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Nexus of Workers' Rights, Research & Social Policies



November 11th, 2016

Howard Zinn said …

“To be hopeful in bad times is not just foolishly romantic. It is based on the fact that human history is a history not only of cruelty, but also of compassion, sacrifice, courage, kindness. What we choose to emphasize in this complex history will determine our lives. If we see only the worst, it destroys our capacity to do something. If we remember those times and places—and there are so many—where people have behaved magnificently, this gives us the energy to act, and at least the possibility of sending this spinning top of a world in a different direction. And if we do act, in however small a way, we don’t have to wait for some grand utopian future. The future is an infinite succession of presents, and to live now as we think human beings should live, in defiance of all that is bad around us, is itself a marvelous victory.”

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Posted in Fairness & Social Justice Denied | Post Comment



November 9th, 2016

HL Mencken said

“No one in this world, so far as I know, has ever lost money by underestimating the intelligence of the great masses of the American people.”

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November 4th, 2016

We’re going mobile

A long overdue change is coming. The WBI website will soon be mobile device friendly.

Tell us how you now access the information here.

How do you visit this WBI website?

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Posted in WBI Education | 1 Comment



July 29th, 2016

Sac Bee: Former Folsom prison Dental Assistant Awarded $1.1 million

By Darrell Smith, Sacramento Bee, July 28, 2016

with WBI commentary inserted

Sacramento jurors, in a $1.1 million verdict Wednesday, sided with a state corrections employee who claimed her higher-ups did little or nothing to protect her from threats made by one of her subordinates, then retaliated against her when she complained of the threatening treatment.

The threat was a death threat, of bringing a gun to work, not a minor act.

Jurors awarded Onalis Giunta, a supervising dental assistant at Folsom State Prison when she filed the 2012 lawsuit against California Department of Corrections and Rehabilitation, $990,000 for noneconomic losses and mental suffering along with another $107,000 in past and future earnings, in their verdict, court documents showed.

It was not known Thursday whether there were plans to appeal the verdict.

Giunta in the lawsuit characterized the man identified in court documents as Serge Protsyuk, as a problem employee who often ran afoul of California Department of Corrections and Rehabilitation rules and regulations.

Protsyuk was a former coworker of the newly promoted supervisor, Giunta. He never respected her authority and was coddled by two male supervisors of hers who undermined her role. He aggressively disobeyed rules that he felt did not apply to him, daring her to discipline him.

Giunta alleged that the employee threatened to bring a gun to work after disciplinary action in November 2010. Protsyuk followed the alleged gun threat with months of more intimidation, the lawsuit alleged, forcing Giunta to take a yearlong, doctor-ordered stress leave.

Yes, you read that correctly. After he threatened revenge on her for an unfavorable evaluation by bringing a gun to work, the warden and security staff who had been told of the threat that night planned to search him the next morning when Protsyuk arrived for work. NO ONE ever called Giunta that night to warn her of the threat made against her. Protsyuk was frisked the next morning and allowed to go work as usual. Giunta was told about the threat AFTER she saw Protsyuk walk past her office window! No suspension. No punishment. And Giunta had to work with him for another six months without his removal.
Giunta was traumatized. All the while, the warden had decided that no violation of the strict zero-tolerance Violence Prevention Policy had occurred. No investigation of Giunta’s complaint about the violation was undertaken.

Continue reading this article… »

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Posted in Expert Witness, Fairness & Social Justice Denied, Rulings by Courts, WBI in the News | Post Comment



May 3rd, 2016

Jessi Eden Brown, WBI Coach for Bullied Targets Featured in Counseling Today magazine

The cover story of Counseling Today magazine is about bullying. A significant portion of that article, written by Laurie Meyers, features an interview with WBI’s telephone coach for bullied targets, Jessi Eden Brown. Jessi maintains a private practice in Seattle in addition to continuing to provide coaching for targets who seek her advice after discovering her services posted at this WBI website.

Jessi is the most expert advisor to targeted individuals in the U.S. Her fees are inexpensive and worth every penny. Time precludes offering free advice, so please don’t insult her and ask. [Neither can WBI offer free advice by phone as it did for 18 years.] Here is Jessi’s information page.

An excerpt from

Fertile Grounds for Bullying
Counseling Today, April 21, 2016
By Laurie Meyers

Bullying isn’t confined to childhood or adolescence. Adults can experience bullying too, particularly in the workplace. Bullying in the workplace involves less obvious behavior than does school bullying and can be almost intangible, says Jessi Eden Brown, a licensed professional counselor and licensed mental health counselor with a private practice in Seattle.

“Bullying in the workplace is a form of psychological violence,” says Brown, who also coaches targets of workplace bullying through the Workplace Bullying Institute (WBI), an organization that studies and attempts to prevent abusive conduct at work. “Although popular media theatrically portray the workplace bully as a volatile, verbally abusive jerk, in actuality, the behaviors tend to be more subtle, insidious and persistent.”

Instead of shoving and name-calling, Brown says, workplace bullying includes behavior such as:

– Stealing credit for others’ work
– Assigning undue blame
– Using public and humiliating criticism
– Threatening job loss or punishment
– Denying access to critical resources
– Applying unrealistic workloads or deadlines
– Engaging in destructive rumors and gossip
– Endeavoring to turn others against a person
– Making deliberate attempts to sabotage someone’s work or professional reputation

“It’s the fact that these behaviors are repeated again and again that makes them so damaging for the target,” she explains. “The cumulative effects and prolonged exposure to stress exact a staggering toll on the overall health of the bullied individual.”

What’s more, those bullied in the workplace often stand alone, Brown notes. “While the motivating factors may be similar between workplace bullying and childhood bullying, the consequences for the bully and the target are unmistakably different,” she says. “In childhood bullying, the institution — the school — stands firmly and publicly against the abuse. Teachers, staff, students and administrators are thoroughly trained on how to recognize and address the behavior. Students are given safe avenues for reporting bullying. Identified bullies are confronted by figures of authority and influence — teachers, administrators, groups of peers, parents. When the system works as intended, there are consequences for the bully, as well as resources and support for the target.”
Continue reading this article… »

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Posted in Bullying & Health, Media About Bullying, Print: News, Blogs, Magazines, Products & Services, WBI Education, WBI in the News | 4 Comments



March 30th, 2016

California “clarifies” mandated Abusive Conduct training

On Jan. 1, 2015 California started mandating training in Abusive Conduct for supervisors (in employers with 50 or more workers). The definition was lifted verbatim from the WBI Healthy Workplace Bill (HWB) authored by Suffolk University Law Professor David Yamada.

WBI and its national network of volunteer State Coordinators has been lobbying for the complete HWB since 2001. Timid, business lobby-yoked state lawmakers are afraid to take a stand for workers who suffer health harm as the result of workplace bullying. Of course, the HWB does not include the phrase “workplace bullying.” The term used is “abusive conduct.”

California and Utah have mandated training. Utah’s 2015 legislation is superior to California’s, though it applies only to state agency employers. Utah requires that employers describe how they will provide protections to employees. California, at first, simply mandated the training. And the topic of abusive conduct, which is still legal until the full HWB is enacted into law in California, is to be added to mandated training on the employer’s commitment to the prevention and resolution of illegal sexual harassment. Oops. This is confusing to nearly everyone. Many HR types hardly understand the power of having protected group status membership or not.

We worry that employees will conflate bullying (abusive conduct) with illegal forms of harassment, including exposure to a hostile work environment. They will falsely believe that abusive conduct is currently illegal because of the pairing with illegal forms of discrimination that violate state and federal laws.

Now comes an April 1 amendment to California Fair Employment and Housing Act Regulations. The section below shows the intended clarification regarding the content of the Abusive Conduct related to Government Code section 12950.1(g)(2).

The good news: the deleterious impact on the targets of abusive conduct must be discussed. Naturally, the negatives for the employer are to be included.

The bad news: the regulation lifts most of our HWB definition of abusive conduct but omits the critical element describing that personal health harm can be manifested. And time devoted to abusive conduct training should be “meaningful.” Still vague.

Read the amended, clarifying regulation for yourself.

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Posted in Healthy Workplace Bill (U.S. campaign), Workplace Bullying Laws | Post Comment



March 30th, 2016

WBI Workplace Bullying University set for May 20

The Workplace Bullying UniversityThe nation’s only comprehensive training in the phenomenon of workplace bullying designed for professionals

The next 3-day public session in Boise, Idaho is May 20-21-22.

Visit the WBI Workplace Bullying University website for program details. Taught personally by Dr. Gary Namie & Dr. Ruth Namie.

Designed for professionals in Labor, Healthcare, Mental Health, Counseling, Management, Higher Education, HR, Training, Consulting, and those in life & career transition.

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Posted in Unions, WBI Education, Workplace Bullying University | Post Comment



March 29th, 2016

With Scalia gone, Unions win in Supreme Court

Today, well ahead of the expected June decision, the U.S. Supreme Court split 4-4 in the decision regarding Friedrichs v. California Teachers Association.

The SCOTUS is short one member since the passing of Antonin Scalia. The tie vote allows previous appellate court verdicts to stand. As described in earlier posts — here and here, the cocky anti-union plaintiffs were so confident of using SCOTUS to bankrupt public sector unions that they asked both trial and appellate courts to rule against them so they could expedite the process to get to the Supreme Court.

Justice Scalia’s death was unexpected. His vote would have delivered an anti-union majority vote. The tie, however, allows the lower court decision (made at plaintiffs’ request with no evidence ever presented as in a real trial) to stand. The anti-union plaintiffs lose. Unions win (for now). Here is the entire SCOTUS decision.


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Posted in Rulings by Courts, Unions | Post Comment



February 25th, 2016

C-Suite Rationale to Address Workplace Bullying

Workplace Bullying for Leaders

C-Suite Talking Points for HR About Workplace Bullying
By Gary Namie, PhD

Assumptions: (1) No anti-bullying initiative can succeed without support from the top. (2) It will be the job of HR to take that message up the ladder.

Here is a list of reasons senior leaders should care. It includes, but is not limited to, the following:

• Workplace Bullying is a costly litigation nightmare. Even though a low proportion of incidents of bullying also have an aspect of discrimination (20%), the public erroneously believes hostile work environment protections apply to everyone. Therefore, too many individuals shop for an attorney willing to either threaten or file a lawsuit or EEOC formal complaint. At the very least, a defense has to be mounted, or settlement paid, or trial and penalty expenses absorbed.

• Recruitment & retention of highly skilled workers undermined. The typical bullying scenario finds the best & brightest targeted for baseless, mindless persecution until they either voluntarily quit or are driven away. This is unwanted, unnecessary and PREVENTABLE turnover.

• A tarnished reputation as one of the “worst places to work” on the street (mainly in social media) follows the expulsion of highly qualified workers. In turn, recruitment is made more difficult.

• Bullying causes stress-related diseases. Allowing it to continue unabated directly contradicts the internal commitments to wellness and employee well being. In fact, research clearly shows the causal role of personalized bullying in cardiovascular and gastrointestinal diseases, changes in the brain that lead to irreversible behavioral dysfunction that passes for incompetence to the naive observer, life shortening interference with DNA cellular replication, and doubling the rate of suicidal ideation. Why should we allow the health-harming misconduct to continue knowing that our staff and associates are being so severely impaired?
Continue reading this article… »

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Posted in Advice for Employers | 4 Comments



February 24th, 2016

Guest: Washington’s chance to address workplace bullying

By Pam Raphael

Bullying has gotten a lot of attention . Most of the focus has been on children but we know that children learn from us, how we treat each other and how we use power in relationship.

It is urgent that we are taking bullying in school seriously. It is not a developmental stage or a phase of childhood it is a lack of better tools, understanding, accountability and developmental capability. It is not something to be ignored until they grow out of it.

Children who are targeted suffer terribly and the trauma can follow them for decades. Some turn their trauma inward leading to low self esteem, under-performance and depression. While others channel it outwardly and become bullies themselves.

When childhood bullies grow up without accountability meted by their peer groups, families or the criminal justice system they go to work and continue their pattern of abuse.
That is why American workplaces have a bullying problem.

According to a recent national survey conducted by the Workplace Bullying Institute, 72% of people polled reported knowledge that workplace bullying exists and 27% have current or past experience with it. That means one in four people have experienced it and three out of four of us have witnessed it.

It is not a surprise, then, that 93% of those same people polled would also support legislation that makes it unlawful.

When an adult has been abused so relentlessly that they have severe anxiety and can no longer work we assume they must have been weak willed, mentally ill or have a “victim mentality.”

But that is looking in the wrong direction. The distorted thinking and mental illness of people who are emotionally undeveloped, unstable or disordered and who are inflicting abuse on others is the problem. People who lack the self awareness, emotional capability and communication skills resort to blame and scapegoating.

Because there is no law defining it or how to respond, most employers ignore the perpetrator to protect liability allowing workplace bullying to continue. It is a failure of will that we can and must demand be changed. Bullying is abuse.

Here is something you can do today to start change happening here in WA state:

There are two companion bills that were introduced this legislative session in Washington State that need your support:

Senate Bill 6532 and House Bill 2894 would “provide legal recourse for employees who have been harmed, psychologically, physically, or economically, by being deliberately subjected to abusive work environments; and provide legal incentives for employers to prevent and
respond to mistreatment of employees at work.”

Please contact your legislators as well as the sponsors of the bills and let them know you appreciate their consideration of these bills because you see the urgency to do something to help employees and employers in WA State. Find a comprehensive list of legislators here – http://healthyworkplacebill.org/states/wa/

Let them know you believe this demands our attention now.

We need legislation to protect employees from the worst kinds of bullying and abuse the kind that ruins lives and protect the bottom line and liability of employers who do the right thing.

We have to change our belief that abuse is normal and inevitable. When someone is bullied on the job that is not correcting a problem it is the problem.

Washington is leading the nation in so many ways. Let’s lead the nation in modeling healthy workplaces. The costs to everyone are too high to ignore it any longer.

BIO:
Pamela Raphael is a Mental Health Counselor in Seattle specializing in the effects of traumatic workplace and relationship abuse. She is a former board president of Real Change and is currently serving as the WA State Coordinator for the Healthy Workplace Bill, a national initiative of the Workplace Bullying Institute.

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Posted in Healthy Workplace Bill (U.S. campaign), Workplace Bullying Laws | Post Comment



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