The Workplace Psychological Safety Act is about granting our fundamental human right to dignity at work. Workplace abuse (or workplace bullying) often involves a person in power, such as a manager or supervisor, taking advantage of a less powerful employee.
Abuse of power is too often a symptom of implicit bias — a problem discrimination law stopped helping since the 1980s when courts moved from focusing on impact to intent. Intent is a high threshold that makes the law mostly ineffective at addressing bias and disrupting hierarchies at work that create haves and have-nots when those in power “other” people. More than 50 years after Title VII of the Civil Rights Act of 1964, white men still occupy the vast majority of power positions in the U.S. workforce.
Abuse may take the form of public ridicule, disrespect, overwork, and overcontrol, including put-downs, screaming, excessive criticism, destructive gossip, false accusations,...
I was a registered nurse at the a hospital in Worcester from 2014-2016. During that time, I was injured by a patient on the job. I had previously been involved in speaking out for patient safety and staff safety through our union, the Mass Nurses Association. We were highlighted in a news story by Fox 25 Boston's Mike Beaudet on the unreasonable amount of violence occurring at the hospital and the leadership's unwillingness to address the issue. After this, the bullying by the director of nursing, assistant director of nursing, and the worker's compensation manager who was handling my claim became worse.
I was denied pay for about 4-5 weeks, with no reason given other than my documentation was insufficient (it was not). I retained an attorney who assisted me in navigating through the claims process, had two surgeries to correct the injury to my left knee, and am now left partially disabled. I was accused of 'faking my injury' so that I could 'take time off for school' (I had started...
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