Information reported to a non-confidential resource will be provided to the Title IX Coordinator.Reports made to the following resources will be kept confidential and individually identifiable information will not be reported to the Title IX Coordinator.Download the National Prevalence mini-Report ### Tags: American workers affected, bullying statistics, Daniel Christensen, David Phillips, Gary Namie, national prevalence, WBI 2014 U. Workplace Bullying Survey, Workplace Bullying Institute, workplace bullying research This entry was posted on Tuesday, April 8th, 2014 at am and is filed under Bullying-Related Research, Social/Mgmt/Epid Sciences, WBI Education, WBI Surveys & Studies.You can follow any responses to this entry through the RSS 2.0 feed.Before an individual reveals information they may wish to keep confidential, a Responsible Employee will make every effort to ensure that the reporting individual understands: Responsible Employees do not investigate, adjudicate, or issue sanctions (unless such functions are within their normal job duties/responsibilities).All Responsible Employees will receive training on a periodic basis.Stony Brook University is committed to creating and maintaining workplace, educational, and recreational environments that are safe and accessible, and free of all forms of discrimination on the basis of sex, gender and/or gender identity which includes: discriminatory harassment and sexual harassment, non-consensual sexual contact, sexual violence/assault, domestic violence, dating violence, and stalking.Such behavior is prohibited and violates Title VII of the Civil Rights Act of 1964, Title IX of the Education Amendments of 1972 and New York State Law.
Harassment on the basis of race, color, sex, national origin, religion, age or disability is a form of discrimination prohibited by federal and state law.Eye rolling may be part of bullying, but it alone is not sufficient.Nonverbal cues coupled with verbal abuse and the tactics of exclusion are delivered by perpetrators repeatedly in order to intentionally harm targeted individuals.At work, what has been your personal experience with the following types of repeated mistreatment: abusive conduct that is threatening, intimidating, humiliating, work sabotage or verbal abuse?Over one-quarter of adult Americans (27%) said they directly experienced abusive conduct at work – currently (7%) or at sometime in their work life but not in the last year (20%).At the Workplace Bullying Institute, we take some credit for this new high level of public awareness.Our work began in 1997 with the steadfast commitment to raising public awareness and the myriad of activities and programs developed since has expanded to drive that awareness.The partitioning of the “I have not experienced or witnessed it” group also allows us to refute the axiom that one must have first-hand knowledge of bullying to recognize its existence.In fact, the 52% of the adult American population that claims to have no experience is split into those who are aware (23%) and those who profess to know nothing (28%). Thus, we asked Americans to consider only the most serious forms of bullying. NATIONAL PREVALENCE in 2014 Workplace bullying is repeated mistreatment and a form of “abusive conduct.” For the first time, we used the definition of workplace bullying that matches perfectly the definition codified in the Healthy Workplace Bill.