The Healthy Workplace Bill -

-does not regulate business

-does not create new regulation or regulating body

            (private legal action only)

-does not require a state function costing state money

-is not a job killer

            (reduces turnover)

            (does not undermine legitimate business interests)

            (reduces workers’ compensation claims)

-will not tortify the workplace

            (95 to 99% lose rate for plaintiffs)

-will redirect misguided discrimination claims

-will save costs to employers and employees

-will not create a new class of victims

            (bullies create the victims)

            (victims have always been there; silence is broken)

-will not dilute civil rights/discrimination law

-will be a pro-employer law

            (no vicarious liability if policy is in place)

            (protects managers’ rights)

            (holds bully accountable)

            (gives employer a solution)

            (can solve “loose cannon” problem)

-voluntary control

            (presently self-destructive without laws)

-provides incentive to pursue self-interest to help their bottom line

-closes the loophole on “status blind” harassment (woman on woman)

Do employers have to be abusive to conduct business?

This bill:

Clarifies and codifies presently ambiguous law. 

Fixes a loophole in the law.

Helps avoid legal exploitation by unscrupulous employment lawyers representing employees seeking millions for discrimination cases.

Greatly limits employer liability by setting $25,000 ceiling of compensation for injured employee.

Protects employers from false allegations of psychological harm to employee by requiring documentation from “a competent psychologist, psychiatrist, or psychotherapist.”

If bullying is not happening, why would employers fear this law?

Present law leaves culture of the workplace open to interpretation by those in power.