Help for Unions

Call 360.656.6630 for planning, scheduling and fee information

WBI and Unions

Unions affect the health and safety of their members. Bullying jeopardizes worker health. Unions are uniquely qualified to advocate for protections against baseless psychological assault. The more union leadership and rank-in-file know about bullying, the better they can support the abused member and work to change the perpetrator when he or she is a member. WBI is all about improving employee health via the eradication of health-harming violence against workers.

WBI Services for Unions

New: Training a union Expert Members Team (EMT)

The Rationale: Employers do too little to stop bullying; Laws are lax; Members' health is adversely impacted by bullying; Targeted members feel isolated; Being believed and listened to is healing for members; Members are the best advocates for each other; The Union anti-bullying project is a great benefit and potential organizing tool.

Designation of the Expert Members Team: by peer election, volunteering, or leadership.

Training the EMT: 2 days on-site; an in-depth understanding of the Workplace Bullying phenomenon from the pioneers; how to coach peers; incident intervention and de-escalation opportunities; emotional support and healing facilitation; dealing with bully-members; becoming educators; establishing a support group; creating an advocacy group; assembling informational resources.

WBI University for Union Leaders Send one or more members to the intensive training in Bellingham, WA and take back the capability to educate and support the entire membership of your local. Offered periodically throughout the year since 2008. The fee for union attendees is the same as the fee for individuals but with an institutional license to use. Ask about discounts for multiple attendees.

Members' Introduction to Workplace Bullying a rousing, spirited session led by the nation's top advocate against workplace bullying that taps workers' outrage over the existence of abusive work practices and ends with a call to action by the union on behalf of members

Coaching Bullied Members for Stewards and Reps offered in half-day and full-day formats, to equip front-line advocates to better be able to recognize bullying and to support emotionally wounded members without harming themselves, and to compel employer action in malicious incidents of psychological violence

Membership Surveys Bolster your case that there is a pattern to repeated bullying of members, complement anecdotal case reports with empirical group data. Anonymously assess the prevalence and nature of bullying of members using the WBI survey as the starting point (for comparison to national statistics gathered in the WBI-Zogby poll) coupled with items unique to your local. Online data collection at our dedicated survey site. Summaries and statistical analyses of the findings provided. Reports available.

Dr. Gary and Dr. Ruth Namie are members of the National Writers Union UAW Local 1981/AFL-CIO

Call 360.656.6630 to schedule services

Unions who have used our services

• PSAC, Public Service Alliance of Canada (AFPC)
• IEA, Issaquah (WA) Education Association
• UNDE, Union of National Defence Employees
• Teamsters, Local 31
• CIR/SEIU Committee of Interns and Residents/SEIU Healthcare
• IAMG, Illinois Association of Minorities in Government
• IEA, Issaquah (WA) Education Association
• AFT, American Federation of Teachers - Higher Education
• CUPE, Canadian Union of Public Employees, British Columbia

• AMAPCEO, Association of Management, Administrative & Professional Crown Employees of Ontario
• CUPE, Canadian Union of Public Employees, Saskatchewan
• CLAC, Christian Labour Association of Canada
• CUPW, Canadian Union of Postal Workers
• OPSEU, Ontario Public Service Employees Union
• AFGE, American Federation of Government Employees, National Conferences
• SPEEA, Society of Professional Engineering Employees in Aerospace, WA & KS
• San Diego-Imperial Counties Labor Council, AFL-CIO
• CSEA, California State Employees Association
• WSALC, Washington State Association of Letter Carriers
• WPWU, Washington State Postal Workers Union
• ISEA, Illinois State Employees Association
• IEF, Indian Educators' Federation, Bureau of Indian Affairs
• BTU, Boston Teachers Union
• CTU, Cleveland Teachers Union
• SEIU, Service Employees International Union, Local 707
• AFGE, Local 1007, Boise, Idaho

First Anti-Bullying Provision in Major CBA in the U.S., March 2009

Massachusetts public employee unions affiliated with the Service Employees International Union (SEIU-Locals 509 and 888) and the National Association of Government Employees (NAGE -Units 1, 3, and 6) have approved a new collective bargaining agreement covering over 21,000 state workers that includes protections against workplace bullying and abusive supervision. The new agreement is effective July 1, 2009 and runs for three years.

SEIU/NAGE bargaining teams proposed adding bullying and abusive supervision to the contract during negotiations with the Commonwealth of Massachusetts. Dubbed the "mutual respect" provision in the new contract, it is believed to be one of the first major American collective bargaining agreements to include express protections against bullying at work. Here is the provision:

The Commonwealth and the Union agree that mutual respect between and among managers, employees, co-workers and supervisors is integral to the efficient conduct of the Commonwealth's business. Behaviors that contribute to a hostile, humiliating or intimidating work environment, including abusive language or behavior, are unacceptable and will not be tolerated. Employees who believe they are subject to such behavior should raise their concerns with an appropriate manager or supervisor as soon as possible, but no later than ninety (90) days from the occurrence of the incident(s). In the event the employee(s) concerns are not addressed at the Agency level, whether informally or through the grievance procedure, within a reasonable period of time, the employee or the union may file a grievance at step 3 of the grievance procedure as set forth in Article 23. If an employee, or the Union, requests a hearing at step 3, such hearing shall be granted. Grievances filed under this section shall not be subject to the arbitration provisions set forth in Article 23. No employee shall be subject to discrimination for filing a complaint, giving a statement, or otherwise participating in the administration of this process.

An alleged violation of the provision may be grieved, but it may not proceed to arbitration. According to Greg Sorozan, president of SEIU/NAGE Local 282 and one of the lead negotiators, "the Commonwealth recognized the existence of "workplace bullying" but at this juncture "sought to limit their financial exposure by refusing to bring grievances all the way to arbitration."

Said Suffolk Law School professor David Yamada, "This is a major step forward and an excellent example of committed, visionary, and capable union leadership. Special kudos go to SEIU's Kevin Preston, who coordinated the collective bargaining efforts for the unions, and to SEIU/NAGE's Greg Sorozan, who introduced the idea of a provision covering workplace bullying and led negotiations for the NAGE bargaining units. SEIU/NAGE took an early lead in recognizing the need for mutual respect in the workplace." He added, "In addition, the Commonwealth of Massachusetts deserves credit for recognizing bullying as a workplace hazard."

WBI is proud that in 2009 Greg Sorozan joined the elite group of WBI-Legislative Campaign State Coordinators to work for enactment of the anti-bullying Healthy Workplace Bill across the country.

Call 360.656.6630 to schedule services