DIGNITY AT WORK IS A
We envision a future where:
Workers are assured their right to dignity at work.
Workplace bullying is an unlawful act.
Employers take effective steps to prevent, detect, remedy, and eliminate acts of workplace bullying.
Our goal: to eliminate bullying from the American workplace through research, education, conversation, and legislation.
The National Workplace Bullying Coalition research team reveals what workplace bullying really is.
This video series will discuss how it works, how it makes us feel, and its impact. In part one, researchers discuss ways to define workplace bullying.
Join the national campaign to make bullying unlawful and to assure dignity in the workplace via the Dignity At Work Act.
23 stories from real life survivors who were able to thrive after their workplace bullying. These stories can help to inspire and guide targets of workplace bullying to be able to overcome the abuse they suffer at work.
Join the Movement
To truly bring a change to the workplace, we must create a movement. This movement will be able to push employers to uphold dignity, to organize workplaces to assure dignity, and to pass strong laws protected workers human rights and the fundamental right to dignity in their work. The NWBC is committed to building such a movement and we want you to join us today. Please consider signing up for our roster of activists, researchers, advocates, and workers who share the ideal that all workers deserve dignity in the workplace.
KNOW YOUR LEGAL RIGHTS
Navigating abuse at work can be a challenge without knowing your legal rights. In this crash course in what it will look like to go the legal route after abuse at work, employment attorney, National Workplace Bullying Coalition president, and Dignity At Work Act author Jerry Carbo answers your most pressing questions about the legalities of abuse at work, what tends to happen when reporting abuse to an employer, and how working with a lawyer will really work.
What's illegal vs. legal when it comes to abuse at work?
When the abuse is perfectly legal, what are targets' options and pros and cons of each?
If a target is able to sue for discrimination, how long does a typical case take and cost?
What can an employment lawyer help with?
What's the reality of how the situation will likely end given workers' rights?
What should I think about when negotiating a severance?
What are targets' rights when it comes to references?
What can a target expect when working with an employment lawyer in terms of costs, what to prepare, and typical outcomes?
WE DEMAND JUSTICE FOR EVAN
On March, 9, 2021, Evan Seyfried, 40, took his own life due to extreme and brutal harassment from two store managers and co-workers at a Kroger location in Milford, OH, where he was employed for 19 years. Kroger failed to protect Evan.
We want justice for Evan Seyfried, his family, his friends, and his co-workers on the 1st anniversary of his death. RSVP to a local event using the form. If you do not see one near you and would like to plan one, email firstname.lastname@example.org. Simply choose your nearest State House or court house, let us know the location, bring a sign, and we'll get the word out. After you RSVP, a local State Team Lead will reach out to you with the specific details for your state. We cannot do this without YOU to help get #justiceforevan!
EMPLOYEES SPEAK OUT
Targets of abuse at work are sharing experiences of mistreatment, discrimination, harassment, and retaliation to reveal widespread practices, lack of employer accountability, and the systemic nature of abuse.
We call on lawmakers and agencies to investigate employers in which this number of employees came forward.
JENNY YANG NAMED TO BIDEN TEAM
Congratulations to Jenny Yang in her appointment as the Director of the Office of Federal Contract Compliance Programs. Director Yang is the daughter of Sue Yang, one of the founding members of the NWBC. Directory Yang previously served as the chair of the EEOC under the Obama administration and has been a relentless advocate for workers' rights.
As Chair of the EEOC, Director Yang. launched the Select Task Force on the Study of Harassment in the Workplace to identify innovative solutions to prevent harassment at work. Yang led efforts to tackle systemic barriers to opportunity, including enhancing the EEOC’s annual data collection to include employer reporting of pay data and studying the EEOC’s systemic work over the past decade, culminating in the public report, Advancing Opportunity: A Review of EEOC’s Systemic Program.
Make a contribution
By giving to the NWBC you can help us to take the steps to make the changes need to assure dignity at work
Give to support building the movement to make a difference.
Give to support outreach and assistance for current and past targets of workplace bullying
Give to support the research needed to better understand and to eliminate workplace bullying
Give to support efforts to get unions involved in ending workplace bullying
Give to support efforts to educate the public, employers, unions and legislators about bullying, its cause, effects, and solutions
Give to support efforts to help grassroot advocates to push for legislation to assure dignity at work