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The RCMP: Showcasing a “Culture of Trust”?

Jan 11

I’m not sure whether I should congratulate RCMP “E” Division Human Resources for duping the BC Association of Human Resource Professionals (BCAHRP) or question what planet the latter has been living on for the last 10 years.  It seems that the BCAHRP is going to host an “HR Community Showcase” where its members (and any interested RCMP members willing to pay $10) will be treated to “. . . a rare glimpse inside this multifaceted Canadian icon [the RCMP] to learn how their HR team cultivates employee trust and confidence through their various programs”.  Those in attendance will hear “… how the panel connects their expert area within the framework of cultivating trust, which engages employees and impacts the overall effectiveness of HR service delivery”.  In general, these “shmoozfests” provide “an opportunity for organizations to highlight their HR best practices”.  (Just out of interest, BCAHRP, have you checked out how many people on the RCMP panel have post secondary degrees or certificates in business, human resource management, personnel- management, or  industrial/organizational systems?  Or are these professional police persons with, at best, a 3-4 week “scratch-the-surface” course from a police training institution?).

Okay, now that we’ve all composed ourselves after choking on the image of at least two RCMP managers on the panel who are alleged, in a recent harassment lawsuit, to have bullied and harassed a female member, here are some things for the BCAHRP to consider:

RCMP denial keeps its dysfunction hidden

The rules of any organization’s culture are similar to the rules of interaction in a dysfunctional relationship.  The abused employee is made to feel responsible for being abused; just like, for example, Mom and the kids being made to feel “bad or crazy” for Dad’s abusive behaviour.  This dynamic in RCMP culture has become endemic ,  that is management (read Dad) defines how the rest of the organization (read family) will view reality.

RCMP employees (i.e. “worker-bees”) have developed, through necessity, methods of coping with the toxicity of their workplaces; much like those in a dysfunctional family, they just go numb.  Each morning when they step off the elevator they deaden themselves in the face of what seems an endless impossibility (or at least until retirement).

 RCMP members, who attempt to deny how bad things are, often end up getting sick.  They get depressed, anxious, develop addiction problems, cardio-vascular problems, relationship problems, or they entertain suicide.  They may be forced to access their medical leave; and now they compound things by feeling guilty as their employer harasses them about being “off duty sick”.

 Those RCMP members who are off work are just “disgruntled employees”

RCMP senior executive/management delights in suggesting that those who are on (long term) medical leave are simply “off duty mad”.  I cannot emphasize strongly enough how pervasive the denial around this issue is among the RCMP executive and its minions in RCMP Occupational Health and Safety.  Just like an alcoholic daily denies the pain he/she hauls around, in order to keep putting one foot in front of the other, entire organizations (read RCMP) must constantly deny their culture of fear in order to continue operating.  Toxic, pathological workplaces, like those of the RCMP, are often managed by those who require weak ineffective employees to make them feel superior.

 Many of those who are labelled “off duty mad” could be regarded as the “canaries in the coal mine”.  These individuals who have become physically or mentally ill, often those with strong moral structures, are treated as scapegoats within a culture that cannot face its own dysfunction.

 Could it be that the healthiest RCMP members become the most troubled in the organization’s culture of fear?

Harvard University’s Project on Technology, Work, and Character suggested that it was those with the highest sense of responsibility and imagination who end up being the “trouble makers” in toxic workplaces.  Initially they are well reported; but then it is these very same qualities that don’t allow them to tolerate the excessive stress and dysfunction of their workplace.  This then results in opposition, defiance, or illness as they struggle to remain sane in an insane environment.

 The public’s lack of confidence in the RCMP has something to do with the way it treats its employees

When an organization, like the RCMP, fails it likely has something to do with employee morale; and employee morale is related to how employees are treated in the workplace.  Most organizations (especially government ones) frown on employees “blowing the whistle” and drawing attention to incompetence, corruption or inadequacy.  Rather, employees are rewarded for their loyalty; for “transferring” problems to far off places, or “promoting” them into innocuous positions.  Everyone plays the game because they have learned that to survive in this authoritarian environment one must employ the ruthless tactics of an assassin.

 These bloodthirsty tactics are rampant in government at all levels.  Did you happen to catch the Fifth Estate’s “Silence of the Labs”?  The documentary provided a very clear picture of our federal government’s “hatchet-men” silencing scientists as their work might interfere with the government’s view of history or its business plans.  Why would anyone follow the order to muzzle science?  Why would an RCMP member refrain from “blowing the whistle”?

How could the BCAHRP be so deluded as to think that the RCMP had any “HR best practices” to “showcase”?

The first thing that comes to mind is the bad stuff is oppressed by authoritarian RCMP managers.  These individuals deny the levels of toxicity and stress in the workplace to perpetuate a doctrine of over-control and motivation by fear.  In many cases these RCMP “leaders” cling desperately to this management style in order to meet their own needs for esteem, recognition, identity, or power.  We might speculate (interpret?) here and suggest that at least some of these “leaders” were ignored or shamed as children and now scramble after power/control in an effort to keep feelings of worthlessness and humiliation at bay.

 In an attempt to remediate their own sense of inadequacy they will oppose vigorously any attempt by employees to gain some independence (control); for example the senior executives’ (and their “toadies’” – the DSRRs) attempts to squelch the Mounted Police Professional Association.

 I’m sure you (BCAHRP) can understand how an organization that employs harassment, bullying, intimidation, etc. would not like these issues raised publically any more than they have been.  With a modicum of investigation you likely would have discovered that what the RCMP is now calling a “Culture of Trust” used to be called a “Respectful Workplace” and before that “Anti-discrimination” and “Anti-harassment” and “Anti-bullying”.  And all of these had policies, training, advisors, and investigators involved.  Do you wonder why none of them worked?  Will you be surprised when this shade of lipstick on the pig has little or no effect?

 The second thing that comes to mind is the survival needs of RCMP members.  These people are so frightened and abused they have become hopeless.  In many of them, their hopelessness is now masked by denial.  They could not drag themselves to work on a daily basis feeling as hopeless as they do – so they deny, rationalize, justify, minimize, or ignore their misery.

 Denial can be such a powerful force,  it will lead some to actively oppose efforts to bring about change.  (You, BCAHRP, may run into some of these folks when you visit Green Timbers).  Their attitude has been cobbled out of disappointment.  They have heard so many times from so many “leaders”, that things are going to change….. and they never do.  Members of the RCMP have developed a “bunker mentality”.  They believe that if they keep their heads down, this latest effort at “change management” will just go away like those before it.

 In closing, BCAHRP, I will ask you a question.  Have you read Duxbury (2007)?  On this topic (i.e. the RCMP) she commands much more respect than I do.  If you have read her you may remember her criticizing RCMP HR practices as being “siloed” and “less than agile”.  Her (well respected) opinion regarding change revolved around the  transformation of the organization…..that is, “turn around change”.  Can you point to any changes undertaken by the RCMP since 2007 that we could regard as transformative?  Or have they all been instrumental (like this “Culture of Trust”) where those in charge simply tinker with existing programs, policies, structures, procedures etc. where to their benefit, nothing really changes?

I thought so.

Dr. Mike Webster, R.Psych.

 

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38 Comments
  1. mixer permalink

    Of Course BCAHRP has a Best Practice… Its Charging it’s Members 10 bucks to see the Dog and Pony Act….
    ..

  2. Buck permalink

    Surrey Detachment is 100 members short, I don’t think HR should be touting themselves as anything more than a pathetic collection of ass kissing sycophants creating toxic workplaces and promoting managements friends. When you write your own report card, you can claim anything if there is no oversight holding you to account.

    Fun fact: The RCMP never makes any of the top 100 places to work lists.

  3. Percy permalink

    Having lived in five countries on three continents, I have yet to encounter a better police force than the RCMP, for all of the flaws imposed on it by vigilantes and advocacy people like yourself, e.g. the lowering of admissions standards; ethnic and gender quotas; continuous media harrassment of the Force’s members; handing over direction of the RCMP to Federal Cabinet politicians rather than having it answerable to the LAW. Think about that as you seek to destroy the RCMP by questioning and criticizing integrity, something almost impossible to defend.
    Unions are not allowed in this vital service organization, and RCMP members must suffer nasty, usually unfounded criticism from vigilantes like you without public reaction or complaint – there is no union to defend them.
    It is cowardly and cruel to destroy the reputation of the RCMP and possibly the careers of its members knowing that you can do so without fear of reprisal.

    • Anonymous permalink

      We`re talking about the third rock from the sun, you are clearly of another world.

    • withheld permalink

      Percy,
      Clearly your experiences and perspective differ from the vast majority of those in the force and particularly those who contribute to Re-Sergeance. In your view, people here are trying to “destroy” the force. No we’re not. We’re trying to fix it. That means admitting that there are serious, systemic problems. At some point in it’s history, the force’s leadership lost perspective on what policing is. The people at the top have exploited an image and a reputation in order to live like aristocrats. In your own words, you’ve spent a great deal of time overseas. Perhaps this why you feel the force is still a respected organization? I know many people overseas who believe the force is that storied and revered institution. But have you asked a Canadian who’s dependent on the mounties their views? Or constables who don’t attend cocktail parties, in the famous serge (groan) but instead go to work demoralized, understaffed with broken down equipment and antiquated training? Shiny uniforms and romantic nonsense mean nothing to a cop on patrol. More importantly it means nothing to the public.
      As for the rest of your statement regarding “vigilantes” and “integrity cannot be measured” etc.. I’m sorry but it’s too absurd for me to comment on.

    • Bob Perry permalink

      Hello Percy – thank you for your post. Your use of the term “vigilante” to describe those who have posted here is somewhat confusing. The Oxford English Dictionary (online) defines vigilante as “a member of a self-appointed group of citizens who undertake law enforcement in their community without legal authority, typically because the legal agencies are thought to be inadequate.” (Oxford English Online Dictionary). This is clearly an ill informed use of the word.

      The majority of those that post have served the RCMP with integrity and pride. Many have sustained a psychological injury; many suffer in silence. You may not know that it is an internal Code of Conduct offence to publicly criticize the RCMP; hence the anonymous postings.

      But I suggest if you find the posts here not to your liking, go beyond and research these areas to complete your knowledge. In particular look at the work done by respected organizational/management researcher Linda Duxbury. In her 2007 report on the RCMP entitled “The RCMP Yesterday, Today and Tomorrow: An Independent Report concerning Workplace Issues at the Royal Canadian Mounted Police”, she found:

      -The RCMP is not, by any accepted measure, a change-ready organization.
      - RCMP culture is not one that supports change. Nor is it one that promotes workplace health or provides competitive advantage.
      -The evidence suggests that the majority of RM front line employees, NCOs and CMs, who collectively make up the majority of RCMP employees, would give the organization a failing grade with respect to the following critical HR functions: training, learning and development, the promotion process, performance management, management support, change management, workloads and the provision of a supportive work environment.
      - A significant number do not feel trusted, respected, fairly treated or well led.

      Then look at the report (more commonly referred to as the Brown Commission report) entitled “Report on the Task Force on Governance and Cultural Change in the RCMP” (December 14,2007. Highlighted findings include:

      During our consultation and analysis, serious problems affecting the RCMP were brought to the attention of the Task Force. Of these, the issues demanding the most urgent attention related to the impossible demands being placed on members and employees; demands that are compromising their health and safety. We also heard with remarkable consistency about major problems with the discipline system, recruitment, performance evaluations, promotion and personal development. We also witnessed the dedication and consuming pride members and employees have in their Force. All of this led us to conclude that there is a need to radically overhaul the way in which the RCMP is governed. We have also seen that there is a need to improve significantly the accountability of the RCMP to the public, to elected political leaders and to the members and employees of the Force. (Brown Commission Report p.vii)

      What is required is transformational change with visionary leadership. What we have received is ….. not much; a revised RCMP Act which is transitional change at best. You will learn that these are serious structural and systemic organizational issues. The members who post here are informed.

      Source:

      Duxbury, L. (2007). The RCMP Yesterday, Today and Tomorrow: An Independent Report concerning Workplace Issues at the Royal Canadian Mounted Police. Sprott College, Ottawa.

      Report on the Task Force on Governance and Cultural Change in the RCMP (Brown Commision Report (December 14,2007).Link: http://www.publicsafety.gc.ca/cnt/cntrng-crm/tsk-frc-rcmp-grc/_fl/archive-tsk-frc-rpt-eng.pdf

    • Anonymous permalink

      Hi Percy,

      It’s also cowardly for the RCMP to destroy the careers of it’s members ‘internally’ without fear of reprisal but ArseCMP’s senior mgmt does it all the time underhandedly, deceptively and in very cruel fashion. I don’t think you have a very good grasp of the ‘goings on’ inside the force. I myself think with all the issues this organisation faces internally does need to be dismantled, and speaking as a former member. It’s far too devious an organisation worthy of the taxpayers dollars, barring some exceptions of a minority of members that are good.

      • mixer permalink

        well said I agree with you

      • Catman permalink

        Totally agree as well. Well said!

  4. mixer permalink

    Cowardly ,Cruel to Destroy the Reputation of the RCMP….. Sorry but the RCMP Management has done this themsevlves by forgetting to support it’s BEST Assest’s… it’s MEMBERS. By lowering it’s Standard’s , giving Control to Politiciens. and forgetting that we are before all A POLICE Force not Federal Employees.

  5. EFAMIA permalink

    Here is another example of the RCMP smoke and mirrors style of Leadership. This is the same old type of uninspiring “change” we can expect from the tired unethical Leadership Cadre which lacks the willingness to adopt transformational change that is beneficial to the Force and its Members.

    ***********************************************************************************************************************
    The RCMP is launching a force-wide Diversity and Inclusion initiative and “E” Division is developing a series of events aimed at strengthening our channels of communication with all of our employees. We are an organization that represents a wide variety of life experiences and perspectives. This diversity is, in fact, one of our greatest sources of strength and wisdom.

    It is my goal to ensure an inclusive work environment, strongly supported by all levels of management, to create a positive environment in which all employees feel included, valued and respected and which allows for optimum employee engagement, productivity and increased employee morale.

    On January 21st, all employees are invited to participate in launching the Diversity and Inclusion initiative. The Diversity and Inclusion Potluck with the Commanding Officer will provide an opportunity to hear about how you can make a difference including the initiatives currently underway and the many to follow throughout 2014.

    Please see below for information on the EHQ (Green Timbers) Potluck with the Commanding Officer.

    C. J. Callens, Deputy Commissioner | Commanding Officer | “E” Division RCMP

    All Employees Invited

    When: January 21, 2014

    Time: 11:00 AM

    Where: NCO’s/Officer’s Mess

    Diversify your taste buds! Share a dish that represents a culture of your choice or a place you have visited. No charge to eat, just bring a tasty dish.

    Download PDF version of Potluck Event Information.

    RSVP Info
    Please email: EDIV_Diversity@rcmp-grc.gc.ca by January 17, 2014

    Embracing individuality, collectively we are the RCMP.

    • Stitch 42 permalink

      Thank you EFAMIA for another insightful post. It is beneficial for members who may have missed these internal broadcasts to have them posted here for all to see.

      I find it highly suspicious that they would hold the potluck on the same day as the Human Resources conference. Management has no other interest, but to promote their own image…how great would it be to have employees exit the building with pots and smiles on their faces just as the BCAHRP people arrive. This is a propoganda stunt to show how RCMP senior management is loved and trusted by their beloved employees. Don’t buy into this.

  6. mixer permalink

    Wow BC is going all out for it’s members… 10 bucks to see the show and you bring your OWN Food to Share with the person’s that are making their Live’s HELL…. I’ll give Management and HR an E for Effort, maybe they should also do a HEALING CIRCLE while their at it. :-@

  7. Buck permalink

    Given my advanced years in this Police Force & with it the accompanying experience of FAILURE to evolve I feel this is a timely arena to release this information. There is a movement of members with 10 and less years of service making applications to municipal police forces across the country, this is not new but it is increasing in numbers as the younger members in service see the limited, corrupt and unrealistic future of an organization which refuses to evolve. The applications of junior members to Canadian Municipal Forces is at an all time high, I can not blame them as there is not a viable future within the RCMP. The Commissioner serves at the pleasure of government as a Deputy Minister and the standard rule from senior executive is silence, cover-up and deny all illegal & unethical behaviour.

    I wish all these members good luck in their future endeavours of serving the public, it is with a heavy heart that the RCMP has failed them, the tax payers & the public at large.

    Building trust??????? Not with this group of corrupt nut licking ass kissers.

    • Anonymous permalink

      “The applications of junior members to Canadian Municipal Forces is at an all time high…” Do you have some stats to back this up?

      • Buck permalink

        Stats? No, real time and real life communication with the members who are taking action for their own good and turning away from an organization that is failing them and Canadians at every turn.

        Old NCO addresses it quite eloquently.

  8. The Old NCO permalink

    I spent 36 years in this institution. I retired as a senior NCO having commanded numerous front line operational Detachments and working Sections. I did my job to the best of my ability and am proud to say that I departed having earned a great deal of respect and admiration from the members that worked under my management. My experience was that the operational work was rarely the cause for agravation and stress but the dysfunctional culture of the organization was ever present and penetrating on one’s well being. In my various positions I attempted when and where possible to effect positive changes that would make real improvements in the working lives of our members. So many times I would be shut down by incompetent managers that saw such attempts as threatening to their command or very existence. The number one problem inside this organization today didn’t exist back in my early years as a young constable. That problem is the Senior Management Personnel, in particular Commissioned Officers Rank. Somewhere along the way the organization started promoting the wrong people for the wrong reasons into key positions. In my earlier years most of these people earned their way to these senior positions based on experience and ability. The RCMP got off track and the result has been many years of decay. In the simplest of terms the clowns are running the circus. Many of the most senior officers are more concerned about their status and position. The welfare of the members and the organization comes well behind their personal achievements and success. I suppose the RCMP may be just another example of a generation that thrives on self centred priorities. The present day Commissioner is a prime example of this type of leader. It saddens me to have witnessed the self-destructive nature of a once proud organization that meant so much to me and my my police pals. When we were young police officers we were proud. Not about our rank or status but about the service we provided to the citizens and their recognizing us for our efforts. We were admired and in many instances considered local heroes. I don’t see many proud young RCMP Officers these days.

    • mixer permalink

      Well I totally Agree with the Old NCO . As stated Earlier Bang on.

      • Anonymous permalink

        Well I totally agree with you totally agreeing with the Old NCO. You are bang on saying that he is bang on.

  9. Anonymous permalink

    Old NCO, you are bang on.

  10. Mortified Spectator permalink

    George Carlin explored what happens when marketing experts try to “change the channel” by re-branding something to make it more palatable. He would not be fooled by the “Culture of Trust” re-packaging. http://vagrantweb.com/dev/bissett/entry/post-traumatic-stress-disorder-a-rose-by-any-other-name

  11. EFAMIA permalink

    I suggest to all those who have’t done so already to send an email to the BC Association of Human Resources Management Association at info@bchrma.org with Dr. Webster’s article along with a copy of the Province article outlining the alleged harassment of Cpl. Weedon by Supt. Maria Nickel (Ret’d) and S/Sgt. Lovelace. Ask them if they are pleased to be associating with alleged harassers and if that will bring them good or bad publicity to their group ?

    http://www.theprovince.com/business/Female+Mountie+alleges+bullying/9357778/story.html

  12. Buck permalink

    Without Trust there is only the lingering RUST!!!

  13. anonymous permalink

    Culture of trust??? Have a look at D-121 on the ERC web site.
    http://www.erc-cee.gc.ca/cnt/rsrcs/pblctns/cmmnq/2013-09-eng.aspx

    This is one of the first decision (discipline case) made by Paulson trying to expedite the release of a member without letting is own legal adviser properly review the case. This only goes to show that he could flex his muscles and kick out members as he sees fit. The federal court returned the decision and it proves one thing, you can re-write the RCMP Act anyway you want, you will always have to demonstrate fairness and due process to the courts when those harsh decisions are made. The new RCMP Act won’t be the tool he needs to satisfy is ego. Firing employees in 2014 will still require more than a personal vendetta. I hope the BCAHRP would be able to make them realize that the modern way to deal with HR issues does not include ass kicking and personal ego fulfillment. Paulson a prime example of an old motto… Give him enough rope and we will….

  14. Disgruntled permalink

    Do you think were being watched here? http://www.cnn.com/2014/01/07/justice/new-york-ptsd-9-11-scam/

    • Anonymous permalink

      Disgruntled – should you be watched????

      • Anonymous permalink

        Yes, I’m going with he/she should be watched.

  15. catman permalink

    Dr. Webster’s above writing really hit a note with me. I joined the RCMP because I believed in honesty and truth, so what better career choice than to be a part of something that stands for the same? I was raised with good work ethics. I worked my ass off in this organization as a front line Cst for 18 years. I’ve had very few good supervisors who were true leaders. Actually, just one. Do the RCMP not know the basis behind good leadership? ‘A happy employee is a productive employee?’ For most of my service, morale among the members was mediocre at best. Now it’s at an all time low and dropping steadily. I speak to many employees who hold wicked resentment towards their employer for the bullying, harassment, mobbing behaviors, etc that have taken over the place. What adult wants to be treated like a kid? Unless of course you are one of those nut lickers that someone mentioned earlier. I am so SICK (and yes, I am off work sick) of having some psychotic egomaniac constantly trying to undermine my intelligence or always doubting me to the point of alleging I am lying just so he can get it on with himself. I just can’t handle it anymore. My life, my health, and now, the dirt on the bottom of my boots is worth more to me than this “career”. I absolutely REFUSE to allow anyone to ever treat me this way again. I have indeed reached my breaking point…I am broken. And yes, I was one of those employees who turned to alcohol. I just couldn’t cope, try as I might. Every time I asked to have an issue rectified ‘they’ ALWAYS found a way to sweep it under the rug. I am no fool. I am an educated, mature, intelligent person. I eventually saw that I was not going to win this battle. I learned the hard way that the RCMP is NOT what I thought it was…I do not believe in what they do or how they run their ‘business’. When I had nowhere to turn, and was getting more consumed with hate and resentment by the day, the bottle was the only answer. It finally gave me the peace that I needed to survive. It took me away kinda like Calgon…but only better. As Dr Webster said, it is often the dedicated, hard working employees who break down and get sick, and that’s exactly correct. These are the members who will have the best morals and values. But when someone with good morals and values is treated by their employer in such a corrupt, malicious way it totally flips their world upside down. It begs to be understood when in fact there is no reasoning. So where does one turn? Certainly not to their employer. This outfit turned me inside out. When I mentioned once to a S/Sgt that I wished the RCMP treated their employees better she said “well you signed the dotted line…”. and I thought, yeah, I signed the dotted line but I didn’t sell my soul to the devil. They will never own me.

    • mixer permalink

      Catman that S/Sgt was an A hole. Part of the problem not of the solution. Put the bottle away play with your family forget the PS at work life, laugh Cry. Go to work arrive home safe. be strong Remember you are part of the Strong and Free. You broke down because you Care about others not because you’re not a good person. We were Hired because of OUR Values but the Buffalo has lost it’s way. not YOU.

  16. Guerilla Fighter permalink

    Catman,

    you tell a common tale of woe and you tell it well. You’ve come a long way, but you are a strong person.

    My story is similar to yours. During the initial courses of harassment, it freaked me out and I wore it on my sleeve, I allowed it to consume me and I allowed it to contaminate and affect all aspects of my life.

    This round I am a lot older, with a lot more service and been around the block. I no longer expect my colleagues to tell the truth. This time I contained the affects of the harassment, I didn’t tell my loved ones or those around me. I kept my life largely clear of contamination. Many of the periphery people in my life do not know that I am ods for over two years. This has worked our pretty well for me this time around. My girlfriend knew that something more was up but that’s it.

    My advice to you as others, is go guerilla on these mother*uckers. Drop the bottle, drop it now and drop it forever. Start eating better, get more exercise and get better sleep. Put some effort into your relations and devote some focus to your loved ones. You need your body for this fight and you need it working at peak.

    Play the Forces’s complaint and grievance games if you want, I don’t because I don’t find it efficient.

    You need to remember one thing, victims are almost ALWAYS smarter and more competent than their harassers. The psychotic egomaniac is harassing you because he knows in his little reptilian brainstem that he can never perform as well as you.

    If you want to return to work, dump the bottle and never go back. Don’t have a sip on your Cuban vacation, not even at your retirement. Once clean start testing yourself every day with some sort urine test or breathalyzer app for your phone and start documenting it. Your doc will do handstands I’m sure. While you are collect a couple months of clean data set out your game plan, but make it realistic.

    That’s my advice, let us know how it works out.

    • catman permalink

      Thank you so much GF for your kind, supportive words and advice. It is so good to be able to chat with folks who have gone through similar circumstances and who understand. It also feels good to be validated and know I’m not alone.
      I did quit drinking a few years ago. I had to because I was going to die if not. It wasn’t easy but very necessary. I am just thankful for every day now and I joined a support group that teaches positive thinking and focuses on moving forward. It has been my anchor. I did retain a lawyer when all this started and I will be using him when the time is right. First though I am waiting for my Human Rights complaint to finish up. That investigation has been going on for over a year now. At this point it is a matter of principle and I cannot live with myself until I finish what they started. So I do intend to use every resource available to me to get my peace of mind back.

      *** I am wondering if anyone is up for joining a class action lawsuit re Harassment. In the other ongoing class action lawsuit the law firms are just dealing with women and it may just deal with sexual harassment and not harassment (that has yet to be determined). A class action lawsuit only requires 2 people. Many would be much better though of course! I have a lawyer who would be more than happy to initiate the class action. It is done on a contingency basis so no fees for the clients. Anyone? Please let me know. If we don’t do this I think people will regret it. If we unite there will be so much proof of harassment thrown at the RCMP they will fold.

      Thank you again GF! I appreciate your feedback.

      -catman

    • mixer permalink

      well said

      • catman permalink

        Thank you mixer. I appreciate your support.

  17. mixer permalink

    anytime my friend been, done that . got the (_)()*_(& T-shirt

  18. Guerilla Fighter permalink

    I would certainly consider joining you in a Class action lawsuit.

    I might actually be further along the curve than you.

  19. Dr Webster mentioned a study conducted at Harvard that suggests that it is frequently top performers that become an organizations ‘trouble-makers’ ….I was wondering if someone could point to that study somewhere on the web….despite some ‘Googling’ I have not been able to find it

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