End Workplace Abuse

The workplace abuse playbook: 1. Workplace abuse typically begins when one employee, who is generally insecure and/or jealous, is threatened by the competence or demeanor of another employee. They try to convince both the target and others in the workplace that the target is incompetent by minimizing them and their work. 2. In toxic work environments, when employees report psychological abuse to HR or higher-ups, those authorities willfully ignore the complaints. Employers are not liable for psychological abuse nor do they want to be. The employer misleads the unsuspecting employee to believe they have a legitimate complaint process to remedy the problem. 3. The employer fails to alter the employee’s work environment. The employer doesn’t remove the stressor (bully) and prolongs the complaint process. The emboldened bully continues to harass and abuse the target without consequence or deterrent. The employee is further victimized. The unsuspecting employee voluntarily leaves because of the health harm, is fired due to the health harm, or dies, succumbing to the silent killer stress of the work environment. There is significant physical, mental, and emotional injury as well as severe economic harm. 4. The abuser wins. Their perceived competition is gone. The employer wins. Their perceived threat of liability is gone. The unsuspecting employee had done nothing to provoke either. 5. Trauma occurs. When the employee realizes the full perpetration and institutional complicity of tampering with their health and livelihood, forcing them off the payroll to avoid liability, and that there’s no legal recourse for any of it, trauma upon trauma occurs. Join us to #Endworkplaceabuse #HoldEmployersAccountable and #StopBullyingandMobbing: WPSAct.org

“'He felt she was micromanaging him and wanted to watch him at work.... He’d spend time in the bathroom once he’d come home, saying he needed to breathe before interacting with the kids so that he didn’t bring the same energy home.'” https://lnkd.in/eJSfjCRz

The root problems are with corporations. https://lnkd.in/guGbfSb6

You’re invited to share your experiences to fill a gap in workplace research by helping us understand the impact that bad experiences have on how people feel about their jobs and companies. This survey should only take 5-10 minutes of your time. By completing the survey you will get a free report at the end of the study period (a $300 value, in December). If you sign up before the end of the year, you can also take the survey with your team. We will provide a complimentary team report for all members. Start the survey as an individual: https://lnkd.in/dd3A2WcA Sign up your team, and we’ll have a personalized link for you within 72 business hours: https://lnkd.in/gNqd_3HZ To get a copy of the report, you’ll need to provide your contact details at the end of the survey, but you can choose to keep your survey responses anonymous. Your feedback is important and will help Humanalysts continue to improve their work. For any questions, or if you need assistance to complete this questionnaire, please contact Nicole DeKay, [email protected].

One advocate's story of abuse at a state hospital: https://lnkd.in/eKScNkft #EndWorkplaceAbuse

"Quitting a job you don’t like is a tough call and it’s made tougher by some very persistent myths. These myths create a social stigma around quitting – which is silly because quitting is perfectly natural. In fact, 10-15% of us do it every year."

The abuser playbook....

Sign the petition: https://lnkd.in/eWjVpxEH #EndWorkplaceAbuse

Sign the petition: https://lnkd.in/eWjVpxEH #EndWorkplaceAbuse

"A groundbreaking national effort to pass legislation — including in Massachusetts — that would ensure psychological safety by making workplace harassment illegal is gaining momentum. And Rhode Island may very well become the first state to pass such a law. On Tuesday, the state Senate overwhelmingly passed the Workplace Psychological Safety Act, which is now being considered before the House Labor Committee." https://lnkd.in/edetgvHB