.
In reviewing HB 1766 I observed two important elements:.
1) A detailed definition of what constitutes an abusive work environment.
2) Protects employers from frivolously complaints.
Having a clear and specific definition of workplace is bullying is essential, because if not businesses/organizations may be subjected to questionable and problematic complaints that would impact their time, energy and the morale. Also, why bullying overall at work isn't addressed is because it is hard to define; where do you draw the line between a supervisor who is demanding, versus a workplace bully who abuses employees? – It is in the eye of the beholder (Horn, 2014). HB 1776 has been carefully crafted to ensure that individuals will not be able to circumvent or undermine the intent of the bill. It is not about everyday squabbles in the office, or someone having a bad day, or a supervisor providing directives, oversight and feedback (Crouss, 2013). .
Employers will have protection if the complaints filed under this proposed bill are based on adverse employment action reasonably made for poor performance, a reasonable performance evaluation, or if the investigation is about potentially illegal or unethical activity. Furthermore, if employers provide evidence that they have taken the proper steps to prevent and/or correct inappropriate behavior and the employee filing the complaint has not taken advantage of those opportunities; organizations are relieved of any consequences if they had not (Maurer, 2013).
Labor Unions Support Healthy Workplace Bills.
Strong and effective labor unions are a valuable resource to workers to ensure that they have a voice and representation with their employers. Thanks to collective bargaining, employees who belong to a union receive higher wages and generous benefit packages – and moreover, when union membership rates are high, workers (union and non-union) benefits (Brazille, 2012).