Archive for January, 2014

Workplace Bullying Report

January 30, 2014
This column appears in the January 30 – February 6 edition of the Hartford News… This week we’ll provide a recap of State Representative Matt Ritter’s workplace bullying town hall, which took place on Monday at the Albany Avenue Branch Library in Hartford. We also have reports on workplace bullying at Capital Preparatory Magnet School and the Department of Children and Families / Connecticut Juvenile Training School by blogger Jonathan Pelto and activist Cornell Lewis, respectively. Stay tuned for updates on workplace bullying at Connecticut Valley Hospital. The Community Party will introduce our Safe Work Environment Act during the 2014 legislative session, which starts next Wednesday.
 
The town hall included painful stories from community residents who have been victims of abusive workplace conduct. These individuals have survived attempts by state agencies and bullying co-workers to ruin their lives. Their strength and resilience should be admired. We discussed strategy for the upcoming legislative session. Stay tuned for updates. Special thanks to Assemblyman Ritter for hosting this event.
 
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                                                      Capital Prep Still Not Complying with Connecticut’s Bullying Laws

                                                                                          by Jonathan Pelto

As parents and teachers are reporting, Capital Prep’s school climate is one in which child on child and workplace bullying is rampant.
Incredibly, Capital Prep remains out of compliance with the most basic requirements of Connecticut’s bullying laws, despite an official Department of Education site visit in September 2012 that led to the demand that Principal Steve Perry and Capital Prep develop and implement a Corrective Action Plan on their school climate problems.
The state Department of Education’s intervention was the result of a parent complaint that had gone unaddressed by Capital Prep administrators and Hartford Superintendent Christina Kishimoto’s office for months.
 
Despite the Department of Education laying out the specific steps that Capital Prep would need to take to come into compliance with state laws and regulations, Capital Prep failed to provide any Corrective Action Plan on its bullying policies until October 2013, thirteen months after the site visit.
And even then Capital Prep’s plan fell short of the minimum steps needed to comply with the provisions of the law.
Now, more than a year and a half after the site visit, Capital Prep remains out of compliance when it comes to the school’s nondiscrimination statement and the information provided in its employee and student handbooks.
 
A recent Freedom of Information request filed with the Hartford Board of Education revealed that although the State Department of Education has cc’d Superintendent Kishimoto on multiple documents related to this problem over the past year and a half, Kishimoto’s office claims that they have none of that correspondence.
While creating a safer school climate has become one of the most important issues of our time, it is truly beyond belief that Commissioner of Education Stefan Pryor and Kishimoto have failed to force Capital Prep to meet the minimum standards required of every other public school in Connecticut.
That failure becomes especially relevant when it comes to the significant number of new reports of child on child and workplace bullying that has been taking place at Capital Prep. For the sake of the children, let alone the liability questions for those involved, you’d think that these officials would be doing a better job to ensure that students (and staff) are not the victims of bullying and abuse.
 
One of the most disturbing things about Perry and the way he runs Capital Prep is the reports of the extensive workplace bullying.  At last count, Capital Prep had lost at least seven teachers this year. Capital Prep’s abusive working conditions have left teachers stunned and hurt.  The school’s actions have even led to complaints to appropriate state and federal agencies, as well as at least one lawsuit. But the fact is that awareness about workplace bullying is growing.
 
To address those concerns, State Representative Matt Ritter hosted a workplace bullying town hall meeting on Monday at the Albany Branch library in Hartford.
 

                                        A CONTINUAL NARRATIVE AND  BLACK MALE DISCIPLINE AT STATE AGENCIES

                                                                                                    by Cornell Lewis
 
 
A sentient human being has to wonder about the  disproportion of disciplinary actions against black male employees within  Connecticut Juvenile Training School / Department of Children and Families in  Connecticut. There have been numerous lawsuits, demonstrations, media reports, employee complaints, hunger strikes etc. to highlight the racial animus at these  two agencies. I would like to offer a theory about why the racism might be  happening. In America it is documented that a continual narrative in the thinking  of whites allowed in the past slavery, lynching, and inhuman working conditions  against Africans sold as slaves. The white narrative justified this barbaric  treatment based on stereotypes of blacks being lazy, less than human, child like  in their thinking or sinister in nature. That narrative allowed slavery to take  root in the South for several hundred years and of course helped serve white  people’s material interests.
In contemporary society it is not  politically correct to mention racism. Indeed, the Eden like atmosphere at DCF / CJTS lulls a person into thinking there are no real concerns, until you look at  data which reveal 66% of all disciplinary actions target black males. http://www.dcfplantation.blogspot.com/2012/11/dcf-disciplinary-2011-harsher-penalties.html  Employees  of color only make up between 44-45 % of the employment force. How can the  termination, reprimands and other measures be justified? It all goes back to a  continual narrative in the thinking of whites in charge of both  agencies.
America did not acknowledge for years racial problems existed  until the hideous secret could no longer be swept under the social rug. Blacks  marched, sang, protested and died for a right to be viewed as human. Claims of  no racial problems come out from mouths of DCF / CJTS officials with relative  ease. Yet for years a continual narrative of heavy handed tactics against black  males persists. Let me look at it another way. Trayvon Martin was killed by a man  in Florida who had a continual narrative in his head which said “he [Trayvon]  looked like a thug. ” Republicans introduced legislation to have voters [ in  black voting districts ] to show special identification in order to vote. These  narratives from mostly white Republican males claimed such ID would help with  voting integrity. Yeah right. If we juxtapose these stories next to what is  happening on the DCF Plantation then it is evident that a continual narrative about  blacks is the norm in America.
In the final analysis something is wrong  at these state run facilities when allegations of racism keep coming to the  forefront.
 
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Check out CP’s Stop Racial Profiling – Obey the Law! page for updates on our Trayvon Martin Act, which we will introduce during the 2014 legislative session (starts February 5th).  http://www.facebook.com/PennAct  Follow CP on Twitter for state national and global headlines and updates on the status of our legislation, including action alerts. https://twitter.com/CommunityParty1    Listen to WQTQ 89.9 FM for public service announcements on CP’s racial justice initiatives. https://www.facebook.com/wqtqfm Contact us at 860-206-8879 or info.community.party@gmail.com.
 
Resources
 
Assemblyman Matt Ritter’s website, Facebook and Twitter pages: 
 
 
 
 
Jonathan Pelto’s Wait What? blog:
 
 
Cornell Lewis’ DCF Plantation blog, featuring data analysis by Adam Osmond:
 
 
Cornell Lewis Legal Defense Fund:
 
 
Adam Osmond’s CT Lottery Watchdog website and Twitter page:
 
 
 
David Samuels
Founder
Community Party
 
 

Jonathan Pelto Talks About Rep. Matt Ritter’s Workplace Bullying Town Hall January 27

January 25, 2014

One of the most disturbing things about Steve Perry and the way he runs Capital Prep. Magnet School is the reports of the extensive workplace bullying.  At last count, Capital Prep had lost at least seven teachers this year.

Capital Prep’s abusive working conditions have left teachers stunned and hurt.  The school’s actions have even led to complaints to appropriate state and federal agencies, as well as at least one lawsuit.

But the fact is that awareness about workplace bullying is growing.

To address those concerns, State Representative Matt Ritter will be hosting a workplace bullying town hall meeting on Monday, January 27, from 5:30 pm to 7:00 pm, at the Albany Branch library which is located at 1250 Albany Avenue in Hartford.

Representative Ritter is asking, “If you’re being bullied at work by co-workers and/or your employer, this is an opportunity to tell your story and be a part of a discussion about solutions.”

Check out David Samuels’ work at the No Sellout Blog at https://hendu39.wordpress.com/ and the Community Party’s Facebook page at: https://www.facebook.com/CommunityPartyAction

Visit Jonathan’s Wait, What? blog: http://jonathanpelto.com/

Rep. Matt Ritter’s Workplace Bullying Town Hall January 27

January 23, 2014
         

This column appears in the January 23 – 30 edition of the Hartford News… Community Update: Former East Haven police officer David Cari was sentenced on Tuesday to 30 months in prison for violating the civil rights of Latinos. Former officer Dennis Spaulding will be sentenced today; officer Jason Zullo was sentenced to 2 years on lesser charges and officer John Miller will be sentenced on lesser charges in February. The Connecticut Racial Profiling Prohibition Project, which includes ACLU CT legal director Sandra Staub, collaborated with lawmakers in 2013 to repeal the Community Party’s Penn Act enforcement language under the guise of “strengthening” the bill. The bill that legislators passed last year actually weakened the law, as it now includes loopholes which protect the police. The focus of the current law is an esoteric data collection process. The official assignment of this advisory board is to determine “if” racial profiling is happening in Connecticut, as they choose to ignore the Department of Justice indictment of the four East Haven police officers on racial profiling charges, and their subsequent convictions. We invite anyone to compare our bill language to the current law. We are appalled that the racial profiling issue is being used as a political football to advance individuals’ careers. http://www.nhregister.com/…/ex-east-haven-cop-david… Mary Sanders has completed the draft of CP’s Trayvon Martin Act. We’ll introduce this legislation during the 2014 legislative session, which starts February 5th. You can view the bill language on our Stop Racial Profiling – Obey the Law! Facebook page. https://www.facebook.com/notes/stop-racial-profiling-obey-the-law/community-party-trayvon-martin-act-bill-language/617004948349355  
 
The New Haven Register reports that Cari has shown no remorse for racially profiling and brutalizing Latinos. “Another noteworthy footnote buried deep within the government’s 32-page sentencing memo refers to telephone calls Cari made in prison considered ‘non-privileged,’ meaning they can be introduced to the court. ‘In these recorded conversations, Cari brags that if given the chance again, he would repeat the same conduct that gave rise to his convictions,’ the footnote states. ‘These recordings, including a recording in which one of his supporters discloses his/her desire to stab one of the prosecutors in this case for comments made by the prosecutor during the sentencing of defendant Zullo, reflect quite clearly that Cari and his supporters have no understanding of Cari’s criminal conduct or the requisite moral courage required of honest law-enforcement personnel.’ ” 
 
On Martin Luther King Day Cornell Lewis was a guest on former governor John Rowland’s WTIC NewsTalk 1080 AM talk show. Cornell talked about workplace bullying at the Department of Children and Families – Connecticut Juvenile Training School and Connecticut Valley Hospital. Those who want to contribute to Cornell’s Legal Defense Fund can do so here. http://www.dcfplantation.blogspot.com/2013/07/help-with-legal-fund.html
 
 
State Representative Matt Ritter will host a workplace bullying town hall on Monday, January 27, 5:30 pm to 7:00 pm at the Albany Branch library, 1250 Albany Avenue in Hartford. If you’re being bullied at work by co-workers and/or your employer, this is an opportunity to tell your story and be a part of a discussion about solutions. Check out the Albany Branch website for directions (see below).
 
 
 
Assemblyman Ritter’s website, Facebook and Twitter pages:
 
 
 
 
 
 
 
 
Resources
 
 
 
Cornell Lewis’ DCF plantation blog on structural racism at the Department of Children and Families. Includes data and other records obtained from DCF through Freedom of Information Act requests:
 
 
 
 
 
 
DCF data shows Black males targeted more:
 
 
 
 
 
 
Facts about workplace bullying and structural racism at Connecticut Valley Hospital (data obtained via FOI requests): Blacks are terminated at a rate of 70%, compared to just 22% for whites… Blacks are 30% of the CVH employee roster, but are disciplined 10% more often than ALL other employees… Over 50% of CVH hires between 2003 – 2013 were for Mental Health Assistant (comparatively low pay, most hazardous job)… Over 90% of CVH Psychiatrist, Behavior Health Unit Manager and Clinical Social Worker hires between 2003 – 2013 were white…70% of the employees at CVH making $120,000 or more per year are white, 3% are Black… Whites at CVH are promoted at a rate of 56%, more than Blacks (30%)  and Latinos (8%) combined. *
 
 
 
CVH workplace bullying survey results (obtained by CVH employee John Hollis):
 
 
 
 
 
 
*Data analysis by Adam Osmond: 
 
 
 
 
 
 
Data and internal emails show that DCF-CJTS & CVH employ hyperscrutiny (manipulation of policy and procedure) as their primary weapon to target employees, especially Black males. Our coalition considers this tactic to be the definition of workplace bullying by an employer. 
 
 
 
Documentary on Karen Silkwood, a whistleblower who was assassinated by her employer:
 
 
 
 
 
 
 
 
Stay tuned to our Twitter and Facebook pages for updates on the status of the town hall in the event of inclement weather on Monday. More info soon on CP’s Safe Work Environment Act, coming in 2014.
 
 
 
 
 
 
 
Pick up the Hartford News for CP’s weekly column. This FREE city-wide newspaper is available at the Legislative Office Building coffee shop, City Hall and Arrow Pharmacy, CVS, Central Supermarket and Whitney Pizza in the West End, among other locations. You can also read the column online at CP’s No Sellout blog. https://hendu39.wordpress.com/
 
 
 
Albany Branch library website:
 
 
David Samuels
Founder
Community Party
 
 
 
 
 
  
 

Political Roundup: Penn Act Advisory Board Ignores EHPD Racial Profiling Case/ DCF Plantation Report

January 10, 2014
Trayvon Martin Act Update: The Department of Justice recently announced that they will not file civil rights violation charges against former Hartford Police detective Robert Lawlor. Lawlor fatally shot Jashon Bryant and wounded Brandon Henry in 2005. Jashon and Brandon were unarmed. Lawlor was acquitted of manslaughter by an all-white jury in 2009 despite evidence which clearly pointed to his guilt. You can read the 2006 grand jury report charging Lawlor here.  http://www.ct.gov/Csao/cwp/view.asp?q=314666  We have reviewed the video of the last two Connecticut Racial Profiling Prohibition Project meetings. The advisory board’s focus continues to be on their esoteric data collection process, instead of enforcement measures which provide protection to all motorists; these people should seriously consider hiring a translator to help Connecticut Network viewers follow along during their interminable meetings. I submit that the opaque nature of their discussions is intentional. The convictions of East Haven police officers David Cari, Dennis Spaulding on federal racial profiling charges (officers Jason Zullo and John Miller pleaded guilty to lesser charges) is a topic that this body obviously will continue to avoid. The findings of the Department of Justice investigation of the EHPD also remain ignored. The DOJ described a “culture of corruption” at the EHPD, where department brass encouraged and attempted to cover up the criminal conduct of Spaulding, Cari, Miller and Zullo. Here is the link to the DOJ indictment. http://www.justice.gov/usao/ct/Press2012/20120124.html
These advisory board meetings repeatedly reinforce the Community Party’s position that the advisory board’s true purpose is to protect the police., who wield considerable political influence at the State Capitol. Former state trooper Andrew Crumbie told CP that the most blatant form of racial profiling is when a motorist is stopped and does NOT receive a ticket or written warning. Under the current law individuals who fall into this category remain unprotected, as they will have no evidence of the stop or information on the officer who stopped them, nor will they receive any instructions on steps they can take if they believe that they have been racially profiled. CP member Mary Sanders, who wrote the language for our Trayvon Act, and data analyst Adam Osmond spoke at an October racial profiling town hall that was hosted by the Commission on Human Rights and Opportunities. Mary appears at about the 1 hour, 44 minute mark of the Connecticut Network video, followed by Adam. http://www.ctn.state.ct.us/ctnplayer.asp?odID=9511 Stay tuned for updates on the Trayvon Act, coming in 2014. https://www.facebook.com/notes/stop-racial-profiling-obey-the-law/support-the-trayvon-martin-act/535126163203901
 
This week we’ll share posts from Cornell Lewis’ DCF Plantation blog on appalling examples of the disciplinary double standard involving white Department of Children and Families employees. Representative Matt Ritter will host a workplace bullying town hall on Monday, January 27, 5:30 pm to 7:00 pm at the Albany Branch library, 1250 Albany Avenue in Hartford. If you’re being bullied at work by co-workers and/or your employer, this is an opportunity to tell your story and be a part of a discussion about solutions. Check out the Albany Branch website for directions. http://www.hplct.org/locations-hours/Albany

 
We’ll provide more info in the coming weeks on the Safe Work Environment Act, which we’ll introduce during the 2014 legislative session (starts February 5th). Check out CP’s Stop Racial Profiling – Obey the Law! Facebook page. http://www.facebook.com/PennAct   Follow CP on Twitter for state, national and global headlines.  https://twitter.com/CommunityParty1 Listen to WQTQ 89.9 FM for CP’s public service announcements on our racial justice initiatives. https://www.facebook.com/wqtqfm Contact us at 860-206-8879 or info.community.party@gmail.com
 
                                                                                                                
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                                  INCIDENT ON UNIT 6B INVOLVING  WHITE EMPLOYEES IS NOT BEING INVESTIGATED

 
The New Year 2014 arrived with people all over the world  celebrating it as sacred. However in the year 2013 certain things continued to  happen at Connecticut Juvenile Training School that defies reason. On December  27, 2013 the Unit 6B had an incident involving two residents fighting. At CJTS  residents fighting is a normal happening, but YSOs are suppose to monitor  activities to prevent such things. Well, the story is told by sources within  CJTS that between 9:20pm – 9:30pm two residents fought in a bathroom and were not  detected by staff. When the altercation become known it seemed strange there was  no uproar from management about this incident. Juxtapose this incident with  another involving  three YSOs on October 6, 2012. These three YSOs were placed  on paid administrative leave in November, after two residents fought in a Multi  -Purpose Room … Unit 4D. Two YSOs in this case were fired and one brought back  to work.
I bring this 2012 incident up because DCF/CJTS spared no  expense to trumpet their investigation of the 4D incident. However in the  incident on 6B a male and female YSO are still working; no lengthy investigation  or placing them on paid administrative leave took place. I wonder why? Well,  both YSOs involved in the 6B fracas are white, this might be one reason no  disciplinary actions took place.The two YSOs from that 4D incident are black and  Puerto Rican. Oh, by the way, the YSO that came back to work from that 4D  incident is white. It has been widely documented that DCF/CJTS disciplines  blacks, Latinos and other people of color with more severity than others. Graphs  and charts posted on this blog are incontrovertible proof of the bias against  employees of color [ data gained through Freedom of Information from DCF ] over  several years. You can view the  chart here. https://twitter.com/CommunityParty1  These two 6B YSOs are guilty of the same infraction DCF/CJTS  vilified those YSOs from 4D about. Yet the punishment for two 6B white YSOs  seems more lenient. One black 4D YSO in particular proved to be a thorn in the  side of white management at CJTS; going on hunger strikes, holding a rally  outside DCF/CJTS, holding a public hearing at the Legislative Office Building  about racism in state agencies. And it is reasonable to suspect DCF management  used the 4D incident to rid themselves of a black man who dared speak up against  injustice.
I do not want to digress from the main point though, another  incident happened [ 6B ] where residents were not supervised. CJTS management  did not use heavy handed discipline on white YSOs like they have a history of  doing to employees of color. We must look for logical reasons as to why  management failed to investigate with vigor two newly hired YSOs. This brings to  mind another salient point, two YSOs hired within 60-90 days working on Unit 6B  without another veteran staff available…If such a thing did happen, is not  management held responsible for Neglect of Duty? Hell, those YSOs from 4D were  charged with Neglect of Duty. Yet management at CJTS are not called to task for  their Neglect of Duty; nor are leaders at CJTS placing 6B YSOs on a hot seat,  for failure to do their job the night of Dec. 27, 2013.
Seems as if 2014  will be a carbon copy of 2013 with a white management at CJTS still using a  disciplinary boot to kick YSOs of color in their arse.
 
 

CT TRUTH FORCE SEEKS ANSWERS  ABOUT ATTENDANCE SHEETS

 
The  following letter was e-mailed to state officials  shortly after DCF Plantation posted a story ( 12-9-13 ) about possible  irregularities in attendance sheets at Connecticut Juvenile Training School by a  Unit Leader in administration.
 
William Rosenbeck, Superintendent
Connecticut Juvenile Training School
 
To Mr. Rosenbeck:
 
As the CT Truth Force we would like to bring some issues  regarding Connecticut Juvenile Training School (CJTS) to your attention. As  mentioned in previous communications, we are concerned with racial inequities at  the Department of Children and Families (DCF), particularly for employees of  CJTS. We have seen evidence of a recurring practice of discrimination against  employees of color, particularly Black male employees. We have been closely  following the case of Minister Cornell Lewis who was unjustly dismissed from his  job at CJTS as a result of his activism on behalf of himself and fellow  employees.
 
Now, another matter has come to our attention. Through the  Freedom of Information Act, the attendance records of a Ms. Jane Markovitz were  obtained by the blog “DCF Plantation.” We believe these records bring up some  questions regarding the management of CJTS. After examining the attendance  information, we believe that Ms. Markovitz was allowed leniency in her use of time off, leniency that has not been afforded to other employees. We would like  to know if indeed Ms. Markovitz received special allowances, and if so, why? If  you deny that she was allowed extra time off, could you please explain the  inconsistencies in the record?
With the economy of this state being as fragile as it is  right now, we believe that these records should be carefully audited with a  discerning eye for any inconsistencies. If the management of CJTS wishes to  prove that their work policies are equitable, we do need an explanation for the  seemingly liberal use of time off by Ms. Markovitz. Thank you.
 
Signed,
Joanna Iovino
CT Truth Force
 
 
CC:  Joette Katz, DCF Commissioner
       Kevin Lembo, Connecticut State Comptroller
 
                                                                                                            
                                                                                                             
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Resources
 
Connecticut Network archive; includes videos of the November and December Connecticut Racial Profiling Prohibition Project meetings:
 
 
Freedom of Information Act website:
 
 
Workplace Violence News, featuring resources for preventing workplace violence and bullying:
 
 
Twitter page for John McPhilbin, a workplace bullying activist in Australia:
 
 
 
David Samuels
Founder
Community Party
 
 
 
 
 

Sunday, June 1, 2014

 
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Connecticut Valley Hospital Racism

January 2, 2014
This column appears in the January 2 -9 edition of the Hartford News… Connecticut Valley Hospital management’s response to the Community Party’s December 19 report on the racist disparities in terminations and wages at CVH (data analysis by Adam Osmond) was to send out mass emails to employees, in which they continue to talk vaguely about “changing the culture” at the hospital. CVH started their “Achieving Excellence Together” campaign in response to the introduction of workplace bullying legislation at the State Capitol. The Department of Administrative Services, which oversees state facilities like CVH, has testified against strengthening the currently toothless employment laws, which would provide viable legal options to bullied employees. DAS claims that they already have mechanisms in place to address racism and bullying, but DAS is the violator. It is preposterous to leave it up to the violator to police the problem that they created; that’s the ultimate conflict of interest (fox guarding the henhouse, etc.). The statistics at CVH and the Department of Children and Families are overwhelming evidence that DAS isn’t doing squat; they’re only interested in limiting state employers’ exposure to legal liability.
 
The Department of Health and Human Services states that workplace bullying is the equivalent of domestic violence. CVH’s self-serving campaign is akin to a physically abusive husband bringing his wife flowers and candy, promising her that the beatings will stop and he will change. CVH’s own workplace bullying survey results (which they tried to suppress) show that over 80% of employees view CVH management as retaliatory bullies who perpetuate a culture of abusive workplace conduct. CVH fires Black employees at a rate of 70% compared to just 22% of whites. 70% of the employees who earn $120,000 or more per year are white, compared to a mere 3% of Black workers. Blacks are 30% of CVH hires yet they are disciplined at a rate of 39%, which is 10% more often than all other employees. White CVH employees are promoted at a rate of 56%, dwarfing the numbers for Blacks (30%) and Latinos (8%) combined. This structurally racist pattern was also discovered at DCF by Adam and Cornell Lewis. The data is available at Cornell’s DCF Plantation blog.  http://www.dcfplantation.blogspot.com/  CVH management is talking out of both sides of their mouths. They claim to want to “change the culture” at the hospital, while they simultaneously pay their team of attorneys to defend them against legal complaints by workers regarding their racist, bullying behavior. None of the CVH management emails to employees have addressed the racial disparities that we have discovered.
 
 “Changing the culture” at CVH means acknowledging and remedying the egregious racial disparities in terminations, disciplinary actions, wages,  promotions, hiring and employment in addition to ending the cowardly, despicable management practice of manipulating policy and procedure to target workers, especially Black males. Promising to be kinder, gentler plantation owners isn’t good enough. The internal CVH emails that my co-worker John Hollis and I obtained through the Freedom of Information Act show what CVH executives and managers say when they think that no one is looking. Rosa Badillo and Carlos Vargas, who complained about racism against Latinos by their bosses in a column I wrote about CVH last year, were mentioned in an email exchange between a CVH executive and a manager. The executive forwarded the column to the head of Rosa and Carlos’ department and gave that manager permission to forward the piece to Rosa and Carlos’ other bosses. Rosa and Carlos have both experienced retaliation from CVH since the column was published. This is an ongoing pattern.
 
As I reported in my last column, the CVH manager who said in an email exchange that “something must be done soon” about me in response to a grievance that I filed called the CVH police on me in retaliation for my activism. This manager made the ridiculous claim that I threatened her in a 2012 column on workplace bullying at CVH, where I made a reference to the spree killing by James Holmes at a movie theater in Aurora, Colorado. Here is the exact quote from that column. “Last week a Connecticut Valley Hospital manager called a staff meeting which appeared to be a veiled attempt to respond to the Community Party’s release of the CVH workplace bullying survey results and our July 19th Hartford News column on abusive workplace conduct at CVH (“Connecticut Valley Hospital: Poster Child for Workplace Bullying”). She spoke at length about CVH “owning” internal emails and “partisan political activity” being unacceptable. I will address that individual in this forum. Workplace bullying isn’t a partisan political issue, it’s a public safety threat. The mass shooting which took place on July 20th in Aurora, Colorado underscores how vulnerable we all are to violence in public places. There is clearly a structured effort among CVH management and selected employees to intimidate individuals who speak out against abusive conduct at the facility.”
 
After the column was published, a CVH police officer visited my office and questioned me. He offered to take me to a private area but I insisted that our conversation take place in full view of my co-workers. The officer immediately said that the CVH police had reviewed my column and did not find my commentary to be threatening in any way. When I asked why then was I being questioned if I wasn’t suspected of intending to commit workplace violence the officer said, “I’m just doing my job.” This manager’s actions demonstrates the pathology of those who engage in abusive workplace conduct. She knows that I live in Hartford yet she did not call the Hartford police, which would have been the logical move if she honestly thought that I had threatened her life. If I was actually a threat, it would have been imperative that she act quickly to ensure that I did not arrive on the CVH campus and inflict harm on her or others. She instead waited until I came to work and then contacted the CVH police, who she knew she could manipulate with the backing of CVH management. 
 
 
This individual’s compulsion to show employees who’s the boss resulted in a childish, ineffective attempt to embarrass and intimidate me in front of my co-workers. CVH emails show that she has continued to target me since that pathetic display, and that the executives who are claiming to want to change the hospital’s bullying culture are collaborating with her. It’s not hard to see why 85% of CVH workers fear retaliation from CVH management if they report that they have been bullied. This manager is desperately trying to maintain the status quo. She is the best example of why legislators must act in 2014 to begin the process of empowering employees who are subjected to abusive workplace conduct. CVH’s sham morale campaign will not help anyone but the megalomaniacs who are currently operating with impunity. Over 200 people in the United States committed suicide as a result of workplace bullying in 2008, the highest total since these deaths have been tracked. The changes which are desperately needed at CVH, DCF and the rest of the state employers must be implemented by the Connecticut General Assembly.
 
We’ll present more information on structural racism at CVH in the coming weeks, as we’re in the process of analyzing data regarding hiring and employment at the facility. State Representative Matt Ritter will host a workplace bullying town hall on Monday, January 27, 5:30 pm to 7:00 pm at the Albany Branch library, 1250 Albany Avenue in Hartford. If you’re being bullied at work by co-workers and/or your employer, this is an opportunity to tell your story and be a part of a discussion about solutions. Check out the Albany Branch website for directions. http://www.hplct.org/locations-hours/Albany
 
Stay tuned for updates on the Safe Work Environment Act and the Trayvon Martin Act, which we’ll introduce during the 2014 legislative session (starts February 5th). Check out CP’s Stop Racial Profiling – Obey the Law! Facebook page for more info on the Trayvon Act. http://www.facebook.com/PennAct   Follow CP on on Twitter for state, national and global headlines.  https://twitter.com/CommunityParty1 Listen to WQTQ 89.9 FM for CP’s public service announcements on our racial justice initiatives. https://www.facebook.com/wqtqfm Contact us at 860-206-8879 or info.community.party@gmail.com. Happy New Year!
 
 
Resources
 
Freedom of Information Act website:
 
 
Workplace Violence News, featuring resources for preventing workplace violence and bullying:
 
 
Twitter page for John McPhilbin, a workplace bullying activist in Australia:
 
 
 
 
David Samuels
Founder
Community Party