Take action

Make your voice heard



Advocates nationwide call for a laws addressing workplace abuse to improve work cultures.

To introduce bills in your state, email info@endworkplaceabuse.com.


Asking your state legislators for change is simple:

  1. Find your state legislators.
  2. Call and ask them to sign onto the bill. Legislators care most about what their own constituents want so they can get re-elected. So if you live in the district of the legislator you’re calling, let whoever answers the phone know that upfront. Tell whoever answers the phone “Hi! My name is (YOUR NAME). I live in (NAME OF YOUR TOWN). I’m calling to ask (NAME OF THE LEGISLATOR) to sign onto (BILL NUMBER AND NAME OF BILL).” They may ask you your address.
  3. Ask others to do the same.

Join the closed Facebook group End Workplace Abuse Now to help strategize on how to pass legislation.



Help get the word out. Fill in the blanks below and then email this letter to friends.


I ask you to contact your state representatives and senators today to urge them to support the (INSERT BILL NUMBER AND NAME).

We can’t tolerate abuse that endangers the health of workers. It shouldn’t be legal for a supervisor or co-worker to abuse you at work. And it shouldn’t be legal for your employer to simply ignore the problem. This bill would hold employers accountable.

I support this bill because no one should have to choose between providing for themselves or leaving an abusive work environment.

Will you contact your state legislators today and ask them to support (INSERT BILL NUMBER)? http://www.openstates.org

You can go to http://www.endworkplaceabuse.com for more information or to sign up for updates.

Thank you,



Federal bills

We can also push for other pro-employee bills with federal legislators.

BE HEARD Act (HR 2148)
Bringing An End To Harassment by Enhancing Accountability and Rejecting Discrimination in the Workplace Act

Current law doesn’t do enough to stop discrimination, particularly for the most vulnerable workers. To address the issue, the ACLU drafted Principles and Priorities for Legislative Action to Eliminate Workplace Harassment for Congress. The BE HEARD Act strengthens and broadens discrimination laws, removes barriers for targets, and helps employers create incentives and accountability for safe workplaces:

  • It extends protections to all. Title VII of the Civil Rights Act doesn’t address workers in small businesses. This law would cover all employees regardless of business size plus independent contractors, volunteers, interns, fellows, and trainees — and add LGBTQ workers as a protected class.
  • It gives targets a fair chance in court. Case law requires that harassment be “severe or pervasive” to win in court, often unattainable and that groping may not even fall under. The bill outlines what conduct is and is not unlawful to give guidance to the courts who’ve historically excused abusive conduct, blocking justice, and preventing others from speaking up.
  • It promotes transparency. Acts of discrimination are most often kept private, furthered with agreements that mandate arbitration rather than lawsuits upon starting jobs. The bill would ban mandatory arbitration and non-disclosure agreements upon accepting a job.
  • It restores protections for workers harassed by supervisors. The bill would make holding employers liable for supervisor harassment easier.
  • It assists employers in creating harassment-free workplaces. The bill authorizes research and data collection and gives employers template policies, trainings, and surveys plus best practices.

Paycheck Fairness Act (HR 7)

An effort to address the gender pay gap, the Paycheck Fairness Act holds employers accountable for retaliating against workers who share wage information and places the burden on employers to justify pay gaps. Workers can then sue for wage discrimination.

PRO Act (HR 2474)

The PRO Act will empower workers to negotiate better wages, benefits, and working conditions while preventing employers from interfering in union elections and other workers’ rights violations through penalties. It will also override “right-to-work” laws that prevent unions from collecting dues from the workers they represent. (Unions drive gender equality, higher wages, better benefits, and safer workplaces, but union membership is only 10 percent of the country’s workforce.)

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