Prudential Custom Employee Handbooks

[...] a valuable employee: me. However, this could have all been avoided had an Anti-Harassment and Bullying Policy been in place within the organization. In fact, there was no official Employee Handbook to [...]

[...]   Ask yourself – can you afford not to have a policy in place to protect your team against workplace harassment and bullying? [...]

[...] organization deserves to be single handedly intimidated, offended, degraded, or the like. Workplace bullying can be a significant source of stress, anxiety and depression, and ultimately lead to a [...]

[...] and Bullying Policy been in place within the organization. In fact, there was no official Employee Handbook to speak of. But having had one in place would have served a few purposes: First, it [...]

[...] was just an extreme form of office politics. My workplace bully was senior to me in the workplace hierarchy and had many more years of experience than me. That said, he felt it justified to [...]

[...] had one in place would have served a few purposes: First, it would have allowed me – the victimized employee – to have grounds to stand on for my complaint and, hence, a formal course of action to [...]

[...] of stress, anxiety and depression, and ultimately lead to a decrease in productivity, long-term disability, higher turnover, shirking, toxicity, and more. But, the fact remains that workplace [...]

[...] no one – not even the CEO. The company didn’t have an HR Manager, let alone any HR personnel at that time, so I went straight to the CEO with my complaints. But, in essence, I was [...]