Prior to Weiner’s heartbreaking Press Conference, Emily Rooney went on WGBH and alleged that Weiner was an aggressive boss who verbally attacked her nephew and other members of his staff. Watch what she has to say for yourself:
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.
Lately a slew of major newspaper and television news stories have highlighted woman on woman bullying. Almost all of them quote advocates who say that “status blind” harassment is legal. But, that’s not always true. If a woman can prove that, as surveys show, she’s being singled out by a female boss because the bully feels more comfortable harassing women than men then she may well have a claim under Sexual Harassment. Why is it so important for advocates to keep the message as pure as possible? While dramatic messages sell papers, books, and can propel the agenda of a cause it can also unfairly limit the needed information that traumatized victims/targets receive. ALWAYS speak with an attorney to understand the options that may or may not be open to you. Continue reading
[Press Release from EEOC]
WASHINGTON— At a meeting held today, the U.S. Equal Employment Opportunity Commission heard testimony that age discrimination is causing the nation’s older workers to have a difficult time maintaining and finding new employment, a problem exacerbated by the downturn in the economy. The number and percentage of age discrimination charges filed with the EEOC have grown, rising from 16,548 charges — 21.8 percent of all charges — filed in fiscal year 2006, to 22,778 —24.4 percent — in fiscal year 2009. Continue reading
For fifteen years my husband Farrell and I lived within 3 blocks of the WTC. On Sept 11th I stood on the corner of Warren and West Broadway as the first plane flew over my head and became lost in a fireball. I ran an excruciating block to find Farrell and the two of us shared what we thought were our last kisses. We continued watching the Twin Towers helplessly while so many lept to their deaths. The crowd around us hushed as the next plane appeared ominously in the sky and the world turned upside down. After months of evacuation the City finally deemed our building safe and we returned to our artist loft — only to be priced out three years later by the “recovery efforts.” Our neighborhood had become the most expensive and desirable real estate in NYC. But, whatever happended and wherever we would end up, we were thankful to be alive and have the gift of rebuilding our lives. Continue reading
I became a co-founder of the fledgling cyber-group called the International Educational Coalition on Workplace Bullying. I’m excited that the Coalition allows me to join so many others in freely promoting critical discussion, context and analysis of all the research taking place and how it impacts the overall understanding and prevention of hostile work environments. Everyone visiting our Facebook Page is encouraged to add their own opinion and approach. Do I personally agree with everyone who posts on the site? No, and I’m proud to say that even the three of us who originally founded the IECWB don’t agree on all aspects of the issue and encourage everyone visiting the site to have that same healthy discourse. Our International focus has allowed different perspectives, coupled with personal experiences, to come together on one page. It’s been eye opening to see how even countries with Workplace Bullying legislation in place are still struggling to define the best resolutions.
We bring together psychologists, lawyers, researchers, business & Human Resource representatives, advocates and victims to create a forum for all our voices. And, there are so many things to discuss, below is just a sampling:
Support of strong Workplace Violence legislation that includes Workplace Bullying (Type 3 Workplace Violence) and making the link to Type 4 which includes Domestic Violence in the workplace as well as specific issue Workplace Bullying bills
Strengthening OSHA health harming protections
Strengthening Workers Compensation and how it can help targets currently suffering
Exploring Arbitration, ADR & Mediation as a way for targets to find relief
Putting aside the demonization of HR and Business owners and creating a true dialogue with those that want to support us
Discussing the types of policies and approaches that are actually effective and encourage a healthy workplace that discourages bullying behavior.
Staying current with evolving research in PTSD, Stress, Anxiety Disorders
Please take a moment to visit the IECWB site to find information, share information, and join the global discussion.
Here’s a link to our Press Release if you are interested in learning more about the IECWB. http://prlog.org/10829919
OUR BULLY PULPIT 