Posts Tagged ‘abusive conduct’
Saturday, March 14th, 2015
On March 12, the Utah Senate unanimously passed HB 216 on a vote 24 ayes -0 nays -5 not voting. The bill introduced by House Rep. Keven Stratton and sponsored in the Senate by Todd Weiler, sailed through both House and Senate committees and floor votes in both chambers. The bill becomes law with Gov. Gary Herbert’s signature.
Though the HB 216 is not the complete Healthy Workplace Bill that carries employer liability for fostering an abusive work environment, it is stronger than two previous state laws — CA and TN — that mildly approached the epidemic of workplace bullying, abusive conduct as defined by the Workplace Bullying Institute.
Features of the Utah bill, soon to become law, are that it:
• applies to state agencies only
• mandates training of employees AND supervisors
• states that training will include description and “ramifications” of abusive conduct
• training to include resources available to abused workers
• and training to cover the internal grievance process details (WBI: to hold abuser accountable)
• also training in Ethical Conduct
• also training in Organizational Leadership with Integrity
• training every other year
• State may allocate funds to develop policies for agencies
• State may support development of agency training
Visit the Utah State Page at the HWB website for details. State Coordinator Dr. Denise Halverson deserves credit for shepherding this bill through the legislative process while providing her expertise on the topic so lawmakers could confidently and unanimously pass this HWB-related bill.
Tags: abusive conduct, Denise Halverson, Healthy Workplace Bill, Keven Stratton, legislation, Todd Weiler, training, Utah, Workplace Bullying, workplace bullying institute
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Thursday, March 12th, 2015
Texas is the 29th state since 2003 to introduce the HWB. Texas joins Massachusetts and New York with proposed laws that make employers liable for exposing workers to health-harming abusive work environments.
Texas is the 7th state to introduced abusive conduct-related legislation in 2015.
Visit the Texas State Page at the HWB website for details.
Wednesday, March 11th, 2015
Mass. State Rep. Ellen Story, a staunch ally of the anti-abuse campaign for the workplace, has introduced the Healthy Workplace Bill (HWB) for the 2015-16 legislative session. Rep. Story has been involved since 2004! Her latest contribution is House bill H 1771. This is the full version of the bill that carries employer liability for enabling and maintaining a toxic work environment in which employees can be subjected to health-harming abusive conduct.
Mass. joins New York State making only two states with current bills that hold employers accountable for the psychological safety of the work environment. Of course, the HWB grants good employers an escape from vicarious liability when they voluntarily take steps to prevent and correct abusive conduct. But toothless bills gutted by the state chambers of commerce (and others in the business lobby) share one common element — no employer liability.
The very effective WBI affiliates, theMA Healthy Workplace Advocates, were able to secure 57 co-sponsors. In years past, the group, working in concert with organized labor, NAGE, orchestrated successful committee hearings. Perhaps this year after another hearing, H 1771 can move to a floor vote and beyond … to the Governor’s desk.
We salute our Massachusetts volunteer State Coordinators and Citizen Lobbyists. Stay tuned.
You can track H 1771’s progress at the MA State Page of the HWB website.
Thursday, February 19th, 2015
House Delegates Keam and Hope introduced HB 2089 in Jan. 2015, making Virginia the 28th state to introduce the WBI anti-bullying Healthy Workplace Bill. We thank the CWA Local 222, Annandale, VA, for their support.
The committee recommended “laying the bill on the table.” Thus it will not leave the House.
Thursday, February 12th, 2015
Featured on Waterford, CT community television: Dr. Kathy Hermes. She discusses the bullying-caused suicide of dear friend Marlene Braun and the need for state legislation, the Healthy Workplace Bill.
Tuesday, February 10th, 2015
Utah state Rep. Keven Stratton introduced a training-based mandate version of the Healthy Workplace Bill. It would require annual education by employers on the topic of abusive conduct — its definition, effects, and remedies.
Saturday, January 31st, 2015
In 2015, California law mandates that supervisors in all firms with 50 or more employees receive “training” in abusive conduct. The term “abusive conduct” was lifted from the WBI Healthy Workplace Bill language we have been using since 2003 to introduce and pass a comprehensive law against workplace bullying.
Training done right can overcome deficits in skills. Training is the wrong tool to reverse immoral conduct. But training is useful to make everyone aware that misconduct is happening.
Training backfires when it teaches there is a problem and the organization has no procedures in place to deal with the misconduct. It’s clear that only a small (5.5%) of American employers have the will to actually prevent or correct health-harming abusive conduct. No effective state laws have yet been enacted to compel employer compliance. So, few have good policies. Even fewer have the voluntary desire to stop it. No laws; no policies; lazy employers.
When supervisors get trained, in the best possible way — live, interactive, Q&A sessions, employee expectations will rise. Everyone will wonder when and how the bullying will end in their workplace. If employer actions are limited to supervisor training, very little will be done. Employee distrust and disengagement will follow.
Another concern is how will the training be conducted? The new law based on AB 2053, adds training in abusive conduct (which is currently legal) to the requisite training in sexual harassment (which is illegal). The mix will not only confuse employees; most employers don’t know the difference. Workers will be expecting policies for bullying to apply that don’t exist.
It is alarming to find that many employers post online slide shows to educate workers about sexual harassment. It’s a joke that no one takes seriously. A slide show with little content and no interaction. Really, how lazy can employers be. It’s called “compliance.” Given the complexity of bullying’s effect on the entire workplace and the fact that current sex harass trainers and conflict resolution professionals don’t understand bullying, we fear for the future.
In other words, disembodied training can do more harm than good. Beware of premature awareness!
Training should be preceded by a commitment by leadership to stopping bullying. Then, organizational prevalence should be determined. Next, a code or policy or set of behavioral expectations must be created along with procedures to correct confirmed violators. Then, and only then, should training be undertaken.
If you know of, or are, a California employer, contact WBI for help addressing the problem that will comply with the law and help your organization at the same time. We have also produced a 20 min. DVD to introduce Abusive Conduct to organizations.
Monday, January 5th, 2015
By Sherrill Gilbert, Vermont State Coordinator, the Healthy Workplace Campaign
The gavel will again call to order the Senate and the House. They will take an oath to serve the people of Vermont. The issues that impact the lives of Vermonters will once again be on the agendas, some will be re-introduced from the previous biennium. There are bills that were and still are valid and important to our community as a whole and the future of our workers and future generations. Workplace Bullying is controversial, it needs to be a public conversation and not hidden away as it has been the past seven years.
The Healthy Workplace Bill has been in the legislature since 2007, a few individuals decided they did not want this bill to be voted upon in committee nor did they want a public hearing on Bullying in the Workplace. This conversation would mean they would have to acknowledge bullying happens here and for several years they have turned their backs on the workers who have been abused by bullies.
There is a battle being fought in many workplaces here in Vermont in all fourteen counties. We are not alone, every state faces the same issues across America. Like all wars there are casualties. This war is no difference in that there are victims who are left broken, their lives are forever changed. For the bully this would not be enough, they would have to add more suffering and pain for the target, transferring the element of shame, the bully transfers the shame upon the target Stripping Targets of their self-esteem, their dignity and self-confidence publicly can be the straw that breaks the camel’s back. We are talking about a psychological warfare, no bullets that can be seen or outward bruising.
Friday, January 2nd, 2015
If not now, when will principled lawmakers come forward to not only introduce, but to work tirelessly to enact, legislation that holds employers accountable for allowing (through indifference or ignorance) or fostering (through rewards, both explicit and implicit) health-harming abusive conduct, a.k.a., workplace bullying?
We seek elected officials who can resist arguments of pro-business lobbyists who make false claims about our Healthy Workplace Bill.
Here are some of those lies and distortions espoused by HWB opponents followed by the truth according to terms and provisions of the actual legislation.
1. Workplace bullying sounds childlike. Bullying is for kids; adults work.
The term does not appear in the text of the HWB bill. Instead, lawsuits will require demonstrably health-harming abusive conduct be shown that was followed by the employer’s decision to punish the plaintiff with negative employment actions. Nothing infantile about abuse. Arguing “for abuse” should be condemned for not only poor “optics” but for the immorality of the position.
2. Bullying is too subjective. It cannot be defined.
So is sexual harassment, though illustrations can be given. But the perception’s of the allegedly harassed recipient must be treated as credible until shown to be otherwise. This bill reflects the same subjectivity contained in civil rights statutes. By adding significant evidentiary burdens for the plaintiff, such as malice, proof of health harm, and a demonstrated pattern of repeated misconduct, the definition of abusive conduct approaches a more objective standard than long-standing harassment laws.
Monday, November 3rd, 2014
State to Workplace Bullies: Knock It Off
By Jonathan Horn, San Diego Union-Tribune, Nov. 2, 2014
When Stephen Cruz got a new supervisor a few years ago, his staff job at UC San Diego became something of a living hell.
The new boss would repeatedly yell at workers, scold them behind closed doors, tower above them at their desks, get visibly agitated and red in the face, and send out harsh emails when something went wrong. The emails didn’t include foul language but called out workers with phrases like “I told you,” or “I gave you a direct order,” evidence of what Cruz called extreme micromanagement.
“It may have been stylistic, but it was unacceptable,” said Cruz, who works on the medical school campus. “Yes, we need supervisors. Yes, we need managers. But we’re not at each other’s throats. We’re there to work on the mission of the university.”
Cruz, 46, said he considered the supervisor’s conduct — which improved after university and union involvement — to be abusive.
A state law taking effect Jan. 1 hopes to curb that behavior at the start. The legislation, authored by Assemblywoman Lorena Gonzalez, D-San Diego, requires that employers in California with 50 or more workers include lessons on anti-workplace bullying when they carry out state-mandated sexual harassment training for supervisors every two years.