[inaudible conversations] i know called to order for purposes of todays hearing i now call to order the house of administration for todays hearing entitled preventing Sexual Harassment in the congressional work place. Examining reforms to the Congressional Accountability Act. The hearing record will remain op open for five legislative days. A corm is present and so we may proceed. I ask for unanimous consent that the committee on ethics chairwoman, susan brooks and bradley burn be afforded the opportunity to question all of our Witnesses Today. That objection so ordered. At it outset i would like to thank all of our witnesses for taking time out of what i know are very busy schedules to be here. Were much appreciative of that. First and foremost let me reiterate there is no place for Sexual Harassment in our society. Especially in congress, period. And one case of Sexual Harassment is one case too many. The speaker of the house, paul ryan tasked this committee with heading up an extens
I know called to order for purposes of todays hearing i now call to order the house of administration for todays hearing entitled preventing Sexual Harassment in the congressional work place. Examining reforms to the Congressional Accountability Act. The hearing record will remain op open for five legislative days. A corm is present and so we may proceed. I ask for unanimous consent that the committee on ethics chairwoman, susan brooks and bradley burn be afforded the opportunity to question all of our Witnesses Today. That objection so ordered. At it outset i would like to thank all of our witnesses for taking time out of what i know are very busy schedules to be here. Were much appreciative of that. First and foremost let me reiterate there is no place for Sexual Harassment in our society. Especially in congress, period. And one case of Sexual Harassment is one case too many. The speaker of the house, paul ryan tasked this committee with heading up an extensive review on this issue a
Act a year or so ago. Tell us how that impacted all and what that means for every one here. Sure. The pregnancy discrimination act is a part of title vii of the Civil Rights Act of 1964. Congress passed the pregnancy discrimination act in 1973 after a Supreme Court ruling, and last year, about a year and half of those a case before the Supreme Court, young versus ups, and in that case peggy young had been working for ups. She had a normal pregnancy. So there was, she had no reticular medical issues with her pregnancy particular. Her doctor recommended that she can later in the pregnancy, not live more than 20 pounds. 20 pounds. Which if youre a driver for ups, you can imagine that might be a problem. She asked for an accommodation for light duty, gps said we dont give accommodations for people who have anything other than an on the job injury. So this is your only option is to not work, and you can come back after your pregnancy but thats your only option. So she sued under the pregnan
What we do have and what ill be presenting this afternoon is a good deal, a very robust qualitative information that speaks to the phenomenology, the experience of having been mobbed. What the elements and aspects of that experience are like and what the health harming effects of that are so this talk, just dont worry is the only reason i say it is going to shift a little bit from the Empirical Data to looking more at theconceptual and phenomenological framework. These are the books that kate mentioned that my colleague doctor lindner and im wrote in 2012, 2014 about mobbing and in so doing we extended the work of heinz lannon in sweden, the psychologist who studied road and worked with targets in the 80s and also i think i would like to just credit the work of doctor ken west you in canada whose work on mobbing focused primarily on higher educational mobbing in higher ed and also i would like to include doctors ruth and gary namely, the founders and directors of the Workplace Bullying
Prove it this is going to stick around then maybe ill invest in it myself. I think we have early adopters. We call them lowhanging fruit and people that are more cautious and thats fine. They have to be around it. They have to experience it and taste it and feel it themselves then we have people who are no matter what you say, its going to feel like we are giving special attention to some people and not others because they have trauma. And we have to work on that. So we have to it is a horizontal approach but its bottomtoop. I think the 2pointal , theyre the people that have a hard time trusting that we mean what we say. There is no funding. Were doing it from the inside out. Its not like were going to lose funding. Were doing it. This is not costing a lot of money to the department. Were not relying on external grants or consultants or anybody coming in from different parts of the droin. Were doing it ourselves. No matter who leaders are, we want to create the change and embed it into