims, which typically involves interviewing the parties involved and any witnesses and reviewing other relevant evidence.
Harassment charges can range from misbehaviour to high-level felony charges. In many states, people charged with harassment will receive a higher level charge if they have previously been convicted of harassment, of communicating a threat, or of a domestic violence offence.
A person is guilty of harassment in the first degree when he or she intentionally and repeatedly harasses another person by following such person in or about a public place or places or by engaging in the course of conduct or by repeatedly committing acts which place such person in reasonable fear of physical injury.
Harassment directs multiple repeating obscenities and derogatory comments at specific individuals focusing, for example, on the targets' race, religion, gender, nationality, disability, or sexual orientation. It often occurs in chat rooms, through newsgroups, and by sending hate e-mail to interested parties.
Here's an offence to use threatening, abusive or insulting words within the hearing of someone likely to be caused harassment, alarm or distress by them. So the prosecution has to show that there was someone else present who might have been produced harassment, alarm or distress, not that anyone was.
On successful completion of the Online Bullying and Harassment at Work Training Courses will be able to download, save and/or print a quality assured continuing professional development (CPD) certificate. Our CPD certificates are recognised internationally and can be used to provide evidence for compliance and audit.
The CPD Certification Service (CPDUK) accredits all of our statutory and mandatory training courses as conforming to universally accepted Continuous Professional Development (CPD) guidelines.
The Mandatory Training Group is the leading UK provider of accredited statutory and mandatory training courses for all sectors, including health, safety and wellbeing, social care, education, local government, and many more.