Archives for category: Bullying and the President of The Unites States

So many employers especially companies like Verizon are simply screwing their employees with FMLA denials, totally hampering their lives with intent, to then only return to work to receive disciplinary actions.

Here is some information for all of you:

Neal Dias
(Victim of Verizon’s workplace bullying)


I have been asked, “What have you been up to, where have you been?” I can tell you this. I had to get my family back on track and that’s been going very well – Thank God!

I have also been busy still seeking justice for the negligence of my case against Verizon. I have reached out to the judicial system as I provided them with evidence of judicial prejudice within our system. I have put together several pages of evidence and requested the Federal Judge to be investigated for several reasons for his hampering with justice and being bias towards my case. The evidence clearly stated that I was advised of the injustice and judicial roadblocks he was indeed going to place inform of me at my trial, and it indeed happened. The Federal Judicial System and two other federal investigating branches have opened up an investigation on this matter. They have accepted my case and provided me with a file numbers and I am working hard on this as well.

I have also, been very busy working with some very powerful attorneys and law firms in the country to seek restitution for all the victims of Verizon’s wrath. Since 2005 to the present I have obtained a very indebt database of several damaging evidence and information on Verizon which I am working hard at exposing them on a State and Federal Level. At a certain point we will be releasing all this critical information to the public, other law firms, PUC, FCC, Insurance Companies and all the other companies Verizon offers their services to, including all their customers, which we will prove beyond a doubt FRAUD with malice at the highest lever costing Verizon hundreds of millions in fines, damages and lawsuits and possible incarceration for a few.

I have also asked these firms to help all the Verizon employees to take on a class action suit for all the victims of their hostile work environment, which is a violation of all your human rights. I have collected thousands of your stories to help in this fight. It will be proven that this abusive behavior is a taught culture, and they get away with it because of money and power.

Like the movie Civil Action, I knew there was a great chance that I may lose my case because the judicial system is far from perfection and money, connection and power will always take precedence of righteousness. So I prepared for vindication and justice. In the movie, John Travolta lost but then later turned over an abundance of evidence to prove malice which indeed brought him and his victims a greater justice and the defendants (in my case Verizon) even more justice.

My book on Verizon is coming out awesome and I am very happy with it. I am a perfectionist and I am not in a hurry to complete it. I want to ensure that long after I am gone, this book will help to change the abusive workplace behaviors within companies, starting with Verizon.

Lastly, I will always fight for laws protecting victims of workplace bullying, with any and all groups trying to help and aid in this quest. With unity, we can prevail for the best interest of our future generations to come.

So I am here, I am not going anywhere and I will never go away from exposing Verizon in every fashion with the utmost truthful and factual evidence – FOREVER.

Neal Dias
(Victim of Verizon Workplace Bullying

Verizon Class Action Suit – its time

The time has come and we have plenty of names, stories and plenty of evidence from across the country to go forward in a Class Action Suit against Verizon Communication. Like anything; especially in our US Court System (which is quite corrupted) there is no guarantee of success. But what helps a class action suit is the similar circumstances that caused by a company (here being Verizon) to many victims, (being you in both Union and Management) that caused you any pain and suffering. In a class action suit a victim is not judged my color, religion statue, sexual preference or gender, it is the unified violation here being the Verizon Code of Conduct and the US Laws.

1. What is a class action?
A class action is a type of lawsuit in which the claims and rights of many people are decided in a single case. Specific plaintiffs are named in the lawsuit to assert the claims of the entire class so that everyone with the same claim or injury doesn’t have to file their own separate lawsuit. Also, because they allow people whose damages are too small to warrant an individual lawsuit to try their cases together, class actions can often be the only practical way to stop illegal practices and recover ill-gotten gains. Class action suits have allowed individual people to stand up against the most powerful industries in the world and to hold them accountable for their actions.
You see as many of you have expressed, you are having a hard time taking on Verizon by yourself and many attorneys will not take the case. Why is that? It is because it’s very expensive and Verizon has endless financial resources to drain an average and / or small law firm, it becomes almost impossible to win, but you can win.

Here are a few question and answers for all of you to read in reference to a class action which

2. What types of cases can be brought as class actions?
Employment Class Actions: Employment class action lawsuits are typically brought on behalf of employees of a company for violations of the Labor Code, such as unpaid overtime, failure to provide breaks, as well as claims ranging from safety violations to systematic workplace discrimination.

3. How does a case become a class action?
A class action is generally initiated by one or more people who feel that they, along with a group of other people, have been wronged. A lawyer then files suit on behalf of the individual(s) and the class. At the appropriate time, the lawyer files a motion asking the court to formally recognize the case as a class action. If the court grants that motion, the other people who were similarly wronged are notified of the class action and are given an opportunity to participate in the class action as a member of the “class.”

4. How many people are needed for a class action?
Although it sometimes helps if several people are named as plaintiffs in the suit, a single person is generally enough to file a lawsuit so long as the attorney for the class has a good faith belief that a number of other people were injured in a similar way. It generally takes at least 30-50 people with similar claims, and sometimes many more, to qualify as a class action.

5. How much does a class action cost?
Generally, the lawyer advances all of the costs and fees and, if the lawsuit is successful, petitions the court to award attorney fees and reimburse out-of-pocket costs. If the case is unsuccessful, the plaintiff’s lawyer absorbs the loss.

6. Why would I want my case to become a class action?
People have different reasons for taking part in class actions. Many class members take pride in forcing a giant corporation that is breaking the law to change its ways and in helping to recover often millions of dollars for the other victims. Others bring class actions to recover money that was illegally taken from them, recognizing that they couldn’t afford to pay a lawyer’s hourly fees to bring an individual suit and that their individual claim isn’t large enough to attract a lawyer who works on contingency.

7. Are class representatives entitled to any additional compensation?
If a class action is successful in winning relief for the class, most courts, understanding that class actions can be a powerful tool for consumers’ rights in society and are to be encouraged, provide class representatives with “incentive awards.” Judges are typically given broad discretion in deciding whether these awards are appropriate and in setting the amounts of the awards, which can range from hundreds of dollars to over $50,000. In deciding how much, if anything, to award to the class representatives, courts look at factors such as the amount of involvement of the class representative and the size of the recovery for the class. Typically, the Mills Firm has been able to secure an award of $20,000 for the class representative.

8. How do I choose a class action attorney?
There are many very good class action attorneys in the United States. Because class action law is fairly specialized, you should look for an attorney with significant class action experience. Additionally, because there are many different types of class actions, look for a lawyer who has specific experience in the type of class action you wish to bring. In other words, an attorney who regularly brings consumer class actions might not be the best choice for a securities class action and vice-versa. Finally, it is a good idea to ask any lawyer you’re considering a lot of questions before hiring him or her. For example, you might want to find out if he or she or a subordinate will be the “lead attorney” on your case. You should also ask how many cases the firm is currently handling – is yours going to be one of 30 or one of 300? Make sure you understand what’s expected of you as the class representative, and always insist on a written representation agreement.

Today it’s time for all of you at Verizon to join in and make Verizon Accountable for years of ABUSIVE BEHAVIORS. I am going to file a Class Action Lawsuit against Verizon on behalf of management and union members for:
• Abuse of power
• Intentional infliction causing emotion pain and suffering and physical pain
• Loss of quality of life
• Emotional distress
• Causing and supporting a hostile work environment
• Negligence to correct the action
• Undue Stress
• Willful and malicious abuse causing severe emotional distress
• Creating and supporting an abusive work environment
• And Pain and suffering

So what do we do and from here? It is very hard to do this with one person, and try and locate a law firm all across the country in each state, it would take too long. But if many of us on our own just Google “Class Action Attorneys or Class Action Law Firms”” in each of our own state we can achieve this goal very fast. If we do this from every part of this country we can and will locate a firm to take this case on. You can go on their web sites and get the email for each attorney or partner it’s easy.

Below I will provide a short letter asking if the law firm would like to represent the past and many present victims of Verizon Abusive Behaviors that caused many, such harm.

Once we find a law firm I will post on all the Facebook pages and both my WordPress pages as well as email every newspapers and media sources in the country. I also have the emails of all you CWA / IBEW Union Heads and offices all across the country and have been emailing them information for the past few years as well. Some post and others do not but I will send to all of them anyway. I also will be sending this to all your CWA / IBEW offices as well after this is posted asking them to get this message out as well.

For the employees at Verizon pass this on by word internal emails, text messages and post on union board in every office in the country pass this word on in every way you can.
We are going to use their own Verizon Code of Conduct against them. They printed their laws but never follow them unless it’s convenient for them. It’s time to use it in our favor and expose the truth about Verizon.

USE THIS LETTER and fill in the blanks with the Attorney’s Name or Law Firm, if a Class Action Firm does not specialize in our type of case, they may refer to get a refer fee, so let them decide and just email it out to them:

Dear Attorney ———–,

There are several of us at Verizon from across the country that has evidence to prove that Verizon has treated its employees in a harmful manner that has violated our human rights and the laws of our great country. The abuse has taken place for several years and has caused past and present employees emotional devastation. So today, many of us have decided to reach out across the country looking for a law firm to represent us in a court of law.

We need to know that you have no affiliation whatsoever with Verizon Communication. As this lawsuit will be against them!

It has been too many years that we have suffered from:
• Abuse of power
• Intentional infliction causing emotion pain and suffering and physical pain
• Loss of quality of life
• Emotional distress
• The Causing and supporting a hostile work environment
• Negligence to correct the action
• Undue Stress
• Willful and malicious abuse causing severe emotional distress
• Creating and supporting an abusive work environment
• And Pain and suffering

We are requesting if your firm would represent us on behalf of many managers and union members. We will provide you endless facts, evidence, grievances filed, arbitrations hearings dates and time, deposition to prove it’s not an isolated event and in fact is the culture expected from the top down.

The person leading this class action lawsuit if Mr. Neal W. Dias and you can reach him at: 774-991-4949, or Mr. Dias intern will notify all of us if your firm will represent us and then we will provide you with all the essential evidence, statements and whatever else you need to win this case.

We hope that you and your law firm seriously consider taking on this case, as we need to find a resolution and finally justice for these criminal acts caused by Verizon.

Sincerely yours,

(Your name and contact information)

Everyone, without a doubt, this action demanding a Healthier Work Environment will gain national attention and when we get a law firm to take this on this case will possible make history on change and an Unprecedented Monetary Value, and this is the only way Verizon will listen.

I do believe if it goes forward, it will be the most historic and largest class action law suit in the history of this country again for Verizon for the abusive behavior which has caused so many (in the past and the present) loss of their quality of their life. It is time that we unify together to do this to complaint against them for creating such an intolerable work environment.

So many of you complained for too long and nothing has been done because you have done in on your own but in a group we can win.

“Injustice anywhere is a threat to justice everywhere.”-Martin Luther King

Neal W. Dias

Verizon Employees

I have something that many of you will be able to use for your fight for justice against Verizon. As you many of you know it’s been a long battle and I loss after 8 years of fighting. My loss was not because of my attorney and her lack of knowledge or preparation for my case and trial, but it was for certain because of Judge Nathaniel Gorton a Federal Courts Judge in Boston Massachusetts that placed well prepared roadblocks in our way just a day before my trial, preventing justice. My attorney won on every front from the depositions, to motions and at the trial, but we did not take home the verdict that we rightly deserved and justice was never served against these Verizon Perpetrators.

So what do I have for all of you?

Well, everything I did was a learning curve and I gained so much knowledge in the process, which I will be sharing in my book that will be released in due time about Verizon, Workplace Bullying and the Process to Justice.

So much time and research was done by myself and my attorneys and why let it go to waste. So what I am offering you is this. I have all the court records in my care, depositions in hand from Verizon Corporate Security, Verizon EEO and other Verizon Managers that state critical information in them that can save your unions halls, your attorneys and union arbitrators so much money and time. You will see how Verizon and their attorneys play their attack and stated things that they discipline and punish you for, but yet stated no great value to importance on.

Good example is this: Many of you have been held to the high standards of the Verizon Code of Conduct and have either been suspended; loss pays, and or been terminated because of these rules. But while I was sitting in depositions in 2011, I heard Verizon state and it was documented in depositions that “the Verizon Business Code of Conduct is just a guideline and downgraded the significance of the Verizon rules as it not to be taken seriously.” This is from management themselves and this is powerful!

So much is in the depositions and there all yours, if anyone ever needs them. For the depositions I cannot afford to make the copies for all of you but if at any time you want the copies and mailed to you, I would go to Staples on my own time and have them copied and mailed to you right from them. You can even call to check the fees and you can pay for it to be done. This is no cost to me and I am making nothing out of it but to help you out, if I can help you win an infraction against Verizon that means the world to me.

Second, all the internet motions and responses from Verizon I have and court documents, I will email them to you directly as I have others that have battles with Verizon as we speak, at no cost to you at all, but just to help you.

My attorney must have done a great job as in December of 2012 Verizon offered me just shy of $500,000 to go away and settle and I told the time —- themselves.

So it’s all yours, if you need these items, just email me what you want and they we can go from there.

Also by the way a class action lawsuit against Verizon is in the making and I am heading this campaign, when I find a firm to take it, I will post it and you can add your name to it.

Soon I will have a streamed line database for all of you to have to access poor managers within Verizon and locate so much critical data on Verizon as employees and consumers, something that was never ever done before and should have.

Sincerely yours,

Neal W. Dias

My Story:

My Speeches:
Capital Confidential – New York’s Capital Newspaper

Neal Dias, Verizon-displaced bullied target, supports WBI, Healthy Workplace Bill, and Freedom From Workplace Bullies Week, National Press Club, Oct. 15, 2012. Tells his personal story.

April 12 2013

Occupational Safety Health and Administration
Assistant Secretary of Labor for OSHA
Mr. David Michaels
200 Constitutional Ave NW,
Washington, DC. 20210

Ref: Request an Investigation into Verizon failure to protect and care for the safety of the employees

United States Assistant Secretary of Labor Mr. David Michaels;

Good day Sir, my name is Neal W. Dias and I am from Swansea Massachusetts. The first thing you state on your web site is, “You have a right to a safe workplace.” It so happens to be the reason why I decided to write you today. As you know, whistleblowers place themselves in a very unsafe and career sabotaging situation when they decide to bring unsafe situations to the attention of OSHA.

Today, I am bringing many items to your attention about Verizon Communications which have been a historical issue, but many will never step forward to make a difference because of the fear of retaliation from Verizon. I am now in a position to do this without additional fear of retaliation for exposing Verizon, I am no longer an employee. This is much overdue but it is time. No more employees need to die at Verizon, no more employees need to be injured, and no more employees need to work in an unsafe work condition, so hopefully OSHA can help.

I will attach the link to a story about me and what has happened to me while working at Verizon (please read it) but in brief; I was a successful former Verizon Manager that witnessed a very abusive, sometimes a very violent and racial workplace. I witnessed verbal and physical threats. I witnessed the intentional sabotaging of employees and their lives as well as mine. I witnessed management target certain employees to build cases against them with intent to set them up to suspend or fire them. I witnessed management state that will lie, if need be, too harm the union employees. I witnessed such malicious bullying from managers to their subordinates. I know of manager’s that have physically threatened other managers and was never disciplined for their actions.
I know of a female Verizon employee that was touched inappropriately, complain about it and was advised by MCAD from Verizon’s own position statement that: “Even if the Verizon male manager touched her it was only once,” and he was never punished. She is a single mother, and was forced to work under this sexual harasser unprotected to fend for herself. She was not protected by Verizon and they left her there to get further harassed after she complained. She was later targeted by this perpetrator and fired in retaliation, and now struggling to support her children.

I have witnessed managers steal safety items off the vehicles and have other manager’s drive by and write the employees up to build cases against them and they called it a safety ride. I have witnessed Directors and Area Managers at Verizon have meetings on ways to target selected employees with intent on creating havoc in their lives as a personal vindictiveness. I have seen, heard and witnessed brutal treatment and that was supported by upper management as their philosophy was; “This was the way to improve productivity.” I have seen, witnessed and been a victim of “Verizon’s EEO, Verizon’s Corporate Security and Upper management” ignore the violence within Verizon only to protect the perpetrators.

I have seen Verizon donate to violence against woman but condone it within Verizon.

I have seen Verizon donate money to minority groups like the NAACP but allow black to be called racial names, get targeted because they were black and the racist employees still are able to maintain positions at Verizon.

I have seen Verizon donate to anti-bullying, but responded in a position statement to a State / Federal Agency approving of a bully’s actions because he was an “Equal Opportunity Offender,” he just did not bully the minorities he bullies everyone.

I have seen Verizon management threaten, swear at and downgrade employees with not discipline, but when the roles are reversed, the union technicians are punished to the fullest including termination. I witnessed managers speak negatively about the gays and lesbians at Verizon and never was held accountable for their actions. The list goes on, and I will eventually provide you with plenty of proof, as I request your agency to conduct a thorough investigation. I have proof that Verizon indeed fails to investigate criminal and civil acts within their company, State and Federal as well. I have proof that Verizon does in fact leave employees to fend for themselves, while keeping the employee in an unsafe and unhealthy work environment. I have proof that Verizon Corporate Security and Verizon EEO claim they conduct full investigations into claims of harassment, discrimination, bullying and violence within the Workplace, then submit false investigations into States and Federal agencies only to falsify, lie, obstruct justice and perjure themselves – never conducting a full and complete investigation.

I’ve have proof (a CD) that Verizon had full knowledge of chemicals / hazardous materials in a building in New York City at 140 West Street and employees may have contained deadly illnesses and respiratory infections, and they possibly never conducted a full clean out of these chemicals.

Verizon has thousands of technicians both lineman and splice technician handling telephone poles throughout the country, loaded with life threatening chemicals without providing respiratory protection. These chemicals that the telephone poles are dipped into cause cancer and respiratory infections. These technicians are unsafe and are never provided the pertinent information or safety protection to help them out. Verizon also have their technicians operate lead containers and cables that are both aerial and underground without providing them proper protection from illnesses and lead dust.

Verizon technicians are being forced each day to work faster and putting themselves in a very unsafe situation. Within the last few years two technicians in my area have died do to coming in contact with power. One died in Plymouth Massachusetts and the other in Rhode Island. I personally was the first manager called on this death to respond as I was the on call manager. I do not know what happened during this investigation and what Verizon placed in their reports as we were not allowed to ask, but I do know this. The elevation of that ground / road was slopped and the size of that telephone pole was not correct. The size of that pole where that technician died was too small (based on that evaluation of the ground) which lowered the power lines to only increase the contact with any employee working on that pole. I am pretty sure a larger pole one was placed after the death to increase the height of those wires. Unfortunately, Mr. Gary Gibbons died that day and he was a couple of days away from retirement. I would not hold it past Verizon to falsify their internal investigation to cover-up this matter to ensure the liability was not on them. They have been caught covering up many internal investigations in the past and I would not put it past them with this either. This is something you may possibly want to look into as well.

The injuries or deaths of many Verizon employees across the country are increasing do to the pressure to work faster and not following proper company, state and federal safety measures. In the morning, before the start of each day (when it was Nynex /Bell Atlantic), the technicians were able to have the appropriate time to check their vehicles, check all their safety gear and prepare for the day being safe. Safety was the #1 priority but today being Verizon, the technicians are being forced to get out of the garages in record time. Managers are pushing them out before the technicians can test all their vehicles and safety gear including their 188s (which is the electrical tester). 1st level managers are being punished and screamed at by upper management for not getting them out of the garages fast enough. This pressure is not allowing the technicians too properly so safety checks on the vehicles as well which is a direct safety motor vehicle violation as well as a CDL requirement. Verizon is “not” following the proper safety protocol and has established Verizon’s own agenda. I know OSHA at any time can show up to any Verizon garage across the country and ask any technician what I am stating is true. You can also investigate all of Verizon accident records and deaths Nationwide within Verizon over a period of time and speak to the technicians or their locals that were involved and they will also confirm this to be factual.

Past Neglect of Verizon: US Labor Department’s OSHA cites Verizon NY Inc. for repeat and serious safety violations following utility worker’s death in Brooklyn.

1. Verizon Cited only $13,500 for the Death in 2007 of Mr. Gary Gibbons in Plymouth MA.

2. Verizon Cited only $140,700 for the Death of Mr. Douglas Lalima in New York

3. Verizon Makes OSHA List of Severe Safety Violators

4. Misc OSHA Violations with Verizon:

I did not know this until I read a about the OSHA investigation, but If you state what is true this this next paragraph about Verizon “COOKING THE BOOK” which is a nice way of stating they lied, committed fraud and tampered with evidence to cover up the neglect and to hinder further fines and violations, shouldn’t this be criminal. This is exactly what I mean Verizon indeed lies, and commits illegal operations but continues to get away with this.

During OSHA’s investigation (#315915249), the agency cited Verizon with repeat offenses, such as failure to provide personal protective equipment like rubber gloves for workers exposed to high voltage. Verizon was also not providing employees with training or safe practices for working around high voltage power lines. In addition, Verizon was not keeping accurate occupational safety and health records, and it appears that Verizon was cooking the books by reporting a fatality as an injury on OSHA Form 300.

These fins that Verizon are getting for these deaths and violation will never, I mean never impact them from changing their ways and continuing to commit fraud. A company that ears TRILLIONS and being punished in PENNIES will never change. And when they know a death of their employees are only valued at $13,500, what is to stop them from killing another employee.

In fact, I can also have you speak to many technicians and one on particular that was often being pressured to set telephone poles without being safe or using safety precautions, which will in fact cause more deaths and injuries within Verizon!

Verizon technicians when entering the underground, vaults or manholes are also being pressured with time restraints. So they will enter the manholes without properly ventilating the manholes because of the pressure from upper management to get it done faster not safer. Upon entering these manholes, proper ventilation and testing is required but the technicians are cutting corners not because they want to but are forced to. You will also have access to the amount of technicians in both line and spice departments that have been injured or died do to the unsafe work environments at Verizon. Some of the manholes are deeper and wider than the required manhole blower is. This leads you to believe that the proper ventilation is being performed, when in fact it just is the opposite. Many ventilation blowers an inadequate and too small for this procedure to work correctly, causing the technicians once again to work unsafely but not at their means.

Recently OSHA has adopted the Anti-Bullying protocol to ensure a safe and healthier workplace for our employees. I congratulate OSHA on this as I am an advocate for workplace bullying. This was the reason I was targeted and eventually wrongfully terminated. I was protecting employees from being bullied, and then I became the target as well. OSHA, I will provide you with over a thousand people that are being bullied at Verizon trying to make a stand. I have letters, comments, etc…, whatever you need I have the proof and I will have them send you the proof as well.

Verizon has probably hundreds of thousands of rotted poles throughout the country. They are called “RED TAGED POLES.” These poles have RED TAGS on them and the arrow on these rotted poles determine whether the pole is rotted on the bottom or the top. These poles are supposed to be replaced immediately as they are unsafe. If the top is rotted, the electrical lines can fall off the top or the pole because if the strain on them, and electrocute innocent pedestrians including children. If the arrow is facing down, that means the telephone pole is rotted at the bottom and extremely dangerous and can also fall onto someone property or into the streets injuring or killing someone as well. The issue here is that Verizon is still allowing their technicians, and other utility and cable companies to work on these unsafe poles endangering each and every one of them. These RED TAGGED poles are everywhere because the technicians do a great job at prodding the poles to check for rotted poles, then tagging them. The only problem is that Verizon will not spend the money to replace them at the pace they should replace them, only waiting for storms to happen, and get them replaced with either insurance money, or state and federal aid or possible motor vehicle accidents were the money comes from insurance companies as well. Verizon is not up-keeping the safety of the outside plant and endangering the workers and the community. Many sit there for years, and never get done only hampering everyone safety.

If the techs tell their foreman that they are refusing to perform a job because of any safety issues, they are either forced to do it or suffer the consequences. They will either be sent home on a suspension, written up for refusing to perform a job task or their livelihood threatened. They are threatened of their job and livelihood and this is unacceptable behavior and a way to resolve the safety issue at hand. This is how Verizon handles technicians that are trying to do the right thing. Many are frightened to lose their jobs so they take the abuse and threats, but it’s not right. Having to work unsafe and being forced to work unsafe is illegal, but Verizon don’t care. Why because they are too powerful to be touched by anyone.

I made a moral stand and brought it to the attention of Verizon on many unethical issues and made internal and external complaints about this abusive and work environment then I was targeted. In the end I was then I was advised that I was blackballed and then wrongfully terminated for reporting Bullies that harassed many, which were protected from upper management, Verizon’s EEO and Verizon’s Corporate Security. They are often the managers and I saw it first hand, and I did not like what I saw. I was a manager but one with morals and respect, it was how I was brought up and it carried with me through the Marines and in life.
I brought charges up against Verizon for creating a hostile work environment and wrongful termination against me and just had my trial. It was in Federal Court in Boston Massachusetts “Dias v Verizon” and we lost! We did not lose because of the lack of evidence as we proved everything beyond a reasonable doubt, but for other reasons, which I cannot discuss at this time as the appeal is in process. Many of these items discussed were not a part of my case but it will be in this federal investigation of Verizon. You do know that often in court a lot of evidence gets suppressed, there are time restraints and even with all the proof, things don’t end up your way. Fact, some innocent people are in jail and some guilty ones are in the streets.

Whether I won or loss, I was contacting your agency about Verizon. This was the reason why I called in in late 2012, and I have a lot of evidence to prove
Verizon’s neglect to do the right thing.

In December of 2012 I was offered by Verizon a bit under $500,000 “not go to trial, along with a gag order (for both my wife and I), never write a book on what I went through, and never let this information get any other agencies (especially Federal) that will continue to expose them in this manner.” I did not take the money because laws were broken and lives were destroyed at Verizon. Verizon has bought their silence and covered up too many violations over time, and it’s time to hold them accountable. Just look at their record in the court filings all over the country. Look what the recently did to their disabled workers. They had to pay out $20,000,000, and the list goes on – they just don’t care at all about anyone or the safety of their employees.
I know they are one of the largest taxpayers in the Country. I know that Verizon sponsors many charities, foundations and many sports teams. I do not believe that financial status or popularity matters, as our constitution protect us equally. Verizon’s money should not guarantee them freedom form cruelty and injustice, no one or company should. They should not be able to process false information to the EEOC and other Federal or State investigative agencies, and not be held accountable for it. I have proof in their own testimonies, statements, and their own documentation to prove what I am stating is correct.
Over time, I had compiled an established abundance of evidence through Verizon’s own statements to internal and external EEO’s, position statements to the Massachusetts Commission against Discrimination, through depositions, the trial transcripts, emails from present and former employees. I can prove Verizon has violated Federal Laws and employees rights. I can prove Verizon tampered with evidence, conspires to terminated and targeted selective employees, obstruction of justice, perjury, neglect and the inhumane treatment to their employees and me – having full knowledge of this in the process.

Verizon receives over 104,000 Internal EEO Complaints a year, with a base of 235,000 employees almost 50% of their employees are complaining of EEO Violations. I now have proof Verizon is coving them up and lying to the agencies on the investigative outcome. I will not get into great detail of the facts of the case in this letter, as that will come with the submission of evidence, letters, comments and additional documentation. I do not want to overwhelm the agency with all the necessary information needed to begin the investigation against Verizon, until I know the contact if that is ok. Also, there will be many additional Verizon employees and / or their statements as well submitting information as well, so if you can please provide me with an investigation “ID / Reference Number” and I will pass it on as well. I will also send your agency hundreds of combinations of letters and comments that I have personally received so you can see the truth. I will place you in touch with an active Director that will also support what I say is true. This will be a long investigation but in the end, I will provide you with enough to prove Verizon’s cover-ups and conspiracies to harm their employees, and they do it with a threat to suppress them. Technicians are complaining about the abusive treatment from management and forced to work in an unsafe work environment and nothing is string done. The Verizon EEO is squashing the complaints not following through and the grievance procedure and arbitration is taking way too long. By then, more safety issues and incidents are happening.

I am confident that the United States Department of Labor “OSHA” will conduct a full and complete investigation into the claims that will be brought forward to you about the malicious conduct and negligence of by Verizon Communication in the best interest of all. Verizon violated my human rights and the rights of other employees. Verizon imprisons the voices of many by threating them of their family’s livelihood if they speak of about the abusive acts to anyone. That daily threat is abusive, stressful and inhumane and by far unacceptable in any manner. Verizon does a great job at trying to isolate each event and make it look as though a technician is the problem, sometimes they are correct but most times I would believe that its Verizon’s neglect to do the right thing is what causes most incidents at Verizon.

Verizon stole my peace of mind and the peace of mind if many others that were good employees, just speaking up about abuse.

I am bringing thing to your attention that are facts, and I bet your agency has even more that we as Verizon former and present employees even know. For your to get to the truth, you need to speak to the employees, and their unions, the CWA and IBEW they will get too you’re the truth, do not ask the PERPERTRATORS, their answer will be the same thing that you already uncovered in you previous investigation, “VERIZON COOKS THE BOOKS” – THEY LIE!

Please understand it took years for these employees and me to have the guts to finally ask for help and jeopardize our careers and families lives, do not let us down. I will be waiting for someone to contact me to begin this investigation.

“The only thing necessary for evil to triumph is for good men to do nothing.”
-Edmund Burke

Neal W. Dias

My Story:

My Speeches:
Healthy Workplace Bill Press Conference in Boston Massachusetts July 7, 2012 (Video):

Healthy Workplace Bill Press Conference in New York April 30, 2012 (Video):

Civil Rights and Anti-Bullying Leadership Summit in Hartford Connecticut at the Legislators Building, August 9, 2012
**(Neal W. Dias – fast forward to 02:41:56 – 02:56:09)**

National Workplace Bullying Press Conference in Washington DC October 15th 2012

Petition: The Healthy Workplace Bill

Bullying at Verizon – Enough is Enough / Petition:

Verizon Trial is less than a Month Away:

I have been asked several times over this past year that when my trial against Verizon nears, to please keep you all updated.  Many also asked of not only the date but the location and hotels nearby as people are coming from out of state to come to the trial.  No matter how this trial turns out, thank you so much for all your support.


Court Date:

March 11 – 15, 2013


The Boston Federal Court House is located at:

Boston U.S. District Court House

1 Court House Way

Boston, MA. 02210


The Case is:


Neal Dias vs Verizon

Docket Number: 10-CV-19496-NG


The Closest Hotels:


The ultimate measure of a man is not where he stands in moments of comfort and convenience, but where he stands at times of challenge and controversy.

-Dr. Martin Luther King


Neal W. Dias

My Blog Page:
Blog Address (GOOGLE): Bullying at Verizon – Enough is Enough

• Justice at Verizon
• Enough is Enough – Stop Workplace Bullying

President Obama – Workplace Bullying Meeting


My Story:

My Speeches:
Healthy Workplace Bill Press Conference in Boston Massachusetts July 7, 2012 (Video):

Healthy Workplace Bill Press Conference in New York April 30, 2012 (Video):

Civil Rights and Anti-Bullying Leadership Summit in Hartford Connecticut at the Legislators Building, August 9, 2012
**(Neal W. Dias – fast forward to 02:41:56 – 02:56:09)**

National Workplace Bullying Press Conference in Washington DC October 15th 2012


Huffington Post Article:

Title: Verizon: Plenty Of Good Middle Class Jobs But Would You Want To Work There?


Newspaper Article About Me:

Healthy Workplace Bill Press Conference in New York April 30, 2012 (Newspaper Article):


Petition: The Healthy Workplace Bill


Bullying at Verizon – Enough is Enough / Petition:

Enough is Enough – Stop Workplace Bullying / National Petition:

Healthy Workplace Bill:
Healthy Workplace National Bill page:

o PLEASE, click on this link above, then get into you specific state. Once you are in the state of your choice, Click on to your state, and you will see the: “HWCE-Z Letter E-Mailing Tool,” will be right on that page. It will only take one minute as it will allow your state legislators know instantly that you are in support on this “Healthy Workplace Bill.”

In June of 2012 I decided to reach out to President Barack Obama for help (refer to the letter below).  A month later, the President responded to me.  Now that he has a second term in office, I promised him that I would reach back out to him, asking for meeting.  This meeting will be of course in Washington DC.  I will be requesting that my family and other workplace victims and advocates that I have selected will sit with the President.  The conversation needs to be focused on Workplace Bullying and the repercussions of this act.

I am in the process of putting together the response letter and with the blessings from the Lord, and the caring concern of the President, it will happen.

President Barack Obama

June 2, 2012

Mr. President Obama
1600 Pennsylvania Avenue Northeast
Washington, DC. 20500

Dear Mr. President Obama,
I know as I write this letter, you have so many other urgent items on your plate. Your first priority is to get yourself back into office. So this letter is for you to please read now, but I will ask you for your time and assistance when you get re-elected in November.

I want to tell you this, I am not a political person, as to get engulfed into the media and let these issues take over my life, as I have seen so many do.
I have to tell you this, I wish these people that are so not seeing you for what you really are. This country was in disarray, when it was handed over to you. So many people, do have short term memory losses, as to forget the last President that was the reason for the turmoil years later.

I listen to people that feel this country’s debt has not been erased since you have been in office. I respond to them, with questions of their own debt, and the length of time that they have not cleared theirs in their home.  The expectations of so many in such a short period of time, cannot be obtainable but what you have done, is just simply amazing, and I am so proud of you as a person and my President.
I am honored to have witnessed a black President in my life, I cannot deny that. So many people have sacrificed their lives, dignity and honor for hundreds of years for you sir, and you should be honored.  I am though proud of you because I saw you take as a person endless challenges that so many Presidents before you did not do, because it was not politically correct. You truly care about people, and really want to help. You can see that, in you. You are what we as a country needed, at the right time. It was your destiny, and it was your time.

I have three framed large items on my wall in my home, which are the most valuable things in my home besides my family. They are:
• A large picture of you’re your inauguration from the Providence Journal in Rhode Island.
• The newspaper article of the party that I had at my home celebrating your inauguration.
• And my invitation, tickets and both the pictures of Vice President Biden and you Mr. President, that was provided to me by U.S. Representative James McGovern.

Mr. President my wife and I was unable to attend your inauguration due to my wife battling with cancer for another time, so we stayed home, and had a celebration instead, but I had my sister pick up my tickets at the state house.

Understand this Mr. President; it is sad to say you will never satisfy all, even though you are truly genuine and honorable. My belief is this. There was a great man who walked this earth. There was no man greater, who had more power than any man ever had. He changes lives, cured the sick and was crucified. My Lord, still today, cannot convince all mankind to respect and love one another.

So Mr. President, keep doing what you are doing, and make the decisions you need to make, for the best of all Americans through your heart.
Today, Mr. President I am writing you as the country and I need you one more time to make a difference for the best interest of this countries future, and the future of all the workers futures and the future of all our children.

I want you to please read my story below, as my life has changed so much at the hand of others, and not of my own. Today, I have heard hundreds of stories like my own in just a few months. Some stories have made me cry.

I am a former U.S. Marine, and I’ve stood up against racism, harassment, threats, and retaliation, all while working for my company. I understand pride, honor, and courage and believed that people treat others with respect, blind to color, until I worked at my company.
I decided to take a stand against harassment of employees in 2004 at my company, a national telecommunications company. Executives retaliated. Eight years later, I am still in federal court in Boston awaiting judgment decision. I am on the verge of losing all that I have worked so hard to gain due to the overt acts of my company, and I fully blame my company for the destruction in my family. But I will continue to fight for justice and my honor.
I’ve had many sleepless nights, harm to my personal life, and stress of unpaid bills as a result of losing my job. My health has deteriorated dramatically. I suffer from acute stress disorder, depression, anxiety, and have had a loss of my vision. I have been hospitalized a few times for stress. I am not the same person I was before the abuse, when I loved life. I lost quality years with my family and friends that I can never regain. I lost sleep, peace of mind, and my emotional well-being.

In 1997, I was hired as a lineman. After receiving my first of two degrees, one in electrical technology and the other in business management-human resources, I applied for a position in management in 2004. I was hired, and within a short period of time, I advanced rapidly. I became the number one operations manager in that garage from my leadership, productivity, and reliability. I was respectful, courteous, outgoing, and on track to move forward.
I was soon appointed as one of the top members on the company’s regional diversity committee. After successful achievements, I received top honors by a higher-up in front of hundreds of higher executives and managers at the headquarters in New York. I was the leader in helping to ensure that the company’s first-ever “Diversity Week” went according to plan. I was the guest speaker that week in garages throughout Southeastern Massachusetts and in Rhode Island and also planned lectures focused on the importance of inclusion, diversity, respect, and teamwork in the workplace, as it was seriously lacking at that time for all company employees in New York and New England. The week was a success and the reason for my award. I was also the only employee in New England nominated to attend a top minority mentoring and leadership course in Boston called “The Partnership Inc.” in 2005. At the graduation, I was nominated by my peers to give the commencement speech, held in front of the class and alumni from many fortune 500 companies, Harvard professors, CEOs, and other top minority professionals.

I was recognized and nominated for many top honors within and outside of the company and was on other leadership boards as well. I received numerous awards and recognition letters for outstanding customer service and helped to improve other managers’ productivity in the district. The awards and recognition was local, regional and nationally from my company. I was also asked to volunteer my time for the less fortunate, including representing the company through Junior Achievement at the local school during class time. Outside of the company, I was a leader and gave my time to the community. It’s in my soul to help. That’s just me.

So, how do you go from making a six figure income, handling multimillion dollar projects, being recognized locally and nationally, and providing your family with peace of mind to working for $17.00 per hour? Now I am working endless hours, taking home $13.75 an hour after taxes. I went from being on the top, working for a Fortune 500 company, to being broke. I had peace of mind. I supported my family with dignity and had a great income and paid my bills on time. Now I’m starting all over again. I am 46 years old and on the verge of losing everything my family and I worked so hard to achieve.
I witnessed cover ups, botched up investigations, admitted inappropriate behaviors, and perjury from former management including my former bosses in federal depositions in response letters to the Massachusetts Commission against Discrimination, The Massachusetts Attorney General’s Office and the Equal Employment Opportunity Commission.

When I became a manager back in February 2004, I witnessed bullying, violence, threats, hostile work environments, harassment, degradation, racism, abusive treatment, sabotaging of work, intentional setups to suspend union employees, and unethical and immoral acts while working for my company. The abuse I endured to earn a paycheck was simply illegal. When I decided that I could no longer allow this treatment by abusive management to continue, I became a direct target of blackballing, increased hostile work environments, career sabotage, racial comments and jokes, and harassment, and in the end, wrongful termination for filing internal and external complaints. I was let go in November 2008 by my company, as it was covered up with a layoff. Executives stated that I was a poor performer, when in fact I have years of proof from their own productivity printouts stating otherwise.
The story begins when I tried to make two executives aware of employee abuse so they could stop it. They advised me that the company’s union employees all were f*****g losers, f*****g pieces of shit, f*****g scum, and other demoralizing names. They deliberating removed tools from trucks to sabotage workers. Executives clearly had no respect for workers.

The hostile and abusive environments continued, so I spoke to my boss about it. As time went on, he did nothing to improve the situation, so I went to speak to my director. Over 2004, both I and my boss’ secretary went to my boss and the director numerous times to report issues of bullying, abuse, racial, and unethical occurrences. As my boss’ secretary reported in her deposition, she begged both of them to help me out with my harassment before something bad happened. Our boss responded to her “let them take care of it on their own,” as he wanted no part of it, and the director repeatedly stated that he would look into things but never did. In depositions, both the boss and directors stated that the secretary nor me ever came to them with these issues explained. In 2011, upper management still never took responsibility for their obligations to protect and report bad acts.

After I complained, I was strategically placed in the back of the room in the corner during director meetings. A manager admitted in depositions “Mr. Dias was strategically placed in the back of the room” – an intentional strategy to demoralize and punishment for complaining. Many of the managers who attended the director meetings were fully aware of this embarrassing treatment. Aside from co-workers, who managers threatened to not speak up, the last black person who sat in the back of anything was Rosa Parks. One manager told me that because I’m black, I will never be an equal, that blacks are stupid and less deserving, and that our positions were only granted to us because of affirmative action.

I made complaints about the managers who behaved in a racist manner all the way up to the Equality Employment Opportunity department within my company, but they failed to question them during a two year “internal investigation.” My company reported to the Massachusetts Commission Against Discrimination and Equal Employment Opportunity Commission that they in fact did an investigation into my claims on May 21, 2007, but in 2011 admitted in federal depositions that they now recall never spoke to or directly investigated the two perpetrators that I was stating performed these racial and harassing acts towards me or reported them to higher ups about my complaints before closing it out seven months later. The investigator admitted under oath in federal depositions that he never investigated my claims that I had made to the company’s EEO Department. He lied to me and in state documents. On May 16, 2007 the Massachusetts Commission against Discrimination stated that they will not hold the company accountable for lying on there statements from May 16, 2007, in reference to the investigation.

The investigation was covered up. The abuse continues. Executives failed at holding known unethical violators accountable. My company condoned bullying within their environment. They were fully aware of their management bullies and protected them.

For the next few years, higher-ups retaliated. They challenged me on nearly every call I made. They stripped me of responsibilities on some levels and gave me unreasonable work demands on other levels. They made racist comments to me to encourage me to react angrily. But I remained professional and successful, which threw management for a loop, as I knew the additional work was intentional. I made sure that I worked twice as hard to never give management a justified reason to terminate me. My productivity was high, my administrative work was on target, and I was an ethical and valued employee.
I was moved around several times as a form of retaliation, including the Construction department where my boss also practiced abusive behaviors. He screamed at me at the top of his lungs, calling me pathetic, psychotic, and names. He hung up on me on the phone many times without warning. He was degrading and disrespectful. He belittled me for not suspending or firing anyone as I tried to further increase productivity – which I had already increased by 25 percent – in a garage with low morale. He came to my home when I was out sick and called me names on my property, and then lied on federal depositions saying that I was a “no call, no show” despite proof on their own phone lines that I called in. He treated me differently than the other managers, who were Caucasian and who noticed. Why did he treat me so badly? Why would I get thrown out of meetings when I did not say anything? It was their way of blackballing me and letting me know that my time was limited.

I continued to document the harassment and productivity that managers documented each month to prove the employee that I was targeted and blackballed. I have thousands of documents, including emails, letters, productivity results, testimonies, and time sheets, to back up my claims. I printed out letters and emails of recognition from customers I services. I was at the top of my game despite the harassment. I never stopped performing.
In 2007, I opened an investigation with the Massachusetts Attorney General’s Office Labor Department when the company investigator intentionally withheld my pay. Often, my family had to wait a whole month for my check, though I should have received it bi-monthly. My company responded that I did not submit my timesheets weekly like other managers did despite the bi-weekly company policy, which I provided for the Massachusetts Attorney General’s Office.

Finally in the fall of 2008, right before I was terminated from my company, I received a “Right to Suit letter” from the Massachusetts Attorney General’s Office allowing me to file suit with my company for their illegal actions for the intentional withholding of my pay several times as a form of bullying, discrimination, and retaliation.

I was wrongfully terminated in November of 2008, and it was covered up by a layoff.

Harassment, intimidation, racism, belittlement were the norm during my last four years of employment with this company. When I reported specific unethical behaviors, I was ignored, physically threatened, and retaliated against. Executives made false accusations, sabotaged my work, intentionally withheld pay and information, reduced my opportunities, gave unreasonable work demands, and relocated me to worse environments seven times. They yelled at me, called me names, and harassed me at home. They gave me lower raises and bonuses than my white peer managers and increased unfavorable performance reviews. They threw me out of meetings for no reason.

I felt embarrassed, isolated, demoted, and then wrongfully terminated – all because I refused to accept this brutal behavior at the company. Executives still efuse to acknowledge the abusive behavior. They intentionally continue to concoct stories to avoid responsibility – because they can.
It is important to stand up to bullies. It is the right thing to do, and even our children are taught this idea. Bullies are individuals who lack self-confidence and have to reassure their lack of self-esteem. Standing up to racists is also important. Racists begin with race and expand to hating people of all different backgrounds, beliefs, cultures, religious backgrounds, and sexual preferences. The bullies and racists in our schools may grow up to become bosses with too much authority and destroy the productivity within a company. Bullying and racism do exist and are harbored within my company.
Corporate bullying has to end. The justice system needs to help people. Bullying tears down productivity. We need to stop hurting one another and instead build. Bullying starts at home and ends up as evil sins in our communities. Bullying is in our schools, on the playgrounds, and in our work environments. Protecting bullying behavior on any level will only lead to destroying our culture and working families. It will lead to harming productivity and happiness. And we as targets need to stop being punished by companies for telling the truth and taking a stand for what’s right. Since I have abided by the law, I should be protected by the law.

I have been asked time and time again by so many people “what do you want out of all of this?” My answer today is the same answer when the abuse began in 2004. I want accountability and justice.

The time has come, where we all have to join hands in stopping an internal virus called, “Workplace Bullying.”

Forget color, forget age, forget religious beliefs, forget sexual preferences, and join hands and unite together for a greater cause. Bullying sometimes has nothing to do with race. It can be a black on black, white on white, men on men, and women on women – issue. It is employee on employee, and management on management as well.

Bullies are an internal terrorist, attacking the moral of our character, and society from the inside. They are destroying good people, and their lives. Just as we, as a country dominate in containing world wide terrorism, we need to strengthen our cause and focus on luring out the bullies, in each and every workplace in this country. We need to hold them accountable.

An active bill in many states across the country called: “The Healthy Workplace Bill.” This bill will equalize the playing field against Workplace Bullying. This bill if we can progress and move forward on it, – will save lives!

Separately I am in process of establishing an National Campaign, “Enough is Enough – Stop Workplace Bullying” started by a Verizon employee called, “Mr. Douglas Freeman –from New Jersey and myself (Neal W. Dias)” is to improve work environments all over the country, starting with Verizon.

It is time for us all to step up to the plate, and make this an all time priority.

We forget that statistics are people, and people that matter.

• The U.S. Department of Labor produced a fact sheet on numerous events in the workplace. July 2010 they concluded that over a 5 year span, from 2004 – 2008, there were an average of 564 work-related homicides that occurred each year in the United States of America. About 4 out of 5 homicide victims in 2008 were male

• The U.S. National Institute of Occupational Safety and Health states that Homicide is the second highest cause of death on the job after motor vehicle accidents. That amounts to every 3 cases to 10,000 workers. Over 2 million workers are assaulted each year and 2, 000 people are murdered.

• A 2007 national survey by Zogby International and Workplace Institute found that:
• 37% of workers have experienced workplace bullying.
• 62% of employees who received complaints about workplace bullying either ignore the problem or made it worse.
• 64% of bullying targets eventually are pushed out of their jobs.
• 73% of workplace bullies are supervisors.

– In the spring of 2011, I was in a Federal Deposition with Verizon, and they admitted, under oath that they receive over 104,000 EEO Complaints a year. That comes out to 8,666 a month, and 2,000 a week, 400 a day. Why so many?

Verizon allowed the abusive behavior to foster, and become norm, now it is out of control.

The people all over the world that are complaining of bullies are not sissy’s, they are not pansies’ they are not people that aren’t afraid to do anything that they have to, including being violent themselves.

But they are people that choose to take a non-violent activist way of doing what is right for themselves and their families and many others. So they are individuals that have no problem standing up for themselves, if they have to protect themselves in a violent manner, but they choose not do.

They are individuals that follow the law, based on the law is what society ask of to do and that is to be non-violent when making a stand. These individuals whether children or adults, make a stand up against bullying, is making a stand are doing what’s right for the best interest of all.

I myself had the potential and ability to act out in a violent manner and harm the individuals that harassed, bullied, discriminated against, racially tormented me and targeted me, if I had to but choose not to. I decided to make a stand utilizing the proper chain of command, and within the law in the best interest of my family and myself. I refused to have to sit behind bars or kill myself, because of acting out in a violent manner to resolve these immoral issues. I choose the right path. I choose what I had to for all the right reasons and have still been denied justice eight years later, as I await summary judgment in Federal court in Boston Massachusetts. I will never give up, because I have faith, my family and God.

So I credit all the individuals that are standing as advocates all across this world against bullies, so we can change society so people can go to work each day and make a reasonable income to support their families.

Life is stressful enough, no one needs to be abused and tormented in the process.
Mr. President, as I stated, I know you cannot take on another challenge right now, as your number one priority is getting back into office. But please, don’t forget me and the others Americans in the workforce who needs your help, and a new law pushed through.
The Healthy Workplace Bill is imperative to all Americans. Below is a link to the: “Healthy Workplace Bill Press Conference in New York April 30, 2012.” When you have time, please take a look at it.

In December of 2012, I will write you again, as a reminder to please take the time to sit with me, and a few advocates and people that were targeted in their workplaces, to see why we need you to help to bring the awareness to the surface, and help to push this lingering bill to the floor either in each state to nationally.

Mr. President, may God continue to bless you, your family and this country. Most importantly, may God guide this country into placing you back into office?
If there is any Presidency to do this, it would be yours. You – Mr. President and Vice President Biden have the power, influence and guts to help change workplace environments, for the best interest of all.

I did not ask for this journey, it was placed upon my lap. This has become my passion, and love as I know first hand, the trauma it caused my family. It is time to stop Workplace Bullying, and the time is with you.

Sincerely yours,

As Verizon would say: Making Progress Every Day!

“The only thing necessary for evil to triumph is for good men to do nothing.”
Edmund Burke

Neal W. Dias

My Blog Page:
Blog Address (GOOGLE): Bullying at Verizon – Enough is Enough

• Justice at Verizon
• Enough is Enough – Stop Workplace Bullying

My Story:
My Speeches:
Healthy Workplace Bill Press Conference in Boston Massachusetts July 7, 2012 (Video):

Healthy Workplace Bill Press Conference in New York April 30, 2012 (Video):

Civil Rights and Anti-Bullying Leadership Summit in Hartford Connecticut at the Legislators Building, August 9, 2012
**(Neal W. Dias – fast forward to 02:41:56 – 02:56:09)**

National Workplace Bullying Press Conference in Washington DC October 15th 2012

Huffington Post Article:

Title: Verizon: Plenty Of Good Middle Class Jobs But Would You Want To Work There?

Newspaper Article About Me:

Healthy Workplace Bill Press Conference in New York April 30, 2012 (Newspaper Article):

Legislative Gazette May 7, 2012

Story on the Massachusetts Healthy Workplace web site June 11, 2012:

Civil Rights and Anti-Bullying Leadership Summit in Hartford Connecticut at the Legislators Building, August 9, 2012 (Flyer)

Press Release Distribution October 11, 2012

News Blaze October 12, 2012

ABC Channel 13 / WE-SET TV The Heart of Virginia October 15, 2012

24/7 Press Releases October 13, 2012

U.S. Politics Today October 15, 2012

National Workplace Bullying Press Conference in Washington DC October 15th 2012


Bullying at Verizon – Enough is Enough / Petition:
Enough is Enough – Stop Workplace Bullying / National Petition:

Healthy Workplace Bill:
Healthy Workplace National Bill page:

o PLEASE, click on this link above, then get into you specific state. Once you are in the state of your choice, Click on to your state, and you will see the: “HWCE-Z Letter E-Mailing Tool,” will be right on that page. It will only take one minute as it will allow your state legislators know instantly that you are in support on this “Healthy Workplace Bill.”
Workplace Bullying Institute (WBI) / Unlimited Resources

Undercover Lawyer / State Law Resources for Hostile Work Environment

Oprah (On Workplace Bullying):

National Workplace Bullying Attorney – Carol Ryder:
Attorney Carol Ryder from New York, NY.