Join UFT Solidarity in Albany to Lobby for Workplace Bullying Bill


UFT Solidarity is happy to announce that we will be working with the NY Healthy Workplace Advocates to lobby on our day off February 8, 2016. Sign up here to join us in Albany and speak to our local politicians. The NY Healthy Workplace Bill must be passed so we can make workplace bullying against the law in NYS.

UFT Solidarity also voted to send in this Memorandum of Support and urges other activist groups to do the same.



Fill out this form below or at this link:

Proposed Bill

A3250  Englebright (MS)  Same as S 6438  SANDERS 

Text Versions: A 3250

A3250  Englebright (MS)  Same as S 6438  SANDERS  
Labor Law
TITLE….Establishes a civil cause of action for employees who are subjected to an abusive work environment
01/22/15referred to labor01/06/16referred to labor


STATE OF NEW YORK ________________________________________________________________________ 3250 2015-2016 Regular Sessions IN ASSEMBLY January 22, 2015 ___________ Introduced by M. of A. ENGLEBRIGHT, COLTON, GUNTHER, LAVINE, JAFFEE, SCHIMEL, ROSENTHAL, RIVERA, ROBINSON, PRETLOW, WEPRIN, LUPARDO, MOYA, ABBATE, ROBERTS, BENEDETTO, TITONE, MILLER, ORTIZ, DINOWITZ, HEVESI, RUSSELL, GOLDFEDER, WRIGHT, MOSLEY, BORELLI, SKOUFIS, PEOPLES-STOKES, STECK, MAYER, AUBRY — Multi-Sponsored by — M. of A. ARROYO, BRENNAN, BRINDISI, CAMARA, CERETTO, CLARK, COOK, CRESPO, CURRAN, CUSICK, CYMBROWITZ, DAVILA, DUPREY, FAHY, GALEF, GIGLIO, GOODELL, GOTTFRIED, HOOPER, JOHNS, KATZ, LENTOL, LIFTON, LUPINACCI, MAGEE, MALLIOTAKIS, MARKEY, McDONALD, McDONOUGH, McKEVITT, McLAUGHLIN, MONTESANO, NOJAY, O’DONNELL, PAULIN, PERRY, RA, RAIA, RAMOS, RODRIGUEZ, SALADINO, SCAR- BOROUGH, SEPULVEDA, SKARTADOS, SOLAGES, STEC, TEDISCO, THIELE, TITUS — read once and referred to the Committee on Labor AN ACT to amend the labor law, in relation to establishing healthy work- places The People of the State of New York, represented in Senate and Assem- bly, do enact as follows: 1 Section 1. The labor law is amended by adding a new article 20-D to 2 read as follows: 3 ARTICLE 20-D 4 HEALTHY WORKPLACES 5 Section 760. Legislative findings and intent. 6 761. Definitions. 7 762. Abusive work environment. 8 763. Employer liability. 9 764. Employee liability. 10 765. Affirmative defenses. 11 766. Remedies. 12 767. Enforcement. 13 768. Effect on collective bargaining agreements. 14 769. Effect of other laws. EXPLANATION–Matter in italics (underscored) is new; matter in brackets [ ] is old law to be omitted. LBD07296-01-5

A. 3250 2 1 § 760. Legislative findings and intent. The legislature hereby finds 2 that the social and economic well-being of the state is dependent upon 3 healthy and productive employees. At least one-third of all employees 4 directly experience health endangering workplace bullying, abuse and 5 harassment during their working lives. Such form of mistreatment is 6 four times more prevalent than sexual harassment alone. Workplace 7 bullying, mobbing and harassment can inflict serious harm upon targeted 8 employees, including feelings of shame and humiliation, severe anxiety, 9 depression, suicidal tendencies, impaired immune systems, hypertension, 10 increased risk of cardiovascular disease, and symptoms consistent with 11 post-traumatic stress disorder. 12 Furthermore, the legislature finds that abusive work environments can 13 have serious consequences for employers, including reduced employee 14 productivity and morale, higher turnover and absenteeism rates, and 15 significant increases in medical and workers’ compensation claims. 16 The legislature hereby finds that if mistreated employees who have 17 been subjected to abusive treatment in the workplace cannot establish 18 that the behavior was motivated by race, color, sex, sexual orientation, 19 national origin or age, such employees are unlikely to be protected by 20 the law against such mistreatment. 21 The legislature hereby declares that legal protection from abusive 22 work environments should not be limited to behavior grounded in a 23 protected class status as required by employment discrimination stat- 24 utes. Existing workers’ compensation provisions and common law tort law 25 are inadequate to discourage such mistreatment or to provide adequate 26 redress to employees who have been harmed by abusive work environments. 27 The purpose of this article shall be to provide legal redress for 28 employees who have been harmed psychologically, physically or econom- 29 ically by deliberate exposure to abusive work environments; and to 30 provide legal incentives for employers to prevent and respond to abusive 31 mistreatment of employees at work. 32 § 761. Definitions. As used in this article, the following terms shall 33 have the following meanings: 34 1. “Abusive conduct” means acts, omissions, or both, that a reasonable 35 person would find abusive, based on the severity, nature, and frequency 36 of the conduct, including, but not limited to: repeated verbal abuse 37 such as the use of derogatory remarks, insults, and epithets; verbal, 38 non-verbal, or physical conduct of a threatening, intimidating, or 39 humiliating nature; or the sabotage or undermining of an employee’s work 40 performance. It shall be considered an aggravating factor if the conduct 41 exploited an employee’s known psychological or physical illness or disa- 42 bility. A single act normally shall not constitute abusive conduct, but 43 an especially severe and egregious act may meet this standard. 44 2. “Abusive work environment” means an employment condition when an 45 employer or one or more of its employees, acting with intent to cause 46 pain or distress to an employee, subjects that employee to abusive 47 conduct that causes physical harm, psychological harm or both. 48 3. “Adverse employment action” means an outcome which negatively 49 impacts an employee, including, but not limited to, a termination, 50 demotion, unfavorable reassignment, failure to promote, disciplinary 51 action or reduction in compensation. 52 4. “Constructive discharge” means an adverse employment action where: 53 (a) the employee reasonably believed he or she was subjected to an 54 abusive work environment; 55 (b) the employee resigned because of that conduct; and

A. 3250 3 1 (c) the employer was aware of the abusive conduct prior to the resig- 2 nation and failed to stop it. 3 5. “Physical harm” means the impairment of a person’s physical health 4 or bodily integrity, as established by competent evidence. 5 6. “Psychological harm” means the impairment of a person’s mental 6 health, as established by competent evidence. 7 § 762. Abusive work environment. 1. No employee shall be subjected to 8 an abusive work environment. 9 2. No employer or employee shall retaliate in any manner against an 10 employee who has opposed any unlawful employment practice under this 11 article, or who has made a charge, testified, assisted, or participated 12 in any manner in an investigation or proceeding under this article, 13 including, but not limited to, internal complaints and proceedings, 14 arbitration and mediation proceedings and legal actions. 15 § 763. Employer liability. 1. An employer shall be vicariously liable 16 for a violation of section seven hundred sixty-two of this article 17 committed by its employee. 18 2. Where the alleged violation of such section does not include an 19 adverse employment action, it shall be an affirmative defense for an 20 employer only that: 21 (a) the employer exercised reasonable care to prevent and correct 22 promptly any actionable behavior; and 23 (b) the complainant employee unreasonably failed to take advantage of 24 appropriate preventive or corrective opportunities provided by the 25 employer. 26 § 764. Employee liability. 1. An employee may be individually liable 27 for a violation of section seven hundred sixty-two of this article. 28 2. It shall be an affirmative defense for an employee only that the 29 employee committed a violation of such section at the direction of the 30 employer, under actual or implied threat of an adverse employment 31 action. 32 § 765. Affirmative defenses. It shall be an affirmative defense that: 33 1. the complaint is based on an adverse employment action reasonably 34 made for poor performance, misconduct or economic necessity; 35 2. the complaint is based on a reasonable performance evaluation; or 36 3. the complaint is based on an employer’s reasonable investigation 37 about potentially illegal or unethical activity. 38 § 766. Remedies. 1. Where a defendant has been found liable for a 39 violation of section seven hundred sixty-two of this article, the court 40 may enjoin such defendant from engaging in the unlawful employment prac- 41 tice and may order any other relief that is deemed appropriate includ- 42 ing, but not limited to, reinstatement, removal of the offending party 43 from the plaintiff’s work environment, reimbursement for lost wages, 44 front pay, medical expenses, compensation for pain and suffering, 45 compensation for emotional distress, punitive damages and attorney fees. 46 2. Where an employer is liable for a violation of section seven 47 hundred sixty-two of this article that did not include an adverse 48 employment action, emotional distress damages and punitive damages may 49 be awarded only when the actionable conduct was extreme and outrageous. 50 This limitation does not apply to individually named employee defend- 51 ants. 52 § 767. Enforcement. 1. The provisions of this article are enforceable 53 solely by means of a civil cause of action commenced by an injured 54 employee.

A. 3250 4 1 2. An action to enforce the provisions of this article shall be 2 commenced within one year of the last act that constitutes the alleged 3 violation of section seven hundred sixty-two of this article. 4 § 768. Effect on collective bargaining agreements. This article shall 5 not prevent, interfere, exempt or supersede any current provisions of an 6 employee’s existing collective bargaining agreement which provides 7 greater rights and protections than prescribed in this article nor shall 8 this article prevent any new provisions of the collective bargaining 9 agreement which provide greater rights and protections from being imple- 10 mented and applicable to such employee within such collective bargaining 11 agreement. Where the collective bargaining agreement provides greater 12 rights and protections than prescribed in this article, the recognized 13 collective bargaining agent may opt to accept or reject to be covered by 14 the provisions of this article. 15 § 769. Effect of other laws. 1. No provision of this article shall be 16 deemed to exempt any person or entity from any liability, duty or penal- 17 ty provided by any other state law, rule or regulation. 18 2. The remedies provided in this article shall be in addition to any 19 remedies provided under any other provision of law, and nothing in this 20 article shall relieve any person from any liability, duty, penalty or 21 punishment provided by any other provision of law, except that if an 22 employee receives workers’ compensation for medical costs for the same 23 injury or illness pursuant to both this article and the workers’ compen- 24 sation law, or compensation under both this article and such law in cash 25 payments for the same period of time not working as a result of the 26 compensable injury or illness or the unlawful employment practice, the 27 payments of workers’ compensation shall be reimbursed from damages paid 28 under this article. 29 § 2. This act shall take effect immediately, and shall apply to 30 abusive conduct occurring on or after such date.

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