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Hi I am writing to you on behalf of The Well Connection UK, a media and publishing company. We could easily get virginia.gov featured in various publications such as magazines, online blogs and news sites. This would undoubtedly help virginia.gov with publicity, reputation, domain authority and organic search engine rankings. We have a wide range of options including completely free collaborations, sponsored posts, guest posts and banner ads. If this sounds of interest, please reach out to the senior business development manager, Anita at info@thewellconnection.co.uk and whatsapp +447395206515 (GMT) Kind regards Clifton Junior Outreach Assistant

I have been a 911 dispatcher for 5 years and in that time I have taken “that call” more times then I can count. I know coworkers whom have either left the field or missed many days due to trauma caused by stressful calls. Poor mental health care has also been a contributor to continued short staffing and longer wait times for 911 calls. Burn out and compassion fatigue are real. They call us the first of the first responders. I am asking for your help so we can continue to help others. Please support this legislation.

Good Morning Mr. Chairman and Committee Members, I am writing to ask you to please support this bill. As a 911 dispatcher, I can attest to the traumatic calls we take. In my short career, I have taken multiple calls that have left their scars on my mental health. I have personally heard everything from a 4-month-old’s last breath, a female whispering for help as her significant other stabbed her, a daughter crying as her mother was murdered before her eyes, the coldness of an individual confessing they had murdered a family member, and a teenager begging me to save his life as responders rushed to the scene of his wreck, meanwhile, I knew help was not going to get to him before the fire engulfed his vehicle. While not all calls turn out to be this traumatic and these calls spanned my current seven years of service, they are the ones that left the greatest impact on me. These calls, amplified by other tragedies, began to take effect on my mental health. As 911 dispatchers, we rarely get to know the outcome of the calls, yet we carry the weight of them every day. We experience the emergencies in real time and hear the trauma as the citizen is experiencing it. We hear things no individual should ever have to hear. While most of us do not like to discuss our trauma, I do believe it is an important step to gaining much-needed benefits such as the ones described in this bill. As a 911 dispatcher who has been diagnosed with PTSD and is currently progressing through treatment, I wish I could fully put into words just how important this bill is. As an individual, the job takes a toll on you with the long hours, working holidays and special occasions, being called into work on your days off, and more. The strain it puts on a family is even harder. Then imagine experiencing flashbacks, nightmares, mentally hearing screams repeatedly, anxiety, numbness, and at times, intrusive thoughts. Much like many in the profession, I did not talk about the full extent of my trauma until it became so bad, that I could not handle it on my own anymore. However, I was still afraid of the stigma and the medical bills that would accrue due to the possible medication requirements and therapy appointments. The stress of how I was going to pay for the treatments started to surface also. Many do not seek help for fear of not being able to afford the appropriate treatment making it harder to appropriately handle the traumatic experience. This bill would be a tremendous advancement in the care of our 911 dispatchers. I apologize for the length of this comment; however, I do feel it is necessary to provide you with real-life experience of what 911 dispatchers are exposed to.

Speaking as a close personal friend to one 911 dispatcher and a neighbor to another, I know these are the unseen heroes within the commonwealth. Their work is 24 hours a day, and 911 does not take one day off. Imagine the trauma incurred from talking to people who are either in danger or are witness to tragedies, both in potential and in reality. Dispatchers have an almost impossible job of reassuring their callers to remain calm and give clear directions while sending help as quickly as possible. And these unseen heroes currently cannot claim post-traumatic stress disorder as a reason for worker’s compensation. I encourage those entrusted with the power given to them by the voters of Virginia to do the right thing. Please ensure the rights of my friends and their colleagues in 911 dispatch centers in this commonwealth to claim PTSD as a legal and viable cause for their claims for worker’s compensation when their day’s work causes them unbearable stress and trauma. They are some of the hardest and most dedicated heroes of our communities, but unlike the police officers, firefighters, and EMTs, they remain faceless and unseen and at worst, forgotten. Let’s not forget the work they do and show them the appreciation for their work by seeing this bill become law. Thank you.

HB385: there’s an importance and safety to having two man crews.. safety for the company and the public.

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Yes

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I am writing in support of HB 149. Employees of the Commonwealth deserve the same medical protections and benefits as all other employees are entitled to. The science proves what society has been taught about cannabis in the past is not true. Employees of Virginia should no longer be the victims of reefer madness ideology. Cannabis is no less safer than alcohol and many other prescription drugs that are currently on the market. Cannabis is safer than tobbacco.

Chairman Rapaport of the Virginia Workers' Compensation Commission is on line and available to address any questions.

I'm not sure which bill I'm commenting on entirely. All I know for sure is I'm a type 1 diabetic of 30 years. And our government seems to care very little about my health or the insane costs of the medication that I absolutely have to have to live. Or getting the care I need. Which has been expensive, and has kept me struggling to survive pay rent or see the many doctors I need to see. I am ready to share my story. About my lows where I wake up in the hospital then wind up with an $8000 hospital bill as well as a $4000 bill for a 10 minute ambulance ride. Or about my highs, or just about the struggle of being a Diabetic who was uninsured who struggles to survive in a government that seems to care more about pharmaceutical companies profits than it's citizens health. I have quite a bit to say on the subject and my struggles as a diabetic.

The Virginia NAACP supports HB 212 and 256

HB385: there’s an importance and safety to having two man crews.. safety for the company and the public.

Hi there, I'm Natalie from Social Busy Bee, your partner in the exciting world of Instagram growth. I've discovered something phenomenal for skyrocketing your Instagram popularity and I'm thrilled to share it with you! Social Growth Engine introduces a groundbreaking service that takes your Instagram engagement to new heights. It's effortless: - Zero in on producing unforgettable content. - Extremely budget-friendly at a mere $36/month. - Completely safe (no password needed), incredibly powerful, and Instagram's best friend. I've experienced remarkable results firsthand, and I'm sure you will too! Amplify your Instagram presence right now: http://get.socialbuzzzy.com/instagram_booster Best wishes, Natalie at Social Busy Bee"

Hi I am writing to you on behalf of The Well Connection UK, a media and publishing company. We could easily get virginia.gov featured in various publications such as magazines, online blogs and news sites. This would undoubtedly help virginia.gov with publicity, reputation, domain authority and organic search engine rankings. We have a wide range of options including completely free collaborations, sponsored posts, guest posts and banner ads. If this sounds of interest, please reach out to the senior business development manager, Anita at info@thewellconnection.co.uk and whatsapp +447395206515 (GMT) Kind regards Clifton Junior Outreach Assistant

HB385: there’s an importance and safety to having two man crews.. safety for the company and the public.

Chairman Rapaport of the Virginia Workers' Compensation Commission is on line and available to address any questions.

Hi there, I'm Natalie from Social Busy Bee, your partner in the exciting world of Instagram growth. I've discovered something phenomenal for skyrocketing your Instagram popularity and I'm thrilled to share it with you! Social Growth Engine introduces a groundbreaking service that takes your Instagram engagement to new heights. It's effortless: - Zero in on producing unforgettable content. - Extremely budget-friendly at a mere $36/month. - Completely safe (no password needed), incredibly powerful, and Instagram's best friend. I've experienced remarkable results firsthand, and I'm sure you will too! Amplify your Instagram presence right now: http://get.socialbuzzzy.com/instagram_booster Best wishes, Natalie at Social Busy Bee"

Hi I am writing to you on behalf of The Well Connection UK, a media and publishing company. We could easily get virginia.gov featured in various publications such as magazines, online blogs and news sites. This would undoubtedly help virginia.gov with publicity, reputation, domain authority and organic search engine rankings. We have a wide range of options including completely free collaborations, sponsored posts, guest posts and banner ads. If this sounds of interest, please reach out to the senior business development manager, Anita at info@thewellconnection.co.uk and whatsapp +447395206515 (GMT) Kind regards Clifton Junior Outreach Assistant

We need to keep a 2 person crew for the rail crews because of the requirements of the job working in all kinds of weather and day and night operations and it is easier to deal with anything that affects a sift and to help with the public when there is a need in the field

pay workers more!

vote YES

I am now a US/VA Government teacher in Fairfax County. I have experienced harrassment and discrimination too many times to count in many positions in the Government and Corporate world. Dispite all the rules and regulations put in place, harrasment and discrimination still exists at every level. This is a systemic problem for generations. Women and people of color or gender identity is an open target for any bulley and many times an accepted behavior of and from ordinary otherwise upstanding citizens. We have to continue to attack this problem, so not another generation has to keep chasing this what should be unacceptable behavior. Until we make harrasment and discrimination unaccepable in all areas of sociey, we will not cure the problem. Please pass this bill and make the bulley the outcast and give dignity and respect to those who deserve it.

AAUW of Virginia supports HB370 which would require two hours of classroom or other effective interactive training and education regarding harassment and workplace discrimination to all supervisory employees and (ii) at least one hour of classroom or other effective interactive training and education regarding harassment and workplace discrimination to all nonsupervisory employees for employers with 50 or more employees. Such training would ensure that employees are both aware of the expected standard of behavior in the workplace and also aware of their rights as individuals. The proposed training would not place an undue burden on employers and, in fact, makes good business sense. Employee training would avoid potential conflict in the workplace which could disrupt business operations. In addition, courts have found that workplace training on harassment and discrimination can limit lability and/or damages against employers in subsequent employee lawsuits, showing that the employer had a policy of prohibiting inappropriate behavior and sought to educate its employees on appropriate workplace standards. Prior to my retirement and assumption of my current volunteer role, I was a corporate counsel for over forty years to large and medium size organizations. My responsibilities included drafting workplace conduct policies, delivering training, investigating employee conflicts and defending my employer in situations where claims of discrimination were made. Sound policies and good training are always in the employer’s best interests. Janine Greenwood Retired Attorney co-VP Public Policy AAUW-VA

Stop Abuse for Everyone (SAFE) is a national non-profit organization whose name expresses our mission. We want to stop abuse for everyone. Part of that mission includes ensuring that remedies to stop abuse and harassment in the workplace are realistic and enforceable. HB370 does not allow for this. The language in the suggested section 40.1-28.7:11 (G) (I) raises concerns that employers, despite complying with the proposed law, may face unreasonable negative repercussions. Additionally, the proposed law is not consistent with controlling U.S. Supreme Court rulings, specifically the Faragher-Ellerth rulings. The proposed statue reads: G. Subject to any other provision of law, a claim that the training and education required by this section did not reach a particular employee or employees shall not in itself result in the liability of any employer to any present or former employee or applicant for employment in any action alleging harassment or workplace discrimination. Subject to any other provision of law, an employer's compliance with this section shall not insulate the employer from liability for harassment or workplace discrimination of any current or former employee or applicant for employment. H. If an employer fails to provide the training and education required by this section, the Department may seek an order requiring the employer to comply with these requirements. I. The training and education required by this section shall not be construed to discourage or relieve any employer from providing for longer, more frequent, or more detailed training and education regarding other forms of harassment or workplace discrimination. The language in the proposed statute seeks to overrule the United States Supreme Court by denying protection to employers acting in good faith to eliminate workplace harassment. This renders the statute unconstitutional to some extent.

Sadly, the employee training mandated by HB 370 won't achieve much of anything, while imposing costs on employers by micromanaging harassment training in many different ways. HB 370 would require even low-level employees to be given anti-harassment training annually, which is overkill. More importantly, "there’s little evidence that sexual harassment training works," according to PBS. (See Rhana Natour, "Does Sexual Harassment Training Work?," PBS, Nov. 8, 2018, https://www.pbs.org/newshour/nation/does-sexual-harassment-training-work). Similarly, The Guardian reported that "Sexual harassment courses aimed at preventing workplace discrimination can have the opposite effect, making men less capable of perceiving inappropriate behavior and more likely to blame victims, according to academic studies...after men complete trainings, they may be more inclined to brush aside allegations and discount victims....One Journal of Applied Behavioral Science study.. found that men who participated in the training were 'significantly less likely' to consider coercive behaviors toward a subordinate or student as sexual harassment compared with a control group of men who hadn’t done the training." (See "Sexual harassment training may have reverse effect, research suggests," The Guardian, 2 May 2016, https://www.theguardian.com/us-news/2016/may/02/sexual-harassment-training-failing-women). Other news articles reach the same conclusion, like the one at this link: https://www.vox.com/science-and-health/2017/10/24/16498674/corporate-harassment-trainings-dont-work The bill micromanages trainings in ways that won't improve them and may undermine their effectiveness. It requires that the training be by an "educator or human resources professional." Why not an experienced lawyer instead? Lawyers who bring or defend sexual harassment cases and administrative complaints know what the law actually requires better than a low-level HR staffer. Studies show harassment training sometimes increases erroneous beliefs about what sexual harassment laws require. That may be because HR staff just get the law wrong. A lawyer might be better in knowing how grievance procedures could malfunction and lead to litigation as a result -- and thus design better procedures for reporting and punishing harassment, and better explain them.