The following is a link to a bill introduced in 2010 in the Wisconsin state legislature that would provide a remedy to employees who have been injured as a result of workplace mobbing, or an abusive work environment.
The D.C. Department of Human Rights determined in 1993 that the work environment I described in an unlawful job termination complaint I filed with the agency in February 1992 did not constitute a "hostile work environment" in violation of the D.C. Human Rights Act. Freedman v. D.C. Dept. Human Rights, D.C.C.A. no. 96-CV-961 (Sept. 1, 1998).
The issue of whether the conduct I complained of constitutes a subtle form of job harassment called “mobbing” was never litigated. There is no “anti-mobbing” statute in the District of Columbia.
An anti-mobbing bill was introduced in the California state legislature in 2003, but was not enacted.
The Second Circuit Court of Appeals has acknowledged the phenomenon of workplace "mobbing," which the court defined as a form of "group harassment" that involves "a process of abusive behaviors inflicted over time." Sousa v. Roque, Docket No. 07-1892-CV, August 21, 2009.
The following post describes the abusive work environment to which I was subjected during my employment as a paralegal at the law firm of Akin, Gump, Strauss, Hauer & Feld from 1988 to 1991.