Workplace Bullying Note to Trainer: This Training Module provides all of the materials needed to conduct an effective classroom-training course: 1. PowerPoint slides with suggested narration (though you should feel free to customize the narration to be specific to your organization’s culture and/or to highlight issues that your organization has encountered in the past). Interspersed throughout are “In the news…” clippings and “Pop-Quiz” questions and answers pertaining to this topic. A link at the end to an interactive quiz/game that you can use to assess your audience’s understanding of the material. (You will need an Internet connection to access the quiz/game.) You can add your organization’s logo to the slides by inserting it in the “Slide Master” and “Title Master” layouts. Search for “slide master” in PowerPoint’s help guide for instructions. The course is also available online for those who cannot attend the classroom session(s). The online version includes exactly the same content (including the quiz/game) in an interactive format, so you can be sure that online attendees receive the same information as those you train in the classroom. The online version includes full tracking and reporting of employee participation, as well as automated “reminder” e-mails to ensure high completion rates. For more information or to set up the online version, visit www.wecomply.com/diy.

Workplace Bullying 10/17/2019 Welcome This training course was developed by WeComply, a leading provider of ethics and compliance training since 1999. The course is also available online from any Internet-connected computer. WeComply offers 60+ courses on a wide range of business ethics and compliance topics. Each course helps employees spot key compliance issues and respond appropriately. This course is designed and licensed for classroom use in parallel with WeComply's online course on the same topic. This course may not be hosted on a learning management system or distributed to employees individually by electronic or other means without WeComply's prior authorization. For more information about this course or others, whether for classroom use or online access, please e-mail info@wecomply.com or call 1-866-WeComply. Note to Trainer: This slide may be removed Copyright © 2010 WeComply, Inc. All rights reserved.

Introduction Thank you for participating in our Workplace Bullying training course. This course will help you understand (1) what bullying is and how it affects the workplace; (2) how to respond to bullying; and (3) the standards of civility that we expect from all employees in our work environment. At the end of this material, you'll have a chance to take a quiz that presents hypothetical scenarios for you to analyze. As you answer the multiple-choice questions correctly, you'll move through the quiz and earn a Certificate of Completion. Keep in mind that this material is provided for informational purposes only and is not intended as legal advice. If you have any questions about how this material applies to your job responsibilities, please contact your supervisor or the Human Resources Department. 1 of 17

What Is Workplace Bullying? Workplace bullying: Unwelcome behavior that humiliates or intimidates a co-worker or otherwise sabotages his/her performance Forms of bullying: Hostility Abuse Abuse of power Deceit and sabotage Other Bullying also includes behavior that is not covered by anti- harassment and anti-violence laws Workplace bullying is unwelcome behavior that humiliates or intimidates a co-worker or otherwise sabotages his or her performance. It takes many forms, including:   Hostility: Implicit and explicit expressions of hostility — verbally or through body language; Abuse: Conduct that belittles, harasses or isolates a co-worker; Abuse of power: Use of one's position to mistreat or punish inappropriately; Deceit and sabotage: Deceptive acts that sabotage or discredit a co-worker's performance; and Other bullying: Actions taken without regard to the negative effects on co-workers. As we'll discuss below, bullying includes "equal opportunity" harassment not covered by anti-harassment laws, as well as other forms of uncivil behavior not covered by anti-violence laws. 2 of 17

The Toll Companies that allow bullying have issues with employee morale, productivity and retention Individuals may be distracted and/or seek work elsewhere to protect their health Physical illnesses from prolonged stress Psychological disorders - e.g., anxiety, compulsive behavior, depression Substance abuse from attempts to cope Workplace bullying takes a huge toll on companies and individual workers. Companies that countenance or ignore bullying tend to have issues with employee morale, productivity and retention, all of which can negatively impact bottom-line revenue and expose them to legal risks.   At the individual level, bullying can be a major distraction that takes employees' attention and energy away from their work. It can also compel good-natured and hard-working employees to seek work elsewhere as a means of protecting their own physical and mental health: Physical Illnesses: Prolonged stress from bullying affects the body — heart disease, digestion problems, migraines and teeth-grinding are common side-effects; Psychological Disorders: Anxiety disorders, compulsive behaviors, paranoia and depression are just some ways that bullying can affect an employee's psyche; and Substance Abuse: Bullying victims may turn to alcohol or drugs in attempting to cope. 3 of 17

Bullying Boosts Disability Costs Worker Compensation and Disabilities Claims Linked to Bullying Acclaim Ability Management, a company that handles disability claims for employers, concluded that one major employer spent more than $1 million over the course of two years to cover short-term disability costs associated with workplace bullying. An Acclaim partner said that for short-term disability claims generally, 30% were psychological and 12% to 18% of those were related to bullying. He said that absences due to psychological claims meant on average 60 to 80 sick days. Meanwhile, researchers at University College London found in an 11-year study that those who believed they were being treated unfairly were more likely to have serious heart disease. 4 of 17

Anti-Bullying Law and Policy Some forms of bullying are illegal: Assault and battery Retaliation Discrimination and harassment based on protected characteristics Defamation Many countries have passed comprehensive anti-bullying laws Many states are considering similar legislation It is our policy that every employee, regardless of his or her position, deserves to be treated with civility, dignity and respect. Several forms of bullying are illegal in the U.S. and elsewhere; this includes assault and battery, retaliation, discrimination and harassment based on legally protected characteristics, and defamation. Other forms, such as harassment not based on a protected characteristic and other abusive conduct are not yet illegal in most places. Within the past few years, however, many countries have passed comprehensive anti-bullying laws, and many states in the U.S. are considering similar legislation. But in the case of bullying, just as with discrimination and harassment, our company policy is more strict than the law. It is our policy that every employee, regardless of his or her position, deserves to be treated with civility, dignity and respect. In the next few sections, we'll explain the most common forms of workplace bullying. We want you to know and understand what conduct to avoid, and also what conduct you should report if you experience it yourself or observe others engaging in it. 5 of 17

Anti-Bullying Law and Policy (Cont’d) Some forms of bullying are illegal: Assault and battery Retaliation Discrimination and harassment based on protected characteristics Defamation Many countries have passed comprehensive anti-bullying laws Many states are considering similar legislation It is our policy that every employee, regardless of his or her position, deserves to be treated with civility, dignity and respect. International Anti-Bullying Laws Australia, the United Kingdom, France, Germany, Sweden, Norway, Switzerland and parts of Canada have specific workplace bullying laws on the books already. State Anti-Bullying Laws To date, these states have introduced workplace anti-bullying legislation: California Connecticut Hawaii Illinois Kansas Massachusetts Minnesota Missouri Montana Nevada New Jersey New York Oregon Utah Vermont Washington Wisconsin 6 of 17

Hostility Unacceptable behavior: Shouting, yelling, spiteful remarks or "fighting words“ Pounding on tables, slamming doors, stomping, kicking or breaking things Giving others the "silent treatment" or refusing to communicate or cooperate Staring disdainfully or threateningly at co-workers Otherwise expressing anger in an intimidating or threatening way Whether obvious or subtle, a show of hostility can be very intimidating. The following behaviors are unacceptable in our workplace: Shouting, yelling, using spiteful remarks or "fighting words"; Pounding on tables, slamming doors, stomping, kicking or breaking things; Giving others the "silent treatment" or being unwilling to communicate or cooperate; Staring disdainfully or threateningly at co-workers; and Otherwise expressing anger verbally, in writing or through body language in an intimidating or threatening way. 7 of 17

Pop Quiz! Which of the following best describes how anger should be dealt with in our organization? Repress it. Express it in a non-intimidating way. Use the silent treatment. Use bodily or facial expressions rather than “fighting words.” Express it in writing rather than verbally. Answers: A. D. and E. This is incorrect. Anger should not be repressed. It can be expressed in a variety of forms, but it should not be conveyed in an intimidating or hostile way – regardless of what form it takes.   B. This is correct. C. This is incorrect. The silent treatment is a form of bullying. Anger should not be repressed. It can be expressed in a variety of forms, but it should not be conveyed in an intimidating or hostile way – regardless of what form it takes. 8 of 17

Abuse Abuse: Targeting a co-worker for mistreatment Forms of abuse: Humiliation Harassment Isolation Combativeness Violence Abuse is the targeting of a co-worker for mistreatment — whether out of spite, a sense of entitlement, or as an attempt to force him or her out of the work environment. It includes: Humiliation: Ridiculing, belittling or otherwise demeaning someone; Harassment: Engaging in unwelcome conduct based on a co-worker's sex, race or other protected characteristic, or simply as "equal opportunity" harassment of many co-workers; Isolation: Cutting someone off as a co-worker or socially to "freeze out" him or her; Combativeness: Provoking fights or putting up unreasonable defenses; and Violence: Threats or acts of physical or psychological harm. 9 of 17

Abuse of Power Abuses of power by supervisors and other decision-makers include – Retaliation Unrealistic expectations Unfair rules Arbitrary decisions Improper motives Employees in supervisory or decision-making positions have unique opportunities to abuse others. Abuses of power include: Retaliation: Taking adverse action against someone who, in good faith, reported misconduct or lodged a complaint; Unrealistic Expectations: Setting goals or targets that are unreasonably high, ensuring failure; Unfair Rules: Making up rules that are not work-related or enforcing rules unfairly; Arbitrary Decisions: Giving orders or making employment decisions that have no reasonable basis; and Improper Motives: Assigning undesirable work or withholding credit to punish, retaliate against or force an employee to resign "voluntarily." 10 of 17

Bullying Hurts U.S. Employers Pervasive Problem Costs Big Bucks in Employee Turnover According to one poll by the Employment Law Alliance, 44% of U.S. workers have worked under an abusive employer or supervisor. Another survey by Challenger Gray & Christmas found that 29% of HR executives had one or more employees in their workplaces resign due to workplace bullying. With the cost of replacing non-supervisory employees at 1.5 times salary and the cost of replacing supervisors at two times salary, companies are beginning to take workplace bullying seriously. 11 of 17

Deception and Sabotage Examples of deception and sabotage include – False accusations Defamation Stealing credit Withholding information/resources Otherwise setting up a co-worker to fail One of the more disturbing areas of workplace bullying is deception and sabotage. Examples include: False Accusations: Finding "errors" where there are none or making false allegations of misconduct; Defamation: Spreading damaging rumors or launching a baseless campaign to oust a co-worker; Stealing Credit: Taking credit from a co-worker or deliberately misassigning credit; Withholding Information/Resources: Denying resources or suppressing information necessary for a co-worker to perform his/her job well; and Other Sabotage: Otherwise setting up a co-worker to fail or to give the appearance of his/her substandard performance. 12 of 17

Psychological Causes of Bullying Bully may be an executive, supervisor, co-worker, vendor or client/customer Causes of bullying include – Sense of entitlement Insecurity Lack of empathy Mental illness A bully may be an executive, a supervisor, a co-worker, a vendor or even a client or customer. You should feel that you can complain about bullying, regardless of the source.   The causes of bullying include one or a combination of the following: Sense of Entitlement: People may feel that their position, gender, race, class, intelligence, etc., render them superior to others, giving them license to mistreat people; Insecurity: Feelings of inferiority may cause people to feel that they need to "bring down" their co-workers in order to feel self-worth or to look better in the eyes of others; Lack of Empathy: People may be unable to sense how other people feel (or able to quash that sense), freeing them to use or abuse others without remorse; or Other Mental Illnesses: Bipolar disorder and borderline personality disorder are examples of two mental illnesses that may cause people to lash out. We have a duty both to accommodate people with such disabilities and to protect each other. 13 of 17

Our Anti-Bullying Policy Our policy prohibits – Intimidating others through expressions of hostility Belittling or demeaning others through ridicule, etc. Engaging in behavior intended to torment, isolate or mistreat another Mistreating others through inappropriate punishments, unfair assignments, etc. Using deception to defame or discredit another's performance Taking pleasure in/disregarding negative effects that one's behavior may have on someone else We expect all employees to show respect for the health, dignity and well-being of everyone in our workplace, regardless of position. Our policy thus prohibits the following conduct: Intimidating others through expressions of hostility, verbal or otherwise; Belittling or demeaning others through ridicule, spiteful remarks or other disdainful behavior; Engaging in behavior intended to torment, isolate or otherwise mistreat another; Using one's position to mistreat others through inappropriate punishments, unfair assignments, unreasonable expectations, etc.; Using deception to defame or discredit another's performance; and Otherwise taking pleasure in, or disregarding, the negative effects that one's behavior may have on someone else. Performance Reviews As part of our anti-bullying policy, we require that interpersonal skills be made part of every performance review. These skills include the ability to communicate effectively, the willingness to cooperate and managerial skills (for supervisory positions). You should consider these skills an integral part of your success as a co-worker. 14 of 17

U.S. States Consider Anti-Bullying Legislation Anti-Bully Laws Loom U.S. States Consider Anti-Bullying Legislation Although no U.S. state has passed legislation, bills that give workplace bullying victims grounds to sue their employers continue to churn out in states across the U.S. The trend that started in California in 2003 shows no sign of abating. One New Jersey bill would compensate $25,000 in damages for an employer-created "abusive work environment." Similar legislation is pending in the states of New York, Vermont and Washington. In California, lobbyists are working to revive its unsuccessful 2003 anti-bullying bill. 15 of 17

Enforcement Our anti-bullying policy applies to – All employees Workplace interactions with all others Retaliation against someone for making a complaint in good faith is strictly prohibited You must report violations of our anti-bullying policy to the appropriate individuals What does our anti-bullying policy mean? Jerks in the workplace won't be tolerated! Our anti-bullying policy applies to all employees — executives, managers, supervisors and co-workers. It applies to workplace interactions with all others, including subordinates, superiors, co-workers, customers, vendors and business associates. If someone calls to attention conduct on your part that fails to conform to our policy, take the input seriously, and modify your behavior accordingly. Retaliation against someone for making a complaint in good faith is strictly prohibited. If you experience workplace bullying personally or observe it in others, it is your duty to report violations of our anti-bullying policy to your supervisor, Human Resources or other appropriate individuals. We will treat all reports seriously, and we will take appropriate disciplinary measures, up to and including termination, as appropriate. Does our anti-bullying policy mean that a supervisor cannot be firm with, or give constructive criticism to, his or her subordinates? Of course not. Does it mean that co-workers need to tiptoe around so as not to offend one another? No. Does it mean that jerks in the workplace won't be tolerated? Yes. 16 of 17

Final Quiz 17 of 17

1-866-WeComply About WeComply Workplace Bullying 10/17/2019 About WeComply WeComply is a leading provider of customized ethics and compliance training solutions. We are committed to providing the best-of-breed training content, technology and customer service. Specializing in ethics and compliance training since 1999 60+ ethics and compliance training courses in 42 languages Content partners include the Association of Corporate Counsel (ACC), Proskauer Rose and White & Case 500+ clients of all sizes and in all industries 1-866-WeComply Note to Trainer: This slide may be removed Copyright © 2010 WeComply, Inc. All rights reserved.

1-866-WeComply Course-Delivery Options Workplace Bullying 10/17/2019 Course-Delivery Options WeComply offers training courses in multiple delivery formats to reach all employees -- not just those with computers: 1-866-WeComply Online – available 24/7 from any computer Mobile – tablets and smartphones Offline options when Internet access is unavailable: PowerPoint with presenter notes for classroom training PDF booklets with tear-off certifications CD-ROM/intranet with tracking via e-mail Phone-based training and certification Note to Trainer: This slide may be removed Copyright © 2010 WeComply, Inc. All rights reserved.

Online Training Benefits Workplace Bullying 10/17/2019 Online Training Benefits While classroom training has certain advantages, it can be challenging to implement in large and/or geographically dispersed companies. Consider these advantages of online training: Better Attendance Higher Completion Rates Less Impact on Productivity Perfect for New Hires Convenient for Remote Locations Available in 42 Foreign Languages Easy Access to Courses Periodic Refreshers Blended Benefits Get the best of both worlds by providing classroom training where feasible and online training elsewhere – all centrally tracked and organized for easy monitoring and reporting. Note to Trainer: This slide may be removed Copyright © 2010 WeComply, Inc. All rights reserved.