The Healthy Workplace Bill creates a legal claim for bullying targets who can establish that they were subjected to malicious, health-harming behavior. It also provides defenses for employers who act preventively and responsively with regard to bullying and includes provisions to discourage frivolous claims.



  1. Thomas

    I would like to leave a comment about a man who was vindicated in MA. Willie Vega was a teacher in the Springfield School system and a vice principal claimed that she was attacked by him after a poor evaluation. This administrator along with others harassed teachers and workplace bullying has been common , both for my wife and others in the workplace.
    Teachers stood up and testified and he was found innocent. The young woman who accused him is still out on leave, however, on this Christmas day, in the season of peace, I pray for all of those who are bullied that legislation passes.

  2. Maggie

    The public suffers under many misconceptions regarding education./schools in the United States. Teachers are frequently “bullied” by Administration. Teachers are most often targeted, not because they are “bad” teachers, but because they are at the top of the pay scale. The new Mass. Teachers’ Evaluation sponsored by Change for Children opened the door for even more abusive behavior. Observations by administrators count for 70% of a teacher’s evaluation. Administrators ignore the good and make up the rest.

    • Jill Suskind

      No kidding! and it’s worse than that, because evaluators aren’t even required to observe teachers or have any evidence at all for their assessments. They can say anything they want and site the “evaluator’s judgement” clause.

  3. Ann Tigonne

    Actions speak louder than words.. Keep records. Have a union rep with you Record in counters. Bullism in school districts are mean and harm the health and wellbeing off all Teachers being harassed!

  4. Karla

    Love this website! I work for the National Workplace Bullying Coalition, and we are currently collecting true stories from people who were bullied at work, and who have successfully overcome the challenges this traumatic experience brings. We are looking for stories that will touch the readers – other targets of workplace bullying – and help them discover tools and principles they can use in their own life. We are looking for stories filled with emotion, vivid images, and a clear path to resolution.

    Please contact me if you – or anyone you know – would like to join our movement and submit a story for our book! karla @ civility partners.com

    • Denise Pye

      Hi Karla,
      My name is Denise and I trying to support a friend who has / is going through this traumatic experience of workplace bullying.
      The above article is a prefect presentation of what she has gone through and at least 6 others
      She has been off work for just a year now and has been medically terminated. No job, no job to go to. Inability to return to her prefered profession “teaching” she has been destroyed professionally, personally and financially due to this disgusting behaviour.
      We are in Australia but it would be much appreciated if you can assist in any way possible ie: tools which can be used, success stories and any avenues how these occurred.
      Have cut and paste a post recently put up about her story,

      It’s a long read but it is VERY IMPORTANT and the public need to be aware.

      This is a story of workplace bullying at its peak and how no one has lifted a finger to stop it.

      A few weeks ago Australia was shocked with the news that 14 year old Dolly Everett’s life had been lost after she endured copious amounts of bullying. For a week or so the story went viral across the country and people were up in arms demanding justice and change. Now, a mere three weeks later, there is again silence and little change.

      In 2013, I started work in an organisation that I believed, at the time, was one of the best. They embraced individuality, created a strong and valuable networks in the community and succeeded in many ways engaging and supporting the youth of the Central Coast. I had work with an organisation that, I believed, had such a strong community focus.

      The staff at this organisation were used to working with challenging young people. I believe, as a team, we were as good as we were because of the support we had behind us. No bad day went un-debriefed. No traumatic incident went unsupported. Not to mention that every staff member would step up and support another at any given time. There was no task too great or no young person too challenging. The work we did as teachers and caseworkers was the best in the business because we were the best cared for staff.

      The organisation went through some losses, the loss of their CEO, then the loss of the best case manager I’ve ever met, then the loss of one of their largest programs which refocused on what the organisation was wanting to achieve. With this change of priorities, came a shift in their once community and family orientated philosophy, to a business and finances based model, seemingly, at whatever cost.

      In term 4 of 2015, the organisations fledging school hired a Head Teacher (HT) to assist the principal with the daily running of the school and managing the staff and curriculum. At first, said HT, was bright, bubbly and funny. He interacted with staff and students well and appeared to have the best interests of the organisation at heart. It was not long after that he started showing concerning behaviours. Below is a list of incidents that happened over the period of a year:

      – Aggressive behaviour towards female staff member when questioned about a procedure. Verbal and intimidating.

      – Refusal to act upon aggressive and violent behaviour from students, leaving them placed with staff who feared for their safety. This was in opposition to school policy.

      – Sourcing resources for staff and then refusing to give them to the staff that requested them. Diminishing their roles and capacity to do their jobs.

      – Stole teacher’s projects and facilitated them in his own class outside the classroom of the other teacher.

      – Confronted staff one on one in accessory or intimidating manner. When his accusations were asked for clarity, examples or evidence he was unable to give an answer. He left accusations vague and unresolved.

      – Confronted staff in one on one situations when he was clearly in breach of policies, and when staff addressed this in team meetings he would deny it and say he was being attacked.

      – In afternoon debriefs he would openly pass the blame to staff member who were not in attendance.

      – When talking to staff about handling incidents he stated he would “take the easy way out.” This left staff vulnerable in their workplaces and emboldened student behaviours.

      – He would constantly overrule decisions made at staff meetings as a collective on any given day. He even ignored policies he co-wrote with management.

      – Particular staff left off important emails he circulated. The staff member was then disciplined when work was not actioned. Deteriorated staff reputation and goodwill from management.

      – Openly sabotaged staff from completing work requirements.

      – Has told staff he would handle situations and has not. Due to this staff accreditations have been compromised.

      – He would often deflect blame on other staff members to the students. Placing staff in direct opposition to affected student.

      – Bribed students.

      – Particular staff member’s work would go missing from team Drop Box after having a disagreement with him.

      – Would say in staff meetings that staff are able to make their own decisions and not everything should be left to him. However, when staff would make a decision he would undermine it, especially to students.

      – After being told he was unable to have contact with one staff member, he would constantly show up to their classroom for seemingly no reason. On one occasion the principle was in the room and refrained from doing anything.

      – Spread lies and rumours about a staff member who was being bullied by him.

      These issues only skim the surface.

      Another staff member found a USB in their work draw. This USB had been placed in the draw for reasons unknown. The USB contained documents of complaints, compensation claims and other dealings with HT in his previous job. The file was called “SKUNK2012” The compensation claims alone were private information that should never have left the hands of those who made them and the organisation in which they were made. This information was passed on to the organisation to support the grievances of the current targets of his bullying.

      A staff member made contact with those named on these forms. They happily supported that all that was written was true and were happy to support staff in new claims being made. When told about currently dealings with HT they verified that the behaviour was no different to what they endured with him in their organisation.

      After the USB had been found, there were two break-ins at the organisation. On both occasions, little was stolen, however, HR files went missing. The personal information of staff was stolen, including addresses and prior grievances. Conveniently, these two break-ins happened between security cameras, ordered by HT, being installed on the premises.

      Other issues of sexism, bullying and discrimination were also bought to management’s attention between 2015 – 2017. Grievances took months to be ‘resolved’ and the only outcome was for the person named as the bully in the complaints to respond saying to most points “I have no recollection…” then it was laid to rest. Management stated, in one staff member’s case, that they were unaware that bullying or discrimination had occurred because those specific words weren’t used in that particular grievance.

      When little to nothing was done. The following organisations were contacted to step in. These were the results;

      – Fair Work Commission – Was unable to process a Stop Bullying Order as staff member was medically terminated by a medical case conference with her employer, work cover and her GP. Her General Protection Order was unsuccessful because her employer did not directly terminate her position. Neither event resulted in any evidences being looked at to stop her bullying.

      – Safe Work NSW – Only offered to visit the organisation to assess any poor supervision being held in the classroom. Could look at policies, but not now she no longer works there.

      – Ombudsman NSW– Out of their hands. Can only assist in public schools, not independent.

      – Department of Education – Said to try AIS. DET having nothing to with independent schools or the way they function.

      – Association of Independent Schools (AIS) – “Stop talking.” Principals pay money to be a member of the AIS and they only work with the principals.

      – Federal Minister of Education – Don’t deal with “those sorts of things.” They only deal with Education and Training.

      – Human Rights Commission – Didn’t meet the criteria on their website as they deal with discrimination based bullying only.

      At least three staff have left the organisation after being bullied. There has been over a years’ worth of stress leave, therapies, medication, sleepless nights, trauma, PTSD and a whole lot more. One response from management of this organisation was “I’m truly sorry to hear about your PTS and sincerely hope the distress and feelings of negative emotion will disappear.” Another was “Find a way to work together or one of you need to resign.” These comments are only a few of those documented. Many times the blame was put back on the staff member lodging the grievance. Indeed, there was a sudden displeasure with the staff members work performances despite never having an issue before and in fact being highly praised throughout her employment.

      The most common advice is to find a new job and leave.This was actually said to a teacher when she called her Union in distress. The only solution is to leave the job you used to love before the bully invaded it with negativity and torment. Let them win. Let them go onto their next victim, most likely one of your colleagues. One psychiatrist involved in the ongoing care of a targeted staff member stated that in their 15 years of practice 100% of victims she has worked with lose their jobs. 100%!!!!

      THIS HAS TO STOP!!! Why is the victim always punished with no reprimand for the bully?

      Australia has a massive problem when it comes to bullying and discrimination. It seems like someone is driven to take their own life before anyone blinks an eye. Where is justice for those impacted and where is the accountability for those who choose this behaviour?

      #bullying #discrimination #workplace #thesilentepidemic #fairworkcommission #departmentofeducation #safeworknsw #ombudsman #AIS #ministerofeducation #humanrightscommission #acurrentaffair #media #sundaynight #areyouabullyorareyouabystander

      Thank you in advance.
      Denise Pye

  5. Sandy

    After a good ten years of “Workplace Trauma” I reigned from my job as a registered nurse Bachelors of Nursing Degree after working after 35 years of service with the largest employer within my province I Canada. My health was far more important. To add I suit to further “psychological injury”two weeks after retiring management reported me to my registrar for “unprofessional conduct” based on “alternative truths”. Investigation STILL o going!! I resigned Sept 11 2013!! It was difficult o st two months I wrote a my story “The Monster In Sandy’sWorkplace” 13 typed pages describing in detail what happened over the 10 years and on going harassment after retirement and how it has impacted my health and livelihood April 2015. Last year I took action advocating for new legislation by sharing my story with Provincial and Federal politicians meeting them I person. I also shared with our Alberta Labour Minister requesting legislation to address this very serious “mental health issue” I sent it early October and got a positive response letter 2 weeks later! November 2016 Bill 208 passes it’s first readiing in Legislature similar to your Bill 1013 !!Mali g it mandatory for all employers in Alberta have policies in place to address workplace bullying and the employer woukd be held ACCOUNTABLE if an employee report’s a “psychological injury”. In the up coming week there will be new changes in Legislature to update our Occupational and Injury Act. I have been encourage g mire nurse to meet up with their Member of Legislative Assembly to get Bill 208. In the mean time I fired my “alleged union lawyer” (Just found out she was not registered with the Law Society). I plan on meeti with the Complaints Director i person to discuss “alternative facts” presented. I have forwarded my story and letter to politicians and their positive responses and I information of Bill 208. I reported the “alleged union lawyer” to the Alberta Law Society with plenty of documentation include g my story as how the union while at work and afterwards misrepresented me!! I also addressed my concerns with the Alberta Labour Board. I refuse to be cohersed I to sign g a Consent Release Form admitting to “unprofessional conduct!” I have not been able to find a job since as I have been black listed!!I

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