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Learn how to overcome WORKPLACE ABUSE with the Organization End Workplace Abuse

  Learn where End Workplace Abuse has been, where we're going, and how you can help We know collaboration, strategy, action, and personal responsibility to the all-volunteer effort are what it will take to pass protections for workers to have psychological safety.  Collective action is the tool of social change. We've been working hard to bring about that change: Leaders in roughly 26 new states and cities are working to introduce the  Workplace Psychological Safety Act  in 2025. And they've been busy! Our Michigan team, led by Amanda Treppa, ran an event in Detroit to build awareness and get the attention of legislators ( Hill Harper of CSI: NY supported it! ). Our Washington, DC, team made the news not  once  but  twice  for the work of mother-daughter duo Kim and Cassi Williams. We'll announce new states and cities with a virtual rally in the new year. 🎉 We created two PSAs, spoke at seven HR conferences about the bill, appeared on 17 podcasts, secured press mention
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Bracing for a new era of hate

 The last Trump reign ushered in a new era of hate. Experts are expecting more of the same now that he has been re-elected. The southern poverty law center is tracking hate crimes (as it has for decades. If you have been targeted please report to your local officials and also to the Southern Poverty Law Center.   https://www.splcenter.org/send-us-a-tip Stay strong and be careful out there.
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EEOC settles Failure to Acommodate Suit against Verizon

  Verizon Maryland to Pay $115,000 in EEOC Disability Discrimination Suit Settles F ederal Suit  Alleging  Telecom Giant Refused  A ccommodation  to Manager With Hypertension BALTIMORE  – Verizon Maryland, LLC, will pay $115,000 and furnish significant remedial relief to settle a federal disability discrimination lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC), the agency announced today. According to the EEOC’s lawsuit, a management employee who suffered from hypertension asked his manager for a change to a field position or to an alternate management position to accommodate his disability. There was an opening for a field position which the employee previously held, but Verizon did not allow him to compete for that position, telling him he would have to resign and reapply for the position in six months. The company offered no other accommodation, was not offered opportunities to compete for other vacant management positions, and the employee was forced to qui
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One of my favorite cases this year.

One of my favorite cases from this year has just been resolved. You might wonder why it stands out to me. Unlike many of my other cases, which often involve unpleasant individuals committing terrible acts while their colleagues cover for them, this situation was different.  In this case, there was a creepy professional, I know its a theme, but in this case after some prodding the organization did the right thing. They protected my client, put her in a postion where she could do her job without having a complete nervous breakdown.  The with a little more prodding took actions to terminate the pervy professional and negotiated a settlement with my client. And though it was not the kind of award she could have gotten had the organization done the wrong thing and this case had gone all the way to a jury verdict, it was an amount she was satisfied with and she got to keep the job she loves. That is a win. MORE ORGANIZATIONS SHOULD DO THE RIGHT THING! The horror of workplace sexual harassmen
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