The Healthy Workplace
-does not regulate
-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
(does not undermine legitimate business interests)
(reduces workers’ compensation claims)
-will not tortify
(95 to 99% lose rate for plaintiffs)
-will redirect misguided
-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
(no vicarious liability if policy is in place)
(protects managers’ rights)
(holds bully accountable)
(gives employer a solution)
(can solve “loose cannon” problem)
(presently self-destructive without laws)
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?
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.
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.