Take action with brand-new legislation to protect workers from abuse at work
| We’re introducing the Workplace Psychological Safety ActOur priority is worker psychological safety, and we’re starting our efforts in handpicked states (Massachusetts, Oregon, Rhode Island, and Texas — more to come!). The bill:Gives targeted employees legal recourse for employers creating a toxic work environment with a focus on specific, common behaviors that a reasonable person would deem toxic. Right now, it’s perfectly legal to be abusive at work in the U.S., even though it’s illegal in most of the industrialized world. U.S. employers simply have way too much power. Targeted employees will be able to: File a restraining order against the employee who violates this Act depending on state law. Call for an internal investigation. Bypass a rigged internal process by calling for an investigation by OSHA or a similarly charged state commission, with positions funded by employers themselves so they’ll stop passing the costs of employee well-being onto taxpayers. Sue the employer and/or individual(s) in violation of this Act directly for economic, compensatory, and/or punitive damages and attorney’s fees. Employees can also sue criminally and choose to anonymously publicly disclose the case outcome, removing employers’ ability to silence them with non-disclosure agreements.Requires employers to acknowledge, monitor, detect, prevent, discourage, and adequately address incidences of psychological abuse. Employers will no longer be allowed to sweep abuse at work under the rug and pretend they’re following protocol while ignoring abuse or retaliating to avoid liability. They’ll be required to: Adopt and implement policies and training Conduct an annual anonymous workplace climate survey to monitor the prevalence of abuse in their workplaces Start third-party investigations within five business days and complete them within 30 Take responsibility if the outcome favors the targeted employee, including minimally issuing an apology, reinstating work, and coaching, counseling, or disciplining the employee who engages in toxic conduct. Discipline may include removing supervisory duties or termination. Doesn’t pretend this issue is only an individual one. It also goes after the root issue: the oppressive, dehumanizing system that reinforces positive stereotypes for men, white workers, and high-wage workers and negative stereotypes for women, people of color, low-wage workers, and other groups considered “other” by the dominant groups. It calls for organizational accountability: the quarterly reporting of the number of discrimination and psychological abuse complaints and discipline, workers’ compensation claims, absenteeism rates, termination rates, stress leave rates, attrition rates, investigation rates, followup action rates, the workforce gender and racial makeup, and de-identified wage and salary data by protected category to government agencies for public access. |
CHOW X The Blend
| What’s on The Blend? Spotlight on Denver! When The Blend visited Denver, we had the pleasure to meet up with the folks behind CHOW (Culinary Hospitality Outreach Wellness) and ask them how they started, how they continue to provide wellness and sobriety resources for the hospitality community, and where they see their future.We also got the chance to spend time with some of Colorado’s favorite hospitality pros and asked them to share their approach to new ingredients and specifically the velvety herb, sage. Ashlee Choi, Emma Alexander, and Eugene Marenya talk innovation behind the bar and how thinking outside the box makes better cocktails and even greater bar programs.Check out both of these incredible videos on Instagram, and if you don’t already, follow us! |
Join us at a CHOW MEETING!
CHOW in Vail – We are Stoked!
