Donald Campbell, was a 3 year blemish free model employee who was promoted numerous times within his first year, trained new hires, and trusted to assist the most high level execs within the company with their computer issues. He reported the abuse, harassment, bullying, degrading of character, and among other things he was a victim of and/or witnessed, to Realogy Holding's Corp of Madison, New Jersey top Execs on many occasions with no resolve. With the help of a fellow tenured employee he also started a committee (Employee Morale Committee) to not only shed light on his situation but to also gather and help others going thru the same or similar issues. After the committee was becoming more popular among his peers and more employees started to speak out more about the injustices at Realogy he was harassed even more then put on a paid leave, then presumably fired on October 3, 2018 based on false accusations of misconduct. This tactic was to continue to manufacture fear among my fellow employees telling them in not so many words that if you speak out you will be terminated like Mr. Campbell. This job termination is extremely detrimental to Mr. Donald Campbell and his family because Mr. Campbell is the sole financial provider for his family of two young girls Renae (14) and Sade (3). Now, due to the actions of the Realogy Holdings Corp in Madison, NJ there are no funds to care for himself or his 2 young girls. All officials involved should be held accountable and prosecuted to the full extent of the law.

Donald Campbell should be rewarded for his selflessness, courage, and efforts for attempting to organize collectively and peacefully. While the financial issue and Mr. Campbell's reputation is something that only Realogy Holding's can redeem, your support and help is instrumental. Please stand up for ethical people like Donald Campbell and join us in signing this petition to tell the CEO/Top Execs and Shareholders of Realogy Holdings Corp in Madison, NJ that they cannot continue to hide these issues behind closed doors and allow corruption at the highest levels to continue to manifest. We also want tougher regulations, and better laws to protect the good workers of america like Mr. Campbell so no one who speaks out against injustices in corporations are just labeled as whistle-blowers, terminated for it, then forgotten. Realogy is also a repeat offender of this type of behavior and because of the unlimited funds of this billion dollar corporation they always silence their victims with settlement money and the truth never comes out. Once again the United States federal government is currently investigating Realogy Holdings Corp. and they will be found guilty but we must do more and come together to assure these type of corporations change their ways and treat employees the way they deserve to be treated. Thanks for joining us in this life altering change for all the hard working good employees of America who are tired of being forgotten victims. Look at the links below and you be the judge. Also there is a link for my website which explains things in more detail with all documents available for your viewing. The audio recording files will be added very soon.

https://donwescam.wixsite.com/healthyworkplacebill​

https://www.nlrb.gov/case/22-CA-228392

 

Help Us Make The NJ Healthy Workplace Bill Into A Law

http://healthyworkplacebill.org/

What is Workplace Bullying?

• Workplace Bullying is repeated, health-harming mistreatment of one or more persons (the targets) by one or more perpetrators: abusive conduct that takes one or more of the following forms:
• Verbal abuse, or
• Threatening, intimidating or humiliating behaviors (including nonverbal), or
• Work interference – sabotage – which prevents work from getting done, or
• Some combination of one or more.

Why is it a Problem?

• It is a problem that has invaded the life of 27% adult Americans without invitation (see the 2014 WBI U.S. Workplace Bullying Survey). In its more severe forms, it triggers a host of stress-related health complications -- hypertension, auto-immune disorders, depression, anxiety to PTSD. The person's immediate job and often career are often disrupted.
• For employers it's a problem, too. Often, it is the least skilled who attack the best and brightest workers because of the perceived threat they imagine. When the perpetrator has the power to deprive her or his target of a livelihood, and the economic and health security the job represents, bullying is an abuse of authority. U.S. employers are loathe to stop bullying, let alone acknowledge its existence.

What is Currently Being Done about it?

• American employees are stuck when working as at-will employees. Given that there are six candidates for each job opening during this recession, people stay in miserable work conditions getting sicker each day from stress-related health complications. While working in less than desirable jobs in toxic work environments, they see the few workers' rights eroded.
• Some brave, early-adopting employers realized that stopping bullying is good for business. Sioux City Iowa is the first school district in the nation to address workplace bullying for their adult employees. They have voluntarily created policies and credible enforcement procedures to purge destructive individuals. But these pioneering employers are few and far between.
• American unions have also begun to learn about bullying and some have even been trained to provide peer support for their bullied members. Bullying is a vexing problem for most unions when the mistreatment is member-on-member. Canadian unions have a mixed record from exemplary responses to eliminate bullying to denial.

Why Do We Need a Law?

Employers react to laws with internal policies. The real value of a law, and the true purpose of the WBI Healthy Workplace Bill, is to get employers to prevent bullying with policies and procedures that apply to all employees. The Bill, crafted by law professor David Yamada for the Healthy Workplace Campaign, gives good employers incentives to do the right thing by avoiding expensive litigation.

What the HWB Does for Employers

Precisely defines an "abusive work environment" -- it is a high standard for misconduct
Requires proof of health harm by licensed health or mental health professionals
Protects conscientious employers from vicarious liability risk when internal correction and prevention mechanisms are in effect
Gives employers the reason to terminate or sanction offenders
Requires plaintiffs to use private attorneys
Plugs the gaps in current state and federal civil rights protections

What the HWB Does for Workers

Provides an avenue for legal redress for health harming cruelty at work
Allows you to sue the bully as an individual
Holds the employer accountable
Seeks restoration of lost wages and benefits
Compels employers to prevent and correct future instances