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Workplace Bullying Emerging As Major Employment Liability Battleground
5/31/2013
Margaret Fiester is no shrinking violet, but she says working for her former boss was a nightmare.
 “One day I didn’t do something right and she actually laid her hands on me and got up in my face and started yelling,’ Why did you do that?”’ said Fiester, who worked as a legal assistant for an attorney.

On-the-job bullying can take many forms, from a supervisor’s verbal abuse and threats to cruel comments or relentless teasing by a co-worker. And it could become the next major battleground in employment law as a growing number of states consider legislation that would let workers sue for harassment that causes physical or emotional harm.

“I believe this is the new claim that employers will deal with. This will replace sexual harassment,” said Sharon Parella, a management-side employment lawyer in New York. “People who oppose it say these laws will force people to be polite at work. But you can no longer go to work and act like a beast and get away with it.” 

Many companies already recognize workplace bullying as a problem that can sap morale, lead to increased employee turnover and even affect the bottom line. Half the employers in a 2011 survey by the management association reported incidents of bullying in their workplace, and about a fourth of human resource professionals themselves said they had been bullied.

To read the original article from the Insurance Journal:  CLICK LINK
 
A culture of harassment in any workplace destroys morale, effects the work environment and can often lead to litigation. Managers, supervisors and employees must be aware of their responsibilities and accountability in regards to harassment in the workplace.
Pedagogy’s online inservice course is designed to help you understand what constitutes harassment, the different types of harassment, how to avoid engaging in behavior that could be considered harassing, implementing preventative measures and steps to take if harassment is experienced.
Upon completion of the course, the participant should be able to: 
  1. Define harassment
  2. Identify the protected areas under which harassment claims may be accepted
  3. Define sexual harassment and provide examples of sexually harassing behaviors
  4. List a reason an employee may hesitate to report harassment
  5. State one method of preventing harassment
To view details or to purchase the course CLICK HERE

Inservice for nursing assistant staff should be more than fulfilling annual inservice requirements. This continuing education is intended to promote growth and personal betterment. It should meet the educational needs of the nursing assistants and have a measurable impact on the quality of patient and client care. That is what you get when you utilize the educational tools of high quality inservice materials developed by a reputable education provider.
The next time that you need inservice materials for your nursing assistants, turn to Pedagogy’s online Inservice and Compliance section of education. Our online Learning Management System of tracking is the most cost effective and time saving method of providing quality inservice and compliance education for your staff. The Learning Management System also allows for a complete education plan to be set, emailed reminders to keep staff on track and in compliance of your education goals. A full history of your staff’s performance is right at your fingertips.

Pedagogy also offers a Membership Plan that provides the entire catalog for your staff to take any inservice or compliance course we offer! Quantity purchases may also qualify for tablets to facilitate staff completion of education. Click here to read more about our membership plans.

Online Inservice and Compliance Course Benefits
  • Our courses provide inservice contact hours
  • Our course incorporate adult learning principles
  • Audio capability—courses may be “read” aloud
  • Courses are packed with pictures, videos and illustrations to increase understanding of concepts
  • Review questions at the end of each chapter to ensure you are grasping the main concepts
  • Tests provide feedback on incorrect questions
  • You are allowed to repeat the test if the minimum 80% is not achieved
  • No travel to complete courses
  • No classroom time
  • No development time to create inservices for staff
  • No shift rescheduling to attend a course
  • Take course as schedule permits
  • Stop and start courses as your schedule permits, pick right up where you left off
  • Instant Certificates of Completion upon successful exam
Current list of Inservice and Compliance Education:


Ambulation and Preventing Falls

Behavior Problems and Workplace Violence

Blood and Body Fluid Spill Management

Bloodborne Pathogens

CPR for the Healthcare Professional

Documenting and Reporting Care and Vital Signs

Feeding Residents and Clients

Handwashing Responsibilities in Healthcare

Hazard Communication

Infectious Diseases

Nutrition Hydration and the Elderly

Positive Fire and Life Safety Practices

Preventing Resident Abuse

Range of Motion Exercises

Resident Rights and HIPAA

Safe Transfers and Lifts

Skin Care

Standard Precautions

Toileting and Elimination

Workplace Harassment
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