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.