An organization’s productivity may be undermined by workplace bullying. Furthermore, it threatens the organization’s legitimate business interests and is proven to cause reduced performance of employees. Consenting to such behavior could also be costly on the part of the organization in the form of employee turnovers, legal fees, costs of litigation, and worker’s compensation claims.
By amending the sexual harassment law, abusive conduct training is now required as part of the training module. Furthermore the law provided that the company has the responsibility to address workplace bullying and other forms of abusive conduct in their respective workplaces. The amendment was generally intended for supervisors and newly promoted supervisors to familiarize themselves with harassment issues, its consequences, and its overall impact to the organization. With such training, the statute hopes to encourage civility at work. In addition, the statute aids organizations to adopt workplace bullying solutions in the form of policies and disciplinary measures.
According to the amendment, the training should include the elements which comprise abusive conduct, its impact, its means, its overall effect to the company, the employer’s responsibility to address such concerns, and a system of conflict resolution. With such, the law is hoped to encourage building a civil workplace, ending sexual harassment and abusive conduct.
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