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description=4 posts published by David Yamada during October 2020;

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Text of the page (random words):
ertainment industry s power imbalances and the targets of the bullying are often young workers and assistants mike krings ku law journalism scholars sum up nonexistent state of workplace cyberbullying laws ku today 2020 link here while technology has provided a way for many parts of life to carry on virtually it has also provided space for negative elements of life such as cyberbullying to increase schools have made strides in combating the problem in recent years but two university of kansas scholars point out in a new book chapter that american law is woefully unprepared to handle workplace cyberbullying elizabeth mulvahill when teachers bully one another we are teachers 2020 link here indeed while there is news story after news story about student on student bullying no one is talking about the problem of teacher on teacher bullying but for teachers facing harassment from their colleagues every day the proverbial struggle is real share this print opens in new window print share on facebook opens in new window facebook share on linkedin opens in new window linkedin share on x opens in new window x email a link to a friend opens in new window email like loading will de densifying reduce workplace bullying mobbing and harassment in the covid transformed american workplace october 17 2020 by david yamada in experience of work future of the workplace public health workplace bullying mobbing and abuse workplace health and safety tags experience of work future of the workplace public health workplace bullying workplace health and safety 2 comments in a piece for the guardian over the summer link here cassidy randall speculated on the future of american office life as employers consider options for full or partial re opening in the midst of the coronavirus pandemic as the coronavirus pandemic continues to surge in parts of the us some companies have moved forward with plans to let their employees re enter the office after months of working from home in the absence of federal guidelines around best practices office managers will probably need to rely on an abundance of caution this may turn offices into ghost towns of their former selves with gatherings by the water cooler big meetings and buzzing shared spaces disappearing for the foreseeable future anticipating a possible uptick in infection rates during the fall she emphasized the likelihood of de densifying staffing patterns and staggered shifts to moderate the number of workers present in the office at any given time this could mean at least for now the cessation of large in person staff meetings and crowded work areas the disturbingly stubborn rates of covid 19 infections have no doubt caused many employers to continue to permit workers to spend parts or all of their week working from home in some circles this has raised the question of the necessity of maintaining large offices and on site work requirements even after we find our way through this pandemic a prominent example of this revamping is microsoft as reported earlier this month by tom warren for the verge link here microsoft is allowing more of its employees to work from home permanently the company announced friday while the vast majority of microsoft employees are still working from home during the ongoing pandemic the software maker has unveiled hybrid workplace guidance internally to allow for far greater flexibility once us offices eventually reopen the verge has received microsoft s internal guidance and it outlines the company s flexible working plans for the future microsoft will now allow employees to work from home freely for less than 50 percent of their working week or for managers to approve permanent remote work employees who opt for the permanent remote work option will give up their assigned office space but still have options to use touchdown space available at microsoft s offices better work environments i ve been looking at these assessments in part through a lens of whether the coronavirus impacted work environment will affect prevalence rates and the nature of various types of workplace abuse back in may i offered this preliminary forecast for when physical workplaces start to reopen first i expect that most folks will be on their best behavior at least initially they will understand that we re still in challenging times and be grateful to have paid employment second i think that various clashes disagreements and conflicts will arise as a result of a mix of employer policies and heightened anxiety levels best intentions notwithstanding a lot of folks will be on edge and understandably so third i suspect that a lot of conflicts incivilities and micro aggressions will move online as we continue to conduct a lot of our work remotely and digitally a barrage of email and text exchanges will accompany these transitions back to our workspaces some will get contentious a hopefully much smaller share will be abusive fourth we may see a welcomed in my opinion upturn in labor union organizing on behalf of our lowest paid workers in retail and service industries many of whom have been the core of our essential workforce outside of health care providers finally we ll see coronavirus related claims over disability discrimination workers compensation family and medical leave workplace safety and health laws and other legal standards related to worker health things could get quite litigious if managed poorly what i didn t anticipate was the now very real possibility that some many organizations may never return to the fully occupied physical workspaces that were the norm before the pandemic suddenly defined the contours of our lives to the extent that bullying mobbing and harassment are very relational activities de densifying via continued physical distancing and staggered employee shifts may help to reduce the prevalence of these forms of mistreatment however some of the bad behavior as i mentioned will simply port over to an online setting after all less than wonderful co workers can be jerks on zoom and scheme and manipulate in the digital fog this could give rise to more covert forms of bullying sabotaging and undermining of others it s also possible that as i suggested in may most people will try to rise above the fray grateful to be employed while recognizing that we should all bring a sense of team play to the current work situation for now it s too early to know whether these work at home practices will become a new normal but this bears watching especially by those of us who are attentive to the various ways in which workplace mistreatment may manifest itself share this print opens in new window print share on facebook opens in new window facebook share on linkedin opens in new window linkedin share on x opens in new window x email a link to a friend opens in new window email like loading new article should public policy center on society s well being october 3 2020 by david yamada in politics therapeutic jurisprudence workplace bullying mobbing and abuse tags dignity at work and in society politics therapeutic jurisprudence workplace bullying leave a comment dear readers i m delighted to share with you a short piece i wrote should public policy center on society s well being link here for the first issue of the american commentator an online magazine published by the americans for democratic action education fund a progressive political and policy education group on whose board i serve in the article i assert that societal well being should be a framing goal for the making of public policy in offering the case i reference my work in drafting and advocating for the anti bullying healthy workplace bill here are some snippets should public policy adopt core values of well being human dignity and compassion should it embrace outcomes that are therapeutic versus those that are anti therapeutic should it reject measures that are based largely on economic productivity with little to no regard as to how wealth and resources are distributed and deployed to help us develop frameworks for advancing traditional liberal values with a compassionate humane yet practical voice i propose that the field of therapeutic jurisprudence can critically inform our understanding founded in 1987 by law professors david wexler then at the university of arizona and the late bruce winick university of miami therapeutic jurisprudence or tj is a school of legal theory and practice that examines how laws public policies and legal systems can produce therapeutic or anti therapeutic results while respecting traditional legal precepts such as precedent and due process tj inherently favors outcomes that advance human dignity and well being therapeutic jurisprudence principles have informed my work in drafting and advocating for workplace anti bullying legislation informally known as the healthy workplace bill which serves as the template for legal reform efforts across the nation to create a legal claim for severe targeted psychological abuse at work in addition i have invoked tj in calling for human dignity to be the framing principle for american employment law generally i hope you ll consider reading the full article it s about a 10 minute read and you can access the entire first issue of the american commentator here share this print opens in new window print share on facebook opens in new window facebook share on linkedin opens in new window linkedin share on x opens in new window x email a link to a friend opens in new window email like loading post navigation email subscription enter your email address to subscribe to this blog and receive notifications of new posts by email email address sign me up join 2 031 other subscribers blog stats 1 565 074 hits pages about this blog and nwi events free articles need help popular and notable posts recent posts see you in september workplace bullying newsletter no 8 feb 2026 workplace bullying newsletter no 7 jan 2026 workplace bullying newsletter no 6 dec 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