The NEA (National Education Association) published this article showing how union contracts can protect employees from bullying. Most interesting is the section on Massachusetts and the fact that Workplace Violence laws currently in place arguably offer protection from bullying: Continue reading
New Hampshire’s 2013 version of the Healthy Workplace Bill HB 591 has been tabled for this year and a rewrite is in the works. Fingers crossed that legislators have recognized the need to remove “malice” from the text because it creates a virtually impossible hurdle for targets of abuse to overcome in order to actually use this law to protect themselves. We’ve written about this before and below is the SEIU article about New Hampshire. We applaud SEA for getting this legislation started and hope they use this opportunity to bring in new voices as several other states have begun to do in order to craft a target centric approach that’s also fair to businesses (instead of the other way around). Continue reading
Walmart CEO Michael Duke’s $35 million annual salary constitutes an hourly wage equal to the annual salary of the average Walmart employee. — Jonathon Turley
Walmart tops the “leading retailer by employment chart” with over 2 million employees — next on the list is Target with only 365,000. Today Walmart workers will go on strike to demand fair wages among other issues. A study by Demos reports that “Retail jobs are a crucial source of income for the families of workers in the sector, yet currently more than 1 million retail workers and their family members live in or near poverty.3 More than 95 percent of year-round Continue reading
It’s important to dispel myths about workplace bullying. One of these myths is that you have NO recourse here in the U.S. The truth is that there are some protections in place that might come into play but they are often hodge podge and extremely difficult to win. Which brings home the need to ignore the self-interest of well-meaning advocates and instead rely on individualized advice from an actual employment attorney to see what recourse, if any, applies to your situation. The EEOC has noted that the majority of cases that fall under harassment protections – or outside as they do in many workplace bullying situations – are often won on retaliation claims. Here’s a Connecticut case that is making it’s way through the courts and represents a variety of today’s labor issues; forming a union, whistleblowing, retaliation and bullying. It also shows the difference in how individual states interpret Federal law such as, in this case, free speech. It’s frightening to think of the number of government regulations meant to protect our lands that are ignored because an employee would be fired for speaking up about their managers actions to their superiors. That’s the claim in Ozols vs. Town of Madison — read it for yourself below. Continue reading
When Policies Don’t Work
I would give anything to have the U.S. replicate the broad national investigation of abuse in our work cultures that Australia is currently undergoing. [sign our petition] At least we can watch from halfway around the world and learn from information being presented. Because, one of the issues being discussed is that policies in the workplace need certain components if they are going to be effective. Unfortunately, here in America the most popular template for legislation, the Healthy Workplace Bill, doesn’t even require employers to put policies in place much less dictate that the point person for employees to complain to should be separate from HR. Hopefully that will change and the bill will be amended by some smart legislator before it passes. Continue reading
Have city workers in Norfolk, Virginia find a solution to clean up toxic workplaces. Is this something you can replicate? Maybe, with a little help from your union…
[ABC WVEC.com David Ham full article and video] NORFOLK – A new workplace bullying policy is being developed for nearly 4,000 city employees.
The new policy would include workplace bullying in its harassment policy.
City workers say bullying has been an increasing problem throughout all departments.
“In some cases, supervisors may just have it in for somebody and then they tend to try to find every little thing they can write them up for,” said Jane Bethel, president of NAGE Local 200.
Assistant city manager Melanie Purcell says she’s drafting the new policy to let all employees know what’s acceptable and what’s not acceptable.
“Bullying is characterized by intimidation- both physical and mental intimidation actions that would make someone uncomfortable, and it’s persistent,” said Purcell.
While she’s drafting the new policy, Purcell has suspended all disciplinary actions until each case can be reviewed again.
The new policy is expected to be formally announced to all employees in June.