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Abusive Conduct in the Workplace: California AB2053 Training
This brand-new AB2053 course covers every aspect of abusive conduct in the workplace.
This short, hard-hitting video about workplace bullying prevention covers the topics needed to comply with California's new AB 2053 workplace abusive conduct law.
California law now requires workplace abuse training to be included as part of harassment training. If you have over 50 employees, you need to make sure your organization is covered.
Workplace bullying is not a new problem, but only just recently has the plague of bullying at work been quantified. Conservative estimates put the loss in productivity at over a billion dollars in the USA alone. A decline in employee morale, loss of productivity, employee turnover, health problems and loss in organizational reputation are just a few of the problems that the bullying causes.
This brand-new AB2053 course covers every aspect of abusive conduct in the workplace.
Key Learning Points
- The legal definition of California AB2053
- Taunting, teasing or making jokes about a co-worker.
- Sabotaging another employee's work or copying, plagiarizing or stealing work
- Deliberately isolating or excluding a co-worker from work-related activities.
- Yelling, screaming, sarcasm, or other verbal abuse
- Menacing a co-worker with threatening looks, gestures and body language.
- Hazing or initiations
- Unreasonably creating conflict or refusing to work with a co-worker.
- Physically threatening, shoving, striking, or touching a co-worker
- Gossiping or spreading rumors about co-workers...
- The planting of false information or using private or confidential information to defame a co-worker.
- Setting unrealistic standards and deadlines which are unachievable or that are arbitrarily changed without notice or reason.
- Giving excessive, unreasonable and unending amounts of work to a subordinate employee.
- Deliberately denying a co-worker the resources necessary to do their job effectively.
- Ignoring, ridiculing or belittling a co-worker's contribution or deliberately failing to acknowledge their good work.
- Giving unjustly negative performance appraisals or taking unwarranted disciplinary action.
- Singling out or treating a co-worker differently
- Holding a subordinate employee to different standards than their peers.
- Excessive, unneeded and negative micromanagement that undermines an employee's ability to their job.
