Est. Length 10 min

Human Resources
Abusive conduct (or workplace bullying) is defined as: “conduct of an employer or employee in the workplace, with malice, that a reasonable person would find hostile, offensive, and unrelated to an employer’s legitimate business interests.” Abusive conduct may include: Repeated infliction of verbal abuse, such as the use of derogatory remarks, insults and epithets; Verbal or physical conduct that a reasonable person would find threatening, intimidating or humiliating; or The gratuitous sabotage or undermining of a person’s work performance. A single act does not constitute abusive conduct, unless especially severe and egregious. Employees cannot can sue for abusive conduct in the workplace, unless of course it becomes discrimination or harassment against a protected class. From a legal perspective, abusive conduct, while not good for business, is legal. In this tutorial, you will learn: The ramifications of abusive conduct, What abusive conduct is, Abusive conduct and health, What to do if you experience abusive conduct, and What supervisors can do about abusive conduct.