Sunday, October 16, 2011

LGBTQ People in the Closet at Work

Connecticut Freedom From Workplace Bullies Week   Speaker Karen Sumberg, Director of the Center for Work-Life Policy, NEW YORK and author of a study on Gays In the Closet at Work Tuesday, October 18, 2011
4:30 pm-6:00 pm Founders Hall, inside Davidson Hall, at Central Connecticut State University Click HERE for more information

The Power of "Out" by by Sylvia Ann Hewlett and Karen SumbergUntil now, the direct line has not been clearly drawn between the corporate closet and the revolving door. New research from the Center for Work-Life Policy quantifies the loss to U.S. companies that fail to create a workplace hospitable to their lesbian, gay, bisexual and transgender employees. Our data show the consequences of LGBT employees forced to keep their lives and loved ones a secret from colleagues. Also included in the report are cutting-edge initiatives employed by a range of companies to break down barriers for their LGBT employees. 

Our Speaker at 4:30 on Tuesday, Oct. 18, Karen Sumberg, Director of the Center for Work-Life Policy, gave this interview with NPR:

Friday, September 30, 2011



Oct. 17, 10 am at Torrington City Hall, Mayor Ryan Bingham will proclaim Freedom From Workplace Bullies Week. Other mayors who will make proclamations: East Haven, Milford, Newtown. (There is still time to ask your mayor. Contact by Oct. 6. We have a prepared text.).

October 18: Speaker Karen Sumberg, DIRECTOR of the Center for Work-Life Policy, NEW YORK and author of a study on Gays In the Closet at Work. FOUNDERS HALL. 4:30 pm-6:00 pm.

October 20: "Is Connecticut Ready for Healthy Workplaces?: A Forum on Law, Psychology, and Society's Response to Abusive Conduct in the Workplace." Speakers include Tom Witt of New York Health Workplace Advocates, and Vicki J. Magley, Ph.D. Department of Psychology-University of Connecticut. Diloreto 001, 6:30-8:30 pm.

Please invite friends, students, colleagues! For more info about events, email

Parking is free. You can use any lot, but the Manafort lot is closest. 
Map of campus: 

The New Britain Library will also have a display throughout November on workplace bullying.

We also have T-shirts for sale for $15 at events. Cash or check.

Thank you for your support.

Kathy Hermes
Connecticut Healthy Workplace Advocates on Facebook:
Connecticut Freedom from Workplace Bullies Week on Facebook:

Thursday, June 16, 2011

Meeting Saturday June 18, 2011 at 2 pm for all interested people

Strategy Meeting for Workplace Bullying
Kathy Hermes  
View Contact
To:Connecticut Bullybusters 

Strategy meeting to Pass a Healthy Workplace Bill in CT in 2012

18 June · 14:00 - 15:30

Tony's Central Pizza Place1537 Stanley Street New Britain, CT 06053-3200 (860) 225-5625 Bus: Paul Manafort Dr and Facuity Lot D

Created by:

ForConnecticut Healthy Workplace Advocates

More info
Pizza is on me if you RSVP. Legislative materials will be available.

Katherine A. Hermes, J.D., Ph.D.
Volunteer Coordinator

Wednesday, May 4, 2011

New York Healthy Workplace Advocates Press Conference

Tom Witt, Mike Schlicht, Senator Diane Savino, Senator Shirley L. Huntley, and Assemblyman Steve Englebright made introductory remarks at the New York Healthy Workplace Bill Press conference May 2, 2011. Maria Morrissey spoke about her brother Kevin Morrissey's suicide. Kathy Hermes discussed the suicide of Marlene Braun. Ken Kamholtz described his workplace bullying as a police officer.

Connecticut Healthy Workplace coordinator Katherine Hermes helped New York Healthy Workplace Advocates lobby for the Healthy Workplace Bill in New York. It has wide support across both parties. Over 60 Assembly representatives have signed on and last year the bill passed the NY Senate. We hope that it goes forward this year and is signed by Gov. Cuomo.

Thursday, April 28, 2011

New York Healthy Workplace Advocates Press Release: Press Conf. and Town Meeting May 2, 2011


Senator Diane Savino and Assemblyman Steve Englebright
New York State Nurses Association,
NY Healthy Workplace Advocates, Maria Morrissey, and Kathy Hermes,
and others to speak at Workplace Bullying Press Conference

S4289 / A4258 Healthy Workplace Bill

Monday, May 2, 2011
12:00pm at the LCA Room
Legislative Office Building

Interactive Presentation & Discussion
Beginning at 5:30 p.m.
Room 711A , Legislative Office Building
Open to the General Public

Senator Diane Savino and Assemblyman Steve Englebright will discuss New York State's workplace bullying legislation A4258 / S4289.  Maria Morrissey, the sister of workplace bullying target, Kevin Morrissey, will speak about the importance of such legislation.  Kathy Hermes, the friend of bullying target, Marlene Braun, will also speak about the need for the legislation.
Marlene Braun, d. May 2, 2005

In 2010, Maria Morrissey lost her brother Kevin Morrissey, managing editor of the Virginia Quarterly Review, published by the University of Virginia, to suicide, due to workplace bullying. In spite of numerous well documented attempts over several years by Kevin Morrissey to seek help from his employer, little was done to address the situation before he took his life. 

Kathy Hermes lost her friend, Marlene Braun, to suicide in California in 2005 because of workplace bullying, with Marlene having been denied transfer requests that would have allowed her to instead work in a healthier environment.

Maria Morrissey and Kathy Hermes are traveling to New York to express the need for a law that will address workplace bullying and will participate in a grassroots lobbying effort on May 2 & 3, 2011.

The current Assembly Bill has over 60 sponsors while the companion bill passed in the Senate last year with a vote of 45 in favor as S1823.  Several major unions have issued a Memorandum of Support for the bill, including: AFL-CIO, NYSUT, AFT, DC37, PEF, and the New York State Nurses Association.

As a follow up to the midday Press Conference, a Town Hall Meeting that is open to the general public will be held in Room 711A of the Legislative Office Building beginning at 5:30 p.m. to allow for a more in depth presentation by the afternoon press conference participants and an interactive question and answer period.  

Thursday, April 21, 2011

Please contact your legislators today, April 21.

Please contact your legislators. HB 5464 AN ACT CONCERNING STATE EMPLOYEES AND VIOLENCE AND BULLYING IN THE WORKPLACE has been reported out of committee and is calendared. We still need to make sure it actually comes up for a vote and gets support!

Thank you for all your help in fighting to end Abusive Conduct at work. This is just a first step!

To be involved, please join up at one of our organization's update centers. If you use facebook, look for a group Connecticut Healthy Workplace Advocates. If you use, we also have a non-profit by that name. 

The legislative session is almost over, but we will be planning events and strategies to get a full Healthy Workplace Bill in place next year.

Katherine A. Hermes, J.D., Ph.D.
Volunteer Coordinator
Connecticut Healthy Workplace Advocates

Tuesday, April 12, 2011

Workplace bullying a serious problem

Esque Walker 

Monday, April 11, 2011 
It was a remarkable day for the Texas Healthy Workplace Advocates in
On March 24, in the wee hours of the morning, eight women from the
grass roots organization Texas Healthy Workplace Advocates gathered on
the north steps of the state capitol in Austin waiting for the doors
to open. 
The women arrived armed and ready to meet with lawmakers in several
political districts across the state of Texas. The women had traveled
from Alvarado, Corsicana, Dallas, Fort Worth, Graham, and Houston to
speak to lawmakers about the prevalence and the devastating
consequences of workplace bullying. The group was there to shop a bill
for the next legislative session the Healthy Workplace Bill; we need
this bill in Texas. The group presented accounts of their bullying
experiences to lawmakers. 
There has been an increase in the number of complaints of workplace
bullying in Abilene, El Paso, Houston, and in Dallas and Tarrant
Counties. People in Texas are suffering because of abusive work
environments. Until there are laws we will continue to be plagued with
this problem. 
One member in the group stated, “I don’t want to die! But I can no
longer afford to live because of workplace bullying.” The stories
shared with representatives were powerful, touching, and captured the
essence of the problem. We just went in and did what needed to be
done; we told the truth about what has happened to us and other
members of the group. Please do not be fooled by the appearance and
the size of the group, there are a number of men in the group that are
targets of workplace bullying and there are a number of members
throughout the state of Texas. 
Overall there is disbelief that this is happening in Texas, shock
about the number of targets in Texas, and this behavior is not within
the legal statutes. In one of the representative’s office, they
couldn’t believe that workplace bullying is happening in Abilene. “It
is a Christian community” is the belief there — I explained to the
aide there is nothing Christian about workplace bullying. I felt sorry
for the guy. He said he had grown up in Abilene and he couldn’t
believe that a “Christian community” such as Abilene would allow this
to happen; he was devastated. 
I presented a profile of the Texas cities by ZIP code that have the
highest concentrations of targets; the list showed only 171 targets in
the cities of Abilene, Austin, Conroe, Corpus Christi, Dallas, El
Paso, Fort Worth, Garland, Houston, Irving, Killeen, Midland, Round
Rock, San Antonio, Temple and Waco. 
Texas lawmakers have been slow to focus on workplace bullying and the
devastation it is causing, however, I believe a small victory was won
last October when Mayor John Cook and the city council in El Paso took
an initiative to recognize bullying as an adult issue by issuing a
proclamation declaring the third week of October “Freedom from Bullies
week” in El Paso. This is the first official elected to an office to
show interest in the well-being of the people he serves. 
Workplace bullying is defined as repeated, health-harming mistreatment
of one or more people by one or more perpetrators that takes one or
more of the following forms: verbal abuse, offensive conduct/behaviors
which are threatening, humiliating, or intimidating and work
interference sabotage. 
Additionally, workplace bullying is violence — it is emotional and
psychological destruction of an individual for the satisfaction of
This issue needs immediate attention. Not only does the behavior
impact the targets, their families, and the organizations; society as
a whole is impacted through social welfare programs that targets
forced from the workplace must depend on for survival. 
If bullying could be stopped and money once used to support targets on
social welfare programs, Texas politicians would be able to balance
the budget and have money left over for other things. 
Esque Walker is the Texas Coordinator for Texas Healthy Workplace

Friday, April 8, 2011

Walmart Can Fire Employee Who Screamed at Another Employee: Store enforced policy

Appeals court: Wal-mart can fire worker for telling co-worker lesbians go to hell

BY JAMES SCALZITTI Staff Apr 7, 2011 2:09AM

Wal-Mart was within its rights to fire a Joliet store employee who told a lesbian co-worker she would go to hell because God does not accept gays, and the dismissal was not religious discrimination, a federal appeals court has ruled.

Tanisha Matthews began working as an overnight stocker at the Joliet Wal-Mart in 1996, according to court documents. In September 2005, during a break in her shift, Matthews took part in a conversation about God and homosexuality.

The next day, an employee informed a manager that Matthews had made inappropriate comments about gays to a lesbian employee named Amy. Over the next three months, Wal-Mart interviewed employees who were present.

In her statement, Amy reported that Matthews was “screaming over her” that God does not accept gays; they should not “be on earth”; and they will “go to hell” because they are not “right in the head,” according to the appeals court ruling. Five other employees confirmed that Matthews had said gays are sinners who are going to hell, the ruling said.

Wal-Mart fired Matthews after concluding she had engaged in behavior that violated the company’s Discrimination and Harassment Prevention Policy. The policy, which the court said Matthews was aware of at the time of the incident, prohibits employees from engaging in conduct that could reasonably be interpreted as harassment based on an individual’s status, including sexual orientation, and says they can be fired for such conduct.

Matthews, an Apostolic Christian, sued Wal-Mart Stores Inc. for race and religious discrimination under the Civil Rights Act of 1964, claiming she was fired because of her religious beliefs and not for violating company policy.

She voluntarily dismissed the race discrimination claim, and the U.S. District Court in Chicago granted summary judgment to Wal-Mart on her religious-discrimination claim.

In her suit, Matthews claimed Wal-Mart engaged in religious discrimination by firing her for expressing religious beliefs. “But if Matthews is arguing that Wal-Mart must permit her to admonish gays at work to accommodate her religion, the claim fails,” the Appeals Court stated in its decision. 

Walmart enforced its policy, but what if it had not? Would the employee who was harassed have been able to mount a successful complaint? There needs to be a law, the Healthy Workplace Bill, because it's the person who is bullied who needs protection when employers don't follow through and fire the bully, or when employers do follow the law, produce the policy, but the bully continues in spite of it or more clandestinely.

 The decision also shows that a store like Walmart, which really does cater to a kind of "middle American," recognized in 2005 that this kind of behavior toward a lesbian employee was wrong and needed to be stopped.

Thursday, March 31, 2011

Forum in Litchfield Targets Bullying: Litchfield County Times

Here is an excerpt from the article: 
LITCHFIELD—In a town where some red-haired students were recently kicked in an incident inspired by an episode of the animated show “South Park,” and in a larger region that includes a school district that lost administrators because of purported bullying and harassment, a discussion held Monday had plenty of context.

The panel discussion with one parent and two professors from Central Connecticut State University was scheduled at Litchfield High School to discuss the growing phenomenon of bullying. (Neither the recent bullying in Litchfield, nor the experience at Housatonic Valley Regional High School in Falls Village led directly to Monday’s session.)

Council’s Initiative

The event was set up by Betsy Fabbri and Lori Shuhi, president and vice president of the Student Teachers Parents Council, as part of the STPC’s programs to bring students and teachers together. Close to 30 parents and residents attended.

Dr. Katherine Hermes, a professor of history at CCSU, also spoke at the event. Dr. Hermes pointed out that she was not an expert on the phenomenon of bullying, but had joined the nationwide advocacy on the issue after the suicide of her friend, Marlene Braun.

Ms. Braun, an Army veteran and 13-year employee of the federal Bureau of Land Management, had been bullied by her boss over a difference of opinion in the maintenance of a national landmark of which she as in charge. She took her own life on Aug. 20, 2005.

The story of Ms. Braun’s death made headlines in the Los Angeles Times. Ms. Hermes has since been an advocate against workplace bullying, and has petitioned the Connecticut legislature to examine the phenomenon in its state agencies, including the Connecticut State University system, where she works.

“After 18 months of systematic bullying, this person, who had been a U.S. Army veteran, put a bullet in her brain,” she said. “Many, many people who don’t actually do it, think about it and have tremendous mental and physical health consequences.”

Dr. Hermes said that by the time her friend took her life, she had lost 30 pounds and was suffering from sleep problems.
“People would say to her, ‘Your boss is a jerk,” but we’re not talking about jerks,” she said. “We’re talking about intimidation of someone, such as telling them like a child that they’re not needed at a meeting and should sit in a hall; physical intimidation that is not quite hitting, such as backing them up against a wall. All those things are bullying.” 

Wednesday, March 23, 2011

Talks on Bullying: "You Have the Right to Be Yourself" Spring, 2011

Press Release

Contact: Joe Mustich, 860.868.7355

President, ACLU NW CT Chapter

March 7, 2011

A Three Part Series on
"You Have the Right to Be Yourself"

March 24, @ 6:30 pm with a talk by
Professor Nan Taylor of UConn
On Domestic Violence, Bullying and Collective Violence

Sponsored by the ACLU NW CT Chapter
Gunn Memorial Library & Museum, Washington, CT
Free and Open to the Public

Thursday, April 21 @ 6pm
Screening of the Laramie Project
Gunn Memorial Library & Musuem, Washington, CT
Free and Open to the Public

Thursday, May 19
Open Forum on Bullying
Register Citizen's Newsroom Cafe @ 6pm
59 Field St, Torrington, CT

Washington, CT...March 1st.....The ACLU NW CT Chapter is very proud to announce its sponsorship of a three part series, on Domestic Violence, Bullying, and Collective Violence, beginning on Thursday, March 24 @ 6:30 pm, with a talk by pyschologist Nan Taylor, PhD of UConn, at the Gunn Memorial Library & Musuem in Washington, CT. The talk is free and open to the public. Dr Taylor's talk will be followed by a question and answer period.

On Thursday, April 21 at 6 pm, the ACLU NW CT Chapter will screen the award winning movie The Laramie Project, which deals with the death of college student Matthew Shepard in Laramie, WY, which is an example of LGBT (lesbian, gay, bi-sexual, and trans-gender) violence, at the Gunn Memorial Library & Musuem in Washington, CT. The event is free and open to the public.

On Thursday, May 19, at 6pm, the ACLU NW CT Chapter will sponsor an Open Forum on Domestic Violence, Bullying and Collective Violence at the Newsroom Cafe of the Register Citizen, 59 Field St, Torrington, CT

"Our ACLU chapter decide to tackle the problem of bullying after hearing and reading about the suicides of young people, many of whom were LGBT (lesbian, gay, bi, and trans) youth, late last year," said Joe Mustich, president of the ACLU NW CT Chapter.

"I bought a copy of People magazine last year which had photos of young suicides on its cover, and it sits on my desk in my office, and we knew we needed to do something about it," continued Mustich. Additionally, the ACLU has a site called "You Have the Right to Be Yourself" at

For additional information, please see:

Saturday, March 19, 2011

New CT Bill, LA Times Article, and Recognizing Signs of Bullying

Please sign our Connecticut petition for the bill currently before the legislature:

The LA Times has published an interesting article about the Healthy Workplace Bill that is well worth reading:,0,1767245.story
State bills against workplace bullying gain traction
Proponents say workplace bullying is widespread and procedures for dealing with it are ineffective. They back a model called the 'Healthy Workplace Bill.'

Texas Healthy Workplace Advocates has gained some recognition across the state, and this article offers some tips about how to recognize bullying in the workplace, which can be subtle and not always easy to admit:
Suzy Fox, a workplace researcher, has identified six common types of workplace bullying.
“Any of those, any one of us does once in a while,” Fox said. It’s when a pattern of behavior develops that bullying takes place, she said.
- Threatening or intimidating behavior. This can be verbal threats or nonverbal, like glaring, Fox said. Cyberbullying also can fall in this category, Fox added.
- Demeaning behavior. Not only does this include insults and put-downs, but also excessively harsh criticism of job performance, according to Fox.
- Isolation. The silent treatment, said Fox, or leaving the room when someone else enters or excluding them from work meetings.
- Abusive supervision. “That’s threatening you with job loss,” Fox said, or blaming workers for things that aren’t their fault, along with unreasonable work demands.
- Work sabotage. “That’s intentionally destroying or stealing your work or your material,” Fox said.
- Harm to reputation. This includes spreading rumors and also some cyberbullying that can ruin a worker’s reputation, Fox said.

Tuesday, March 15, 2011

AFT Resolution Against Workplace Bullying

American Federation of Teachers Resolutions
WHEREAS, the American Federation of Teachers resolution on Dignity, Respect and Justice in the Workplace (2009) defines workplace bullying as a "a pattern of coercive, insidious behavior used by one person to gain or exercise power and control over another person and creates a harmful work environment"; and

WHEREAS, workplace bullying has also been defined, by the Work Place Bullying Institute, as the repeated, health-harming mistreatment of one or more persons by one or more perpetrators, taking the form of verbal abuse, such as threatening and humiliating or offensive behavior that interferes with or sabotages and prevents the completion of job-related tasks (Work Place Bullying Institute, WBI); and

WHEREAS, according to a Zogby Survey (2007), 54 million or 37 percent of all Americans have reported incidents of bullying in the workplace, and another 12 percent have been a witness to it; and

WHEREAS, the same survey indicates that 45 percent of targets suffer health problems related to bullying, such as stress, loss of sleep, severe anxiety, depression, post-traumatic stress disorder, reduced immunity to infection, stress-related gastrointestinal disorders, hypertension, pathophysiologic changes that increase the risk of cardiovascular disease and other such conditions; and

WHEREAS, the same survey indicates that targets can suffer economic harm through termination, demotion or denial of promotion, and, in 70 percent of cases, targets are forced to leave their jobs voluntarily or involuntarily ("Worry for a Living? Workplace Bullying Report on Abusive Workplace," APA Monitor on Psychology. Volume 37, No. 7 July/August 2006); and

WHEREAS, although 42 percent of bullied employees file a complaint with their employer, 60 percent of such complaints are ignored; and

WHEREAS, the majority of those victimized by this form of harassment are not members of a protected group; and

WHEREAS, workplace bullying, which is generally not prohibited by law in the United States, is four times more prevalent than illegal harassment or discrimination based on sex, race, religion, sexual orientation, age, disabilities and veterans status; and

WHEREAS, fearing possible retaliation, as occurs in 52 percent of cases, victims often suffer in silence ("Worry for a Living? Workplace Bullying Report on Abusive Workplace," APA Monitor on Psychology. Volume 37, No. 7 July/August 2006); and

WHEREAS, every worker has a right to be treated with dignity and respect and to work in a safe and healthy environment, free of verbal and nonverbal abuse, intimidating body language, retaliation and any form of hostility; and

WHEREAS, the AFT's Resolution on Dignity, Respect and Justice in the Workplace (2009) affirms the AFT's core commitment to securing dignity and fairness for all in the workplace; and

WHEREAS, 17 states, including New York and Illinois, have introduced Healthy Workplace Bills to correct this injustice, and some have begun initial passage of the legislation—for example, New York, where the State Senate passed the bill in April 2010; and

RESOLVED, that the American Federation of Teachers, which has already resolved to draft legislation that would make workplace bullying illegal, continue to work to see this legislation enacted, if necessary, creating a coalition of support with the AFL-CIO and other unions; and

RESOLVED, that the AFT continue to provide examples of relevant contract language to its locals and that the AFT provide locals and state federations with examples of relevant state legislation, and that the AFT continue to provide information about workplace bullying to its local and state affiliates in order that they might pursue state and local remedies to correct legal victimization of our members and fellow workers.

Friday, March 11, 2011

Should Workplace Bullying Be Illegal?

Cutting-Edge Leadership 

The best in current leadership research and theory, from cultivating 
charisma to transforming your organization. 
by Ronald E. Riggio, Ph.D. 
Should Workplace Bullying Be Illegal? 
Resources for combating workplace bullying. 
Published on March 10, 2011 
I'm certainly not a lawyer, and I am not a recognized expert on 
bullying, but I do know about leadership and best organizational 
practices. As an I/O psychologist, I'm also aware of legal issues in 
the workplace and how they impact the practice of organizational 
psychology. So, it is often puzzling how legislation works, but it is 
clear that the development of laws and regulations is often a 
haphazard process. 

Take workplace bullying. It constitutes a form of harassment, but 
bullying itself is not illegal. However, it is illegal to harass or 
discriminate against someone who is in a protected group (i.e., 
harassment based on sex, race, age, disability, color, creed, national 
origin, or religion). The problem is that bullying behavior often 
"flies under the radar screen" and often does not get defined as 

Here are some differences between harassment and bullying. You will 
see that the bully is often able to keep the bullying from rising up 
to the harassment level - to keep from getting caught and punished. 

•     Harassment is often physical (e.g., unwanted touching, use of force) 
while bullying is psychological and verbal (often not using cursing or 
obscene language, which would then cross the threshold into 

•     Bullying targets anyone, so many victims are not members of 
protected groups, or the bully and victim are from the same group. 

•     Harassment is often obvious and focused on the victim's group 
membership. Bullying is typically more subtle and begins as mild 
criticism and then escalates or persists. 

Bullying results from the inadequacies of the bully. Typically, 
bullies choose targets who threaten the bully's self-image, so targets 
are often highly competent, accomplished, popular employees. This 
actually makes it harder for the victim to get authorities to take 
notice ("You are a successful worker, I don't see what the problem 

There is some good news! To date, 20 states are exploring legislation 
that would put bullying on the legal radar screen. Much of this 
legislation is focused on creating healthier - both physically and
psychologically - workplaces. In the meantime, it is important to 
educate people about workplace bullying and to fight back. 

Here are some resources: 
Follow me on Twitter: 

Ronald E. Riggio, Ph.D.

Ronald E. Riggio, Ph.D., is the Henry R. Kravis Professor of Leadership and Organizational Psychology and former Director of the Kravis Leadership Institute at Claremont McKenna College. Professor Riggio is the author of over 100 books, book chapters, and research articles in the areas of leadership, assessment centers, organizational psychology and social psychology. His most recent books are The Art of Followership and The Practice of Leadership(Jossey-Bass, 2008, 2007), Applications of Nonverbal Behavior (co-edited with Robert S. Feldman; Erlbaum, 2005), and Transformational Leadership (2nd ed.), coauthored with Bernard M. Bass (Erlbaum, 2006). Professor Riggio is an Associate Editor of The Leadership Quarterly, and is on the Editorial Boards of Leadership,Leadership Review, Group Dynamics, and the Journal of Nonverbal Behavior, and he was the originator of the Shoptalk column at the Los Angeles Times, a Q&A column dealing with workplace problems/issues.

Sunday, March 6, 2011

What is a Healthy Workplace? Discussion

Take the Healthy Workplace Poll sponsored by the AFT:

The Women's Issues Committee of the University of Connecticut Professional Employees Association is hosting a talk by Prof. Katherine Hermes, Central Connecticut State University, Wednesday, March 23 -- What is a Healthy Workplace?

Monday, February 21, 2011



The Petition on Change.Org from CT Healthy Workplace Advocates was submitted:

The Connecticut State University-American Association of University Professors was submitted:

Donna Monroe of the University Connecticut Human Resources Office provided testimony and some statistics about UConn:

Donna Monroe also presented testimony objecting to defining graduate students as employees:

The following link is incorrectly labeled with my name, Katherine Hermes, and is in reality the testimony of the Connecticut Conference of Municipalities:

Connecticut AFL-CIO submitted testimony:

The Permanent Commission on the Status of Women submitted:

The University of Connecticut Professional Employees Association submitted:

Katherine Hermes, Volunteer Co-coordinator for Connecticut Healthy Workplace Advocates:

Linda Denton, Certified Life Coach and Licensed Occupational Therapist:

Connecticut Asian Pacific American Affairs Commission submitted:

Tuesday, February 15, 2011

Public Hearing Feb. 17 at 2:00 for Workplace Bullying Bill

If you want to testify, please get to the LOB Room 3800 by noon to get registered and drop off a copy of any written statement you wish to make. You can just talk without a written statement. Testimony is ordinarily limited to two minutes.

You can email Steve Palmer with any questions about how to testify:

You can also write an email to your legislators using an email tool at the Workplace Bullying Institute:

2:00 P.M. in Room 2A of the LOB

H.B. No. 5464 (COMM) AN ACT CONCERNING STATE EMPLOYEES AND VIOLENCE AND BULLYING IN THE WORKPLACE.  *CSU-AAUP has testified in support of this bill in previous sessions

Please ask your union to support this legislation. We are still working on getting a Healthy Workplace Bill for Connecticut for all of our citizens! If you testify, mention the need for it!

Thanks again for being a Connecticut Bullybuster!

Katherine A. Hermes, J.D., Ph.D.
Volunteer Coordinator
Connecticut Healthy Workplace Advocates

Monday, February 14, 2011

HB 5464 Moves Forward

Bill 5464 is AN ACT CONCERNING STATE EMPLOYEES AND VIOLENCE AND BULLYING IN THE WORKPLACE. On Feb. 9, 2011, "In accordance with the provisions of Senate Rule 9(b), the first reading of the following bills and resolutions was waived, the list of bills and resolutions as prepared by the Clerks was accepted, and the bills and resolutions referred to the Committees as indicated thereon in concurrence..."
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