Petition Tag - workplace bullying

1. Stop the Workplace Bullying within Down District Council

This petition has been started to support the Down District Council workers who are alleging that senior council managers are engaged in bullying tactics.

On 13th March 2013, the Down Recorder, a local paper highlighted the bullying culture within Down District Council. Senior managers of Down District Council are accused of bullying staff, showing a lack of respect and treating workers with disdain.

Staff from the Cleansing Department (Binmen and Street Sweepers) have resorted to protesting outside the Council depot in order to have their concerns addressed over the bullying within the organisation.

One particular ex-employee has already been pushed to the brink by the Senior Managers of this local authority. This unfortunate individual, who had been diagnosed with Mental Health Problems, was remanded in custody for 6 weeks at Maghabery Prison and then as it was considered he was too dangerous to live in Down District, he had to move out of his home for 5 months. Thankfully this man has now been exonerated, as reported in the Belfast Telegraph of 19th November 2012, however it was interesting to note that "Nobody from Down District Council was available to comment." This tyranny, by whoever those employees are within Down District Council, is disgraceful. An investigation into the practices of this PUBLIC FUNDED SERVICE should be immediately undertaken.

The Down Recorder reported, on 20th March 2013, that Councillor Patrick Clarke has been aware, since May 2011, of the staff concerns and the cavalier attitude of some senior managers.

Well done to the Binmen/Street Sweepers for standing up and taking action on a wider platform.

This warrants investigation at the highest level in the interests of the Ratepayers and ultimately justice.

It is time for Down Councillors and relevant Northern Ireland Government Representatives to get to the bottom of this debacle.

2. New Workplace Bullying Legislation in Alberta

Alberta currently does not have full legislation documenting workplace bullying as a major health and workplace concern. There are currently limited parameters that businesses/organizations must meet under the current Occupational Health & Safety Act.

We feel Section 27 needs to repealed and an amendment to the OH&S made protecting employees who experience severe trauma in the workplace, holding businesses/organizations accountable for mental health injury as a result of workplace bullying and mandatory health and safety investigations when an employee is forced to leave work based on established criteria.

3. Workplace Bullying Law Reform in British Columbia

WHEREAS workplace bullying in British Columbia undermines the health and wellbeing of people in the province, reduces productivity for business, increases the need for public services, and creates unsafe work environments...

4. Pass the anti-bullying HEALTHY WORKPLACE BILL

STOP Workplace Bullying

Please only sign this petition if you are a citizen of the United States.

Workplace bullying -- interpersonal mistreatment, harassment, psychological violence -- directly affects approximately 37% of American workers. That is approximately 54 million Americans! It poses an occupational health hazard. Too few targeted individuals complain.

Existing laws require harassment to be discriminatory. Either race, religious creed, color, national origin, ancestry, physical disability, mental disability, medical condition, marital status, sex, age, or sexual orientation is required to be illegal. Approximately two-thirds of all harassment is 'status-blind' and legal. In 1998, the Washington Post editorialized "what bothers people about abusive workplace conduct, after all, is not the fact that it may be discriminatory but that it is abusive in the first place."

The Healthy Workplace Bill substitutes health-impairment for discrimination, and extends protection to all employees, working for either public or private employers, regardless of protected group status, who seek redress for being subjected to an abusive work environment. It becomes unlawful to be subjected to another employee whose malicious conduct sabotages or undermines the targeted person's work performance. Furthermore, the bill holds the bullying employee directly liable for the unlawful employment practice and punishes retaliation of the complainant.

Serious psychological violence, in sub-lethal and non-physical forms, creates an abusive workplace and affects the targeted person's health. Demonstrable physical or mental health harm can include shame, humiliation, stress, loss of sleep, severe anxiety, depression, post-traumatic stress disorder (PTSD), reduced immunity to infection, gastrointestinal disorders, hypertension, and pathophysiologic changes that increase the risk of cardiovascular diseases. The bill requires documentation of such impairment by a physician, psychologist, psychiatrist, psychotherapist, or by competent expert evidence at trial.

Individual plaintiffs must rely solely on private attorneys. The State has no enforcement role. No government bureaucracy will be created or funded. Individuals may accept workers' compensation benefits in lieu of bringing action under this bill.

The bill seeks to compel employer prevention through internal policies and enforcement. No new employer regulations are created.

Unfortunately, the actual text of the anti-bullying HEALTHY WORKPLACE BILL to give to lawmakers is available only to authorized users -- State Coordinators and Registered Citizen Lobbyists whose lawmaker requested a copy.

(Courtesy of the Workplace Bullying Institute.)