Verizon – Bullying Protection for all the CWA / IBEW Members


Communication Workers of America
President Larry Cohen
501 3rd Street
NW, Washington, DC 20001
Phone (202) 434-1100


International Brotherhood of Electrical Workers, AFL-CIO, CLC
IBEW / President Edwin Hill

900 Seventh Street,

N.W. Washington DC 20001

Telephone: 202-833-7000

CC: AFL-CIO President Richard L. Trumka

Ref: Verizon – Bullying Protection for all your Members

Dear: President Edwin Hill & President Larry Cohen,

My name is Neal W. Dias from Swansea Massachusetts, and I am a former employee of Verizon Communication. I was a union member in local 2323 out of Providence Rhode Island then decided to transition into management for more personal opportunities for my family and I. Whether or not it was a good or bad choice is irrelevant at this moment. What is important now, is what I had witnessed, discovered and how I can help all your members, is something that you both should be concerned with.

I will be upfront with you, it is personal. Verizon is the direct result for my family’s emotional and financial devastation. One year ago, I vowed (face-to-face) to expose Verizon for what they did to me and my family. I am keeping my promise to them. I loved what I did more than you could ever imagine. It was my life, and I knew I would be at Verizon, loving what I did forever.

You may or may not have already heard my story but what happened to me, as time went on was wrong but I guess in the end, my struggle will help so many. Instead of me getting into great details, as it is lengthy I will post a few links to my story, press conferences and etc, for you to view at your convenience.

I am writing you today as we share a common goal, and it is “Justice at Verizon.” I know personally about the workplace environment within Verizon. So I know what I am about to share with you, will work and benefit all your employees.

I started my journey for justice in February of 2004, twelve years ago. Since October 2011, when I decided to post my story of the injustice that took place at Verizon to me, and the injustice I still seek externally, so much has happened. I have been given a blessing from God in a weird way, and that is I am now a direct contact for your members and others within the boundaries of this country when it is in relation to workplace bullying. People have reached out to me, opened their hearts and pain for me to view. Others offered emotional support, and shared their personal grief as it has been something I never thought would happen.

Since October of 2011, I have heard hundreds to thousands of people sharing their life stories and experiences with me. They are about the abusive work environments that they have had to endure, that varied. They are from different ages, colors and religious backgrounds. They are from all over the country. They are from Verizon Wireless and Verizon Communication (wire line). I am 46 years of age, and never in my entire life have I heard of so many people go from loving to hating a company that they have worked or work for.

Recently, I have met with some union members face-to-face in New Jersey. I choose New Jersey as I have seen on my bar graph and blog that this possibly is the main area with so many issues. I met with them to showcase my idea to help your members, regain equal justice when needed. Within days of our meeting, three out of five of them were terminated from Verizon. The other two could not be touched, as I cannot discuss the reason right now. These five members are courageous men, who love their jobs but just want to change the abusive behaviors, not only at Verizon but with other companies as well. As I shared with them my strategy, they felt it was the best idea you need to combat this ongoing and historical violence at Verizon.

Understand this, as you already know Verizon does not care about your members, as they are just a replaceable number. Verizon allows and fully supports abusive treatment to your members each day. This statement below sheds the support and ignorance of Verizon about their managers.

My case falls under a discrimination claim, which indeed was racial and discriminatory, so Verizon counter punched with a statement that they think will deny me of justice. Verizon wanted to ensure that their managers were not convicted of racism, or discrimination against me, so they simply altered their testimony and (in their mind) downplayed the issues to just “Bullying,” which I find very ignorant of Verizon. I have proof to state otherwise and deposition to prove that indeed Mr. Malcome Benvie and Ms. Anne Best were also racist. But here below is the magnitude, support and the full knowledge of what Verizon knows they do condone.

Verizon responded on an official document from a state / federal investigation, on my investigation that was performed by The Massachusetts Commission against Discrimination / Equal Employment Opportunity Commission on my complaint of discrimination, harassment and retaliation in May of 2007, as they stated: “The investigation yielded that Benvie had a reputation of being a bully and an equal opportunity offender. Race was not an issue with Benvie’s condescending and obnoxious behavior and inappropriate comments to almost everyone that he comes in contact with. McGovern (an EEO Officer in Boston Massachusetts for Verizon) had substantiated complaints from Caucasian technicians concerning Benvie’s offensive management style. Best, simply had a foul mouth and did not differentiate between anyone with the manner in which she spoke.

Verizon allowed these long term historical managers to abuse Verizon employees both management and union. Your IBEW members in the Southeast Massachusetts area have complained for years about these managers, and they never were fired or disciplined for their intentional infliction of pain and harassment to your members. Verizon was fully aware of this abusive treatment and never stopped it! These two managers that I have spoken about were very bad managers. As bad as they treated the Caucasian employees and managers, they treated the minority’s worse. They were complete racist, and Verizon downplayed it only because it was against the LAW. Verizon supported them, encouraged them and allowed them to continue to work at Verizon even after this report came out, and many others have surfaced throughout their careers. In fact, Verizon would publicly honor and reward them for their abusive treatment towards technicians. Verizon would express to managers that they needed me to be like them.

These two are not the only Verizon managers that Verizon had full knowledge of bullying, racism and discriminating against their employees. They have knowledge of many all over the country as they train them to be great at covering themselves. I was often advised by my AOMs that in order to prove myself as a manager, I needed to suspend or fire more technicians.

I have been fighting Verizon for twelve years now, and understand some very important things. I now know the importance of evidence and documentation. I also understand how Verizon beats the union in grievances, suspensions and terminations. I also understand how evil and vindictive Verizon is and how they “will lie and withhold evidence with malicious intent.” They will interfere with and alter investigations to help and protect their own, and cover up many things.

I have been a witness to meetings, where Verizon would gather and develop strategies to target and build cases against your members. I was sick to my stomach when I was sitting in a room of so-called professionals in a fortune 500 company being instructed on how to harm and destroy the lives of other Verizon employees.

With all due respect, Verizon has an advantage over the union and has had the advantage over all your members for years. As time has progressed, the union is loosing ground with Verizon and I can see that – IT IS VERY OBVIOUS. They are letting go of more and more of your employees, trying to reduce their numbers while trying to place fear into their lives so Verizon can emotionally control them. They have been forcing your members to fight them in the legal venue, knowing very few law forms across the country can make a stand against them. Verizon is transferring cases into the federal courts, using their reasoning as to they are a diversified company. Verizon has full knowledge (like many attorneys have expressed) that in Federal court, decisions favor the companies, they use the Federal courts to their advantage as attorneys have stated. What the union has been doing for years in reference to fighting for your members must now change. The old ways do not work and it is time to progress with the technology. With the use of technology will come more justice and peace of mind for your members?

So please read on and give me time to explain my idea.

When your members are in a grievance, suspension and termination Verizon are fully prepared to win at all costs, and resort to lying. I recently caught Verizon in a many statements in depositions that some state and federal agencies are awaiting criminal punishment upon these managers for perjuring themselves. This is based on my case, as if it goes forward, and punishment is rendered

Most recently I caught Verizon’s EEO Officer Mr. Paul McGovern once again perjuring himself in testimony given to the Massachusetts Commission against Discrimination and in Federal Depositions.

It was not until Mr. McGovern’s federal depositions in the spring of 2011 (6 years later) that I had found out the truth of what happened back in 2005 with my internal EEO investigation.

After seven months of my Equal Employment Opportunity complaint being opened with Verizon in February of 2005, Mr. Paul McGovern closed it out in October of 2005. Verizon’s EEO Officer Mr. Paul McGovern admitted in 2011 that he had closed out my Equal Employment Opportunity complaint and stated there were no findings to support my claim of any Equal Employment Opportunity violations or of any Verizon Code of Business Conduct violations. Mr. McGovern during the depositions admitted that he never interviewed the two Verizon management employees in Brockton Massachusetts (Mr. Malcome Benvie and Ms. Anne Best), that I claimed were making racial comments and harassing me because I was a minority.

I now had the proof I needed to present to the Massachusetts Commission against Discrimination, that they were taken advantage of by “Verizon, and that Verizon EEO Officer Mr. Paul McGovern,” lied to them, and justice was denied because of false response statements in 2007.

On June 20, 2012 I notified the “Governor of Massachusetts Deval Patrick, the Massachusetts Attorney General Martha Coakley, Massachusetts EEOC Director Robert L. Sanders, Massachusetts Bristol County District Attorney Samuel Sutter, EEOC District office in New York Director Kevin J. Berry, U.S. Attorney General Erik H. Holder Jr., and U.S. EEOC Atty. Mindy Weinstein.” I am requesting an additional investigation into Verizon for tampering with evidence and the Massachusetts Commission against Discrimination office in Massachusetts for not holding Verizon or any company accountable for perjury.

But think about this, without any documentation at hand, I do not know how many other times Verizon has lied, tampered with evidence or perpetrated other criminal acts. Can you imagine the undetermined amount of people that were denied justice at the Massachusetts Commission against Discrimination office? The Massachusetts Commission against Discrimination failed and allowed companies to dictate the outcomes of cases, allowed companies to lie to them and not be held accountable and control the investigations.

My point is this! You can in the future prevent crimes from happening to your members, as I will soon explain. It will be in your hands, under your control and during your Presidency.

So each day your employees are doomed, each day they enter those company doors at the start of the business day.

To share with you my personal experience at the Federal Level of a civil lawsuit against Verizon. In July of 2011, the Attorneys from Edwards, Angell, Palmer and Dodge (who represent Verizon) and make the decisions for Verizon advised me to my face that: I will never see justice, as Verizon has endless resources, and even if I ever win in court, (which they highly doubt because of the new judge that is assigned to my case, will never allow this case to go to trial, because this judge does not favor discrimination and wrongful termination cases), they will tie me up in court with appeals, so I will never see a dime or receive justice!

This comment was appalling, but reality.

Inside the walls of Verizon, the CWA / IBEW have even less of a chance for justice than you can ever imagine. You are playing in their court, with their rules. So it’s time to use their policies and procedures to help your members against intentional workplace bullying, targeting racism, discrimination and harassment.

I cannot imagine the amount of money both the IBEW / CWA has spent, and continues to spend on fighting for each and every member of your local’s, overtime against this ruthless company. But now I have a solution that will help every member that you both represent. Not only within Verizon, but throughout all the companies you both represent.

I first wanted to let you know this, not all managers are bad. There are so many great Verizon managers that really want to be a manager and manage people. They truly want to treat your members well, but they are in fear of their own lives and careers. They are threatened and bullied as well and asked to do illegal things, that when caught they are standing alone. They cannot and will not stand up for themselves. They have been forced to not manager people but to dictate utilizing fear, abuse and intimidation as the primary means to get their productivity numbers and keep their positions. The abuse does come from the top down, as your members as well as so many 1st level mangers pay the ultimate price. This conduct in no way justifies treating anyone one poorly. This does not mean it is an excusable situation, but so many are in fear each day to do the right thing. Good managers like me are then targeted for dismissal when we make a stand for equality and justice.

Today, I will offer you something that will help to suppress and minimize the bullying, racism, discrimination, harassment and retaliation with Verizon. I wish that I could say stop these crimes, but that is an impossible task for anyone. In fact, you both have the power to change many mores lives within Verizon than you can imagine. You have the power to also improve the health of many members. You have this power and opportunity because you oversee other companies and members as well so you can help them in the process.

My ultimate goal is to not only help Verizon employees in my journey, but to bring this abusive workplace environment to a minimal within other companies as well. Overtime we can do this! I have been in the process of establishing a national organization called: “Enough is Enough – Stop Workplace Bullying.”

Recently I have heard stories about the managers like Director Mr. Eric Sheehan that has moved from Massachusetts to New Jersey and is still creating havoc to your members? I only know of this because of my story being posted online and building a relationship with your members. Mr. Sheehan was spoken about in the “Boston Globe on November 17, 2008. There were over 240 comments in just a short period of time, and Verizon pulled strings to wipe out the comments to the article. It just so happens that I cut and pasted the comments:
Still this person is trying to make a name for himself. Director Eric Sheehan is the son of the “Head Verizon Corporate Security” organization in New England for Verizon, a Mr. Joseph Sheehan. He is an untouchable manager as well. My point is you have no idea of each manager or their trail of poor behaviors unless you have data and a tracking record as well, like Verizon has.

How about the managers that have been moved from local to local, state to state and garage to garage? These bad managers are relocated and you know nothing about it.
The unions have no tracking system to record the movement of these bad managers, so as Verizon moves managers around they continue to build cases against your members, making your members look bad, but nothing was tracked on them. Your members are stationary, managers are not.

I am Catholic and attend church regularly, I was taught to be honest and tell the truth. The Catholic Priests were able to abuse many children because they were being moved from location to location and no one knew (but their Catholic bosses and possibly the Pope) how bad they really were, until it was too late. The World witnessed a conspiracy that was beyond understanding. People knew about the abuse, but power and connections to protect their own superseded their moral character.

Verizon had locked down the media all over the world, as they pay for their right to silence their victims. They pay big money for sponsorship and donation in every spot light on earth. No major newspaper, radio station, or television will take on this story as it will affect their revenue. They pay to get high rankings, protection and silence with the NAACP, Diversity Inc Magazine, Woman’s magazines, Gay and Lesbian Magazines, the Disabled, justice departments and every world wide newspaper and other magazines, but yet discriminate against, harass, and retaliate each and every class. Verizon accepts abusive and unacceptable treatment of their employees and will spend millions on anti-bullying sites and conferences, including hosting an anti-bully site on-line link, and yet treat employees like pieces of shit. It is all about smoke screens, and you do not have the endless connection, or resource to beat them in the media, so to expose them you have to do it in a way that you can afford, and act on.

I know this because I personally have contacted over 300 world wide media, entities, and nothing was done. No one wanted to pick up my story, because they will not risk feeding their pockets.

My story is true, and it is sad what a company can do to a person, and family. They can get away with lying, and prevent people from receiving justice. If in fact, any of the media was not receiving any money from the perpetrating company, it would be a world wide take down of Verizon, but were against a World Wide well connected Communication Company.

This is the same thing about Verizon. Verizon and their bosses know of these bullying and racist managers from each and every district, but are protecting them, as they protect their own. This is a sure example of when I was protecting your members from abuse, and was advised that I never left my union card are the door. It was not about union or management, it was about a single goal as one company, but I never knew there were such a separation and a division of employees and managers. This abuse is well known all the way up to the CEO Lowell McAdam and the Former CEO Ivan Seidenberg. I asked him for help and he never responded. He left me hanging to fend for myself.

I hope you can see where I am going with this?

Verizon had locked down the media all over the world, as they pay for their right to silence their victims. They pay big money for sponsorship and donation in every spot light on earth. No major newspaper, radio station, or television will take on this story as it will affect their revenue. They pay to get high rankings with the NAACP, Diversity Inc Magazine, Woman’s magazines, the disabled, but yet discriminate against, and then retaliatory on each class. They accept abusive and unacceptable treatment, but will spend millions on anti-bullying, including host an anti-bully site online, and yet treat employees like a piece of shit. It is all about smoke screens, and you do not have the endless connection, or resource to beat them in the media, so to expose them you have to do it in a way that you can afford, and act on.

I have heard many of your members complain about their present or former managers being retaliatory to them, harassing them and the months or years it takes to resolve the issue. This is unacceptable, but it is the process Verizon uses to deter, delay or prevent your member’s from having their rights. Verizon does this on an external basis as well, pulling in all their favors in the political arena. They have full knowledge of each state and federal laws when it comes to labor laws. THEY HAVE A DATABASE OF CASE PRECEDENTS THAT ARE CASES JUDGED IN THEIR FAVOR. They have internal Human Resource and Legal Departments that guide their managers in the proper protocol and terminology they will use when writing up, disciplining, suspending and terminating your members, as well as to their own managers. It is not only your members that are in a desperate situation, it is also other low end managers as well. I cannot help them, as this new procedure that I will enlighten you about can only help your members. For them, they have to continue to document and use external resources to gain justice.

Well your time is now. I will explain my idea and I know for certain it will work. There are four ways your members can protect themselves from vicious bullies. Remember, there is no law in place at this moment in this country that can help the non-protected classes throughout this land.

I am a minority and under the Civil Rights Act of 1964 I am protected under the law on certain issues. So there are a majority of your members that have a law that protect them from discrimination issues and retaliation based on discrimination while at work. But still that protection is also vague and not as strong as some may think it is. As time went on, I wish I would have known of the many options to further protect myself, but I did not know. So today, I can help many in this fight for dignity, strength and justice as I have learned so much later.

You have to do this from within, as Verizon has political connections, media connections and endless resources to prevent the truth from ever getting to the surface. It is up to both of you, so here I go.

I will cover four very important points anticipating that both of you President Edwin Hill & President Larry Cohen will see this as a great opportunity for change at Verizon, and increase the rights of your members.

1. Aggravated Harassment
2. CWA / IBEW Universal Database – Spreadsheet
3. Lawsuit Links
4. The Healthy Workplace Bill

As your members are getting beat up each day, number 2 and number 4 will take time to be established. So it is important that your members are fully knowledgeable to understand their rights and opportunities to protect themselves.

First we will cover:
#1: Aggravated Harassment:

I learned overtime, that there was “no law” to protect people from workplace bullies. People assume that they have a law that protects them, especially with the word “Bullying” is all over the media. I find this unacceptable and unfair to the workers in this country, and it’s a shame. But there is something else; and I wish I knew back then what I am going to share with all of you now to help you.

An honorable employee waking up each day to go to work should never have to learn how to protect themselves. Their focus is to provide for their families and to be a good employee, but in the case of Verizon they do.

There is a law, which will help you against managers that are intentionally targeting, bullying and harassing your members. But before you move forward on this, check with your state and local courts and attorneys.

State Laws:

As I know from being an employee in Verizon, it is run improperly and things need to change now.

Over the last few weeks, I have helped so many Verizon employees press criminal charges against Verizon management for the continued and relentless harassment that fell under the law of “Aggravated Harassment.”

These managers are now defendants and had to stand in front of the judge, on these charges, and had to make a plea. They had to hire their own attorneys and will continue to spend money out of their pockets. They are no longer in a comfort zone on Verizon property; they are in criminal courts, being look at as a possible criminal.

Verizon and the EEOC protect these horrendous Verizon managers and will deny or delay justice when it comes to civil matters, but the criminal courts could care less who they work for. They are on their own now. Verizon will not pay for their attorneys, and this is where workplace bullies will be held accountable.

My opinion is this, if I had to do things over and knew about this law; I would have filed criminal charges on managers like: “Mr. Malcome Benvie, Ms. Anne Best, Mr. Paul McCarthy, Ms. Patty Regan and a few others (all from the Southeast Massachusetts area for Verizon). These 4 managers that deserve to be penalized for the injustice they inflict.

I now know that within Verizon’s walls, they make the rules and alter them as they so please. You will never win, but now if your members take it outside of those walls into the criminal courts, the game will now be played equally.

It is important for me to reinforce once again want to let you know, not all managers are bad. There are so many that really want to be a good manager and treat your members well, but once again they are in fear of their own lives and careers. So they have been forced to not manage people but to dictate utilizing fear and intimidation as the primary means to get their productivity. The abuse does come from the top down, as your members and so many 1st level mangers pay the price. This does not mean it is an excusable situation, but so many are in fear each day to do the right thing.

I can specifically remember the Verizon New England President by the name of Mr. JOSEPH BUCCIARELLI. He is originally from the New England area, specifically from the Boston area. He, like many, gained his reputation as being a brut and going after the Verizon employees. He eventually followed the present President of Verizon Northeast, Mr. Robert Mudge, as he was under his wing. He was President Robert Mudge’s right hand man, and Mr. Bucciarelli was taken to Headquarters with Mr. Mudge.

Mr. Bucciarelli’s nick name was “THE BUTCHER”. He replaced a person by the name of Ms. Ellen Corcoran, who I had the pleasure of meeting and spending one-on-one time with for hours one day. The rumor was that she would not last because she was a real person that cared, great managers like her, do not last. The rumor came to light and Mr. Bucciarelli took over and was sent back to Massachusetts. I was one of many on conference calls and meeting with Mr. Bucciarelli and heard him swearing at managers. I specifically recalled one in Boston where it was a director on down meeting. He was swearing throughout this meeting and was telling managers how to go after the technicians. He at one point during the meeting (which was filled with managers) started calling out certain managers. He made them stand up, threatened their positions and called them out on issues; it was completely embarrassing for them. He put the fear of God into these managers and they had no choice but to look like complete asses in front of their peers. You could see the embarrassment on their faces as they were abused employees with no choice to take it. They were advised if they did not improve or hold their technicians more accountable and go after them more. It was their jobs or the technician’s jobs, and told the managers they can decide who jobs were priority. He offered no support, guidance or leadership just bullying tactics as a resolution. This is unacceptable behavior and as I stated, this abuse is from the top down and is widely supported.

I reported the abuse to CEO / President Mr. Ivan Seidenberg, and he never offered support or answers to these crimes.

If other employees besides the specific ones also had the same harassing issues from certain bad managers and these managers are continuously moved around to keep protecting them, the only way to keep tabs on their inappropriate and harassing behavior is through proper record keeping of their careers.

As time goes on, these harassing managers have a few choices as your members take their issues to criminal court:
• They can keep paying for their own attorneys – because Verizon will not pay for their attorneys, they are one their own.
• They will build a court and criminal record, which will be recorded on a criminal records and hamper their opportunity to work else where if needed.
• They will possibly and eventually go to jail as they may have numerous criminal complaints against them for their crimes.
• Or they will finally STOP harassing the employees that deserve respect and fair treatment.

Your members do not have to pay for filing these criminal charges at the police station as it is their right. But these harassing managers have to pay attorney fees, court cost and possibly time out of work not including the possible criminal charges.

Understand this, if you begin to file criminal charges on the managers that are harassing your members (remember not bullying them, as there is “NO LAW” to protect them from bullies as an adult) them will have a case or cases.

Remember to tell all your members to:
• Always tell the truth, always tell the truth!
• Document everything! Verizon taught me that if you never document it, it never happened.
• And if you have witnesses, have them provide you with their statement – ASAP.

Please read the information below to help you and your members fully understand what Aggravated Harassment is. Right now, this is your only hope, until the workplace bullying in one day a law and your new discipline track record database is created.

Your members have a right to a healthy and safe work environment; sometimes you may have to fight for that right. I fully am aware of that. It is their Constitutional Right to be treated with dignity and respect, but you have to fight for it. Believe me Verizon will come after your member for making a stand. So in return, your members need to continue to make police reports as many times as it takes to just keep protecting themselves. Tell your members never hesitate to call the police if they feel threatened!

They need to fully understand that they should not waste their time calling Verizon Corporate Security or Ethics. Verizon Corporate Security and Ethics will not go against there own. They are managers, on management payrolls and are bought and paid for. DO NOT TRUST VERIZON COPORATE SECURITY or VERIZON ETHICS DEPARTMENT – THEY ARE CORRUPT. THEY ARE ONLY A SMOKE SCREEN USED BY THE COMPANY TO IDENTIFY THEIR TARGET.

What is Aggravated Harassment?
Harassment is a criminal offense that involves unwelcome actions, which may be intentional or unintentional, performed by one person toward another person. Harassment makes the receiving person feel uncomfortable, irritated, or fearful for his or her safety. Aggravated harassment is a broad legal term that refers to intentional actions designated to intimidate or terrorize another person. The exact legal definition may vary depending on the state, region, or country the action occurs in; however, most jurisdictions tend to categorize the crime into either first or second degrees according to the severity. The punishment will depend on whether the charges are considered first or second degree.
The less severe form of aggravated harassment is second degree. This may include contacting another person through repeated letters, telephone, or other electronic means, even after the victim has asked the perpetrator to stop. The perpetrator will usually act with the intent to make the victim feel uncomfortable or unsafe. It may also include certain physical contact, such shoving or striking, or just the threat of inflicting physical contact. A second degree form of the crime is generally a misdemeanor or more minor crime.

PDF Aggravated Harassment:
This link, below is the link for each state as your members can look to see the law in their prospective state.

State Laws:

I do understand the concept of discipline, but abuse is another factor.

#2 CWA / IBEW Universal Spreadsheet:

This is the most critical thing that I want to share with both of you. This is something that is internally the most important thing your can imagine. What you have to do is locate an IT person and have the person or firm create a universal database for both the CWA / IBEW to have. This database has to be a combined project, and in no way done separately.

Verizon has a full database which tracks each and every employee from the time they started the company. They have documented each and every discipline, productivity and attendance but fail to document your member’s achievements. Everything that is negative is documented with no errors. When managers write up the Verizon employees, they are guided by Verizon legal department to ensure all the wording is proper and set in a fashion for any future legal avenues if needed. So when your union representatives are sitting across the table from Verizon, you are basically doomed in most cases.

Why – documentation is power. You have no shop stewards that have law degrees, or are prepared to encounter the magnitude of the documentation at their disposal. A paper trail of evidence of abusive and illegal mistreatment would be at their all our members disposal on a universal spreadsheet.

This Universal Database will have proven and documented abuse that will show a company wide pattern. It will have hard facts associated with unlimited resources of evidence.

This database uses Verizon own poor behaviors against them. It will help to uncover massive inappropriate and illegal treatment to employees of Verizon. You will help to support individual and class action suits and support to many including the attorneys around the country, helping the employees of Verizon.

No longer will Verizon victims of abuse feel alone and out numbered what this database will do finally provide equal justice.

As Verizon has expressed on many occasions to each and every manager during courses, classes, session and meetings, “Document everything on the technicians. If it is not documented it never happened.” I have learned a great lesson from them. Until you have all the discipline violations in a format, and it now is visual in hand, instead of being in a filing cabinet, you will never see the magnitude of the overwhelming abuse your members endure nationally.

This database I advising you to have developed will have every single discipline, suspension, termination infraction on it. You will have on this database:
• Dates, locations, local, 1st level manager giving writing the discipline, under what 2nd level, Director and President for the Region.
• You will have the infraction, and the outcomes as to:
o The dates of the 1st level, 2nd and 3rd level grievances.
• You will have a section where as if Corporate Security or HR was involved, and the names of the Corporate Security or HR personal involved.
• Each time your members asked for help.
• Each time your members have to contact the police or make criminal complaints.
• Each and every date is important.
• You can work together and add other features that you feel can and will benefit this program.
• Hundreds of thousands acts in this database.
• You can create a column to which the act was and how it relates.
• You must also have on this database EVERY LAWSUIT ever filed against Verizon by it employees. This will allow the IBEW/ CWA and other attorneys to look into matters where they can use it in their cases as references. There are many, and so many people have no idea if past and present lawsuits brought against the company for inappropriate and illegal matters by the employees of Verizon.

What is important is that you as a group decide other relevant data that needs to be in this universal database. It is your database, and you can always add and delete what you like.

What you have to do is after the IT person creates this database (it can be done very fast to get you up and running) – you have to make a one year commitment to get this database up and rolling. In the process, each and every business office throughout this country has to begin to input every paper document in their office into this universal database. It does not have to be inputted in any such order as to the dates. The database will provide a structure on how the data will be put in anyway. After the data is inputted the database will sort it out when needed in any form requested. This is something an IT person can do for you.

Each business office will have its own password and access to this database. You will have this database monitored from the IT person / company that designed it, just like Verizon does. They will monitor it for fraud and illegal entrance. At anytime, you can see when someone has penetrated this database, as well as used it in a manner that is outside of its original purpose. This is not hard to do and can be done.

Remember this; once you have all this data in the system, you will be amazed at the endless amount of infractions your members were wrongfully accused of. You will now have a trail of evidence to place in front of any jury, judge or arbitrator locally or nationally to prove a lack of leadership and continuous bullying, harassment, racism and discrimination that goes on within Verizon.

If at anytime your members’ need a print out that proves a manager continuously harasses, bullies, is racist and discriminates against employees, they will have it in seconds. You can print it out by, dates, locations, 1st level managers, 2nd level managers, etc and you can get my point. This database will provide instant evidence!

Can you imagine having access to a database that shows any court of law in this country all the way up to the supreme court if need be, a spreadsheet that exposes Verizon of abusive and illegal means to force and threaten citizen of this country. Can you imagine a spreadsheet that has possibly hundreds of thousands of unnecessary discipline, suspensions and termination across this Country! The power at your finger tips will be incredible.

No matter where that manager ever worked, what year that manager worked, no matter what state that manager worked or local that manager worked under – you will have it all. They will no longer ever be able to hide ever again. These managers that are bullies will no longer be able to hide or get away with anything. It is sad that it has to come to this, but this is not your employees fault. The expectations on your employees are way too high and because of that it can possibly hamper their safety. I personally had to respond to a death of a technician by the name of “Gary Gibbons” in Plymouth Massachusetts. He was days away from retirement, and died in his bucket as he was electrocuted to death. He was not the only one, as you know of many, but no one knows of all of them. Universal databases will help to connect CWA / IBEW members and then they will know of all the facts especially safety issues and deaths because of Verizon’s neglect.

Back to my point! Most jury’s or judges will not deny proof and facts that are presented before them, especially when you can prove continued negligence, maliciousness and intent. It will be very hard for Verizon to prove otherwise, once you have documented proof. You can always have the paperwork, but your paperwork will not do what a universal and combined database will do.

Remember, Verizon always makes the person they target look like a poor employee, and a trouble maker when in fact most times that is not true and a lie. Having low productivity does not make a person a bad person, sometimes it comes down to not being properly trained, not having the right tools and many roadblocks that Verizon had neglected to deal with head on like putting money into their plant. Sometimes it issues going on at home, that can affect a person’s work, but we have to be understandable and help, not hurt them.

Saying it is one thing, proving it is another. When your members now can prove that a manager has written hundreds or thousands of disciplinary forms up against numerous employees, do you honestly think a jury or judge will find imperfections with your members? No they will find imperfections with the Verizon management system, and the protocol especially when you will have the total numbers from Verizon from all across the country?

Proof is what your members need to help them and now you have the answer. Why deny your members the right to a quicker and just form of “Justice.” If you are unsure about implementing this universal and combined database, put it to vote. I am confident that your members will accept this because it is what is needed. It is just as important as a contract that you are so in need of.

Believe me! This database will prove to be the most valuable tool your members have ever had in the fight for dignity, respect, equality and justice.

The only was you will fail, is to delay to never implement this “Universal Database.” Verizon higher-ups will contact you, and try to divert you from doing what your members urgently need, because finally you will have the power transition back to your members.

#3 Lawsuit Links:

I have noticed throughout my fight for justice as I have looked on the web so much, searching for other lawsuits. Employees from all parts of the county are filing lawsuits against Verizon for so many issues. So many of your employees are filing suits for just causes and so much time would be saved if your other Verizon employees were properly informed and made aware of them. YOU CAN BE SURE VERIZON’S ATTORNEYS HAVE A DATABASE OF CASE PRECEDENTS THAT ARE CASES JUDGED IN THE COMPANYS FAVOR.

Can you imagine the amount of time, money and stress your present and past employees can save? This will possibly help you members save time and money during litigation, which is such an expense. WHY NOT HAVE ANOTHER DATABASE CREATED BY YOUR “IT PERSON” WITH CASES WON or FILED BY EMPLOYEES AGAINST VERIZON. A link can be created for employees to access the information stored in that database.

I personally never knew of any of the people that I have met or their stories until I posted mine. I never had the reason to know them. But there are Verizon employees that have been adversely affected by Verizon that other lawsuits and being aware of those cases will help them in their cases as well.

If you have a universal link that your members can go on where they can see any lawsuits that were brought against Verizon, Bell Atlantic, Nynex or New England Telephone by past or present employees, it will help them greatly. Why? Because then Verizon cannot state that it is an isolated issue as they often claim. It is a company-wide issue as a whole and they have to be held accountable for it. Also, other attorneys can now reach out, to their brothers and sisters to see what strategy they used to fight Verizon. No matter if it happened in small town in Maine or in the center on New York City. Right now, the world seems so big, until you link them together through the “World Wide Web.” You can also post a link on “Facebook” about seeking lawsuits that were brought or being brought on by past and present employees. Once you do this, you have checked mated Verizon.

Here are examples below, and you’re “IT Company or Person” can set it up, and have a headline attached to each suit. All the law suits that you will post will prove that Verizon and its former Verizon names like: Bell Atlantic, Nynex or New England Telephone which are all ran by the same people through nepotism and company politics. Verizon’s negative track record will be exposed. Verizon will not be able to justify using the term “isolated incident”. Names have changed, but the behavior and leadership is the same.

Verizon Lawsuit Links:

This was done in about 30 minutes, if you have someone that works on this, what you will uncover, will be more powerful it’s scary.

Below is also a web site that has all the Federal Lawsuits against Verizon, it is called, “”

You can see all the Federal Lawsuits filed against Verizon. Just leave “firm” blank – you are not an attorney – do not misrepresent yourself here – you can have a login as a private citizen.

This is a valuable tool for you and your members to access until you create your universal databases. Technology will help your members in ways you cannot even imagine. The unions cannot continue to fight Verizon in the prehistoric manner. They will continue to eat you up, day-by-day. Stop this madness, by investing in a few combined universal databases in the best interest of your members and this country.

It will not take much money compared to what you already spend having a person continuously searching the court records, internet and other databases seeking out cases. Now, once they have the information they can enter it in the universal database for all to see. “INFORMATION IS KNOWLEDGE and KNOWLEDGE REQUIRES INFORMATION,” there is no getting away from that. Why spend millions country wide trying to prove your members innocence, when in fact you can prove Verizon’s negligence much quicker, easier with less spending.

I can only offer you these ideas; it is up to you to implement these strategies.

#4: The Healthy Workplace Bill

This is a very important item that needs to be addressed A.S.A.P. by all your members. You have the power and access to thousands or possibly millions because you both have relationships with other union heads throughout this country.

Today, there is an active bill throughout the County in several States in which your members can have a direct effect on “Workplace Bullying.” Your members can help to catapult the opportunity for this bill, to become law. This bill has the power to dramatically reduce bullying within workplaces. We will never be able to stop it, but this bill if it become law, will provide a level playing field for all.

This bill can save jobs, lives, marriages and improve ones overall health. The bill is called: “Healthy Workplace Bill.” Below I will provide you with a national link, for you to observe and review. I never was aware of this until it was brought to my attention and now I am an active participant in the Massachusetts and New York States. I do make it a part of my life now to make it a National issue and push for all to help.

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 identifying the bullies in each and every workplace in this country and holding them accountable. We cannot have “anti-bullying laws” at the elementary through college level, and ignore it at the adult level. This, “Healthy Workplace Bill,” will do such a thing. This bill (if we can get it to become law) will force adults to act appropriately in the workplace, it is that simple.

I have provided two links below for you to review. This link is the actual bill and you can see the highlights of this bill. Just as we had to pass an anti-bullying law to protect our children, this law will help to protect our country. The bullies on each playground end up being the bullies in Corporate America as well. In many cases it is because it is taught to them by the corporations.

Each of your members, their family, friends and members of other National Unions can click on the link above. When they hit this link – they then follow the directions below, it would alert the Legislators to see that there are people in their state that support this bill, it needs to be pushed into LAW. Your members can also pass this on to their neighbors and acquaintances as well.

As you know being in the business that you are, as well and stationed in Washington – “if there is no noise, there is no issue; there is no progress so there is no resolution.”

Here is something that can be done A.S.A.P.! Click on this link below.

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.”

This will also help if you, “President Edwin Hill & President Larry Cohen,” both post this message on your national and all the local sites. Send this also through your email list and forward to all the other unions throughout this Country. We have no time, as so many votes are coming to the table, and this one needs to become a priority. You have the connection to the media and more exposure than I will ever have, so you can make a major change in the forward direction on these issues which are destroying our workplaces and families.

We cannot complain of workplace issues and not take the time to change things, if we do not do anything in a major way to help to implement protective measures.

Its not about color, size, religion, sexual preferences or financial status, it’s about respect and justice for everyone across the board.

We are fighting and providing a better setting for each one of our children as well. If we do ignore this situation and do nothing, we are telling our kids that we do not care about their future workplace environment as well.

This link below was the press conference that I was asked to participate in at the Capital in Albany, New York on April 30, 2012. The picture that you will instantly see on the link is me. I am in the light tan suit and I was speaking in the press conference. I recommend that you please view the whole video to get a full understanding of the magnitude of this bulling virus and bill. I personally speak of Verizon and how they intentionally destroyed my career and my life. I also posted my story all over the web which you can view. I will post those links at the bottom of this letter.

To close, I have shared with you four very critical and urgent matters that I feel you need to make your urgent priority. Life is busy I know, and you have a contract that you are fighting to preserve, but this is a contact for life, it must be a part of your agenda as well. If you begin the momentum now, one year from now, it will be in place. One year is coming anyway as we cannot stop time. Who would have ever thought your members would be without a contract one year later? Please help keep this momentum in high gear and it will pay dividends to your members, their families, other employees all over the country and our children’s futures.

If you educate your members to this plan of action, you both (President Edwin Hill & President Larry Cohen,) will be a part of the history. The history in which will change Verizon in the manner to which your members rightly deserved to have been treated all along. This is not about being vindictive; it is about what was and is wrong in Verizon for so many years, supported by them and they neglected to take action on it. Verizon’s historical neglect to cover up these issues and not holding individuals accountable has forced the hands to turn.

By taking it to your members it will now be dealt with face-to-face, Verizon has no choice but to change. Right now, Verizon feels they can and will do as they please, they have the power, money, resources and connections to do so. But as we have witnessed in the National media and throughout history and in the bible, the greatest nations and people have been brought to their knees eventually. No kingdom that has endures greed as the main focal point of survival, ever lasted forever.

This plan will protect the livelihoods of thousands of Verizon workers and other companies that you also represent, that will benefit from the positive change in the process.

The excuse of cost “must not” be the roadblock to which the CWA / IBEW uses to not do anything. IT WILL SAVE MONEY. The time that you spend on this plan and the maintenance to upkeep this database; will save your members money in the long run in grievances, arbitration, terminations, and possibly legal fees. IT WILL SAVE MONEY and it will save jobs.

You will have at your fingertips an abundance of evidence that will cost Verizon in hundreds of millions of dollars back to your members. You have no choice as of now because this was the cards that were dealt to you, and to your members. No one wants to come to work each day having to record abuse on a “cover your own ass” type of mentality, no one! But we have no choice in today’s world and no choice at Verizon.

No one loved their jobs more than I did – no one! I gave it my all everyday because I loved what I did. So when I decided to voice my opinion about the way certain managers were targeting the workforce, my life at Verizon slowly came to an end. I was blackballed and made aware of this once I called Verizon Ethics. In the end, Mr. Lazario Lopez was correct, as he should, because as he had full access and knowledge of this comment from the powers that be.

President Edwin Hill and President Larry Cohen, you have to understand that a healthier workplace can happen within Verizon and poor behaviors can be altered just as it was altered in the first place. The most critical part of this whole agenda is that the CWA and the IBEW has NO CHOICE but to unite, as one. You cannot do this on a separate scale having your own agendas. The data has to in a “unified national database” for all the locals and business agent’s offices to input, access, review and print out as needed. Verizon is one, no matter what unions or manager is represented under their umbrella. The “CWA” and the “IBEW” has no choice to become one toward this journey seeking justice and peace of mind for all your members.

I will attach this letter to as many CWA / IBEW locals throughout the country to help you in this journey. I also will post this on my facebook and blog pages as well. I have a following of thousands I believed this will help. This letter will help to educate your members to push for this, spread the word and help you gain the support you need to get this passed within your locals.

I do not care if Verizon knows this plan of action as it does not need to be a secret. We have nothing to hide or worry about; it is your right, and the right of all your employees to have something in place that is finally positive.

You know what’s sad, when we as a country face an issue like a 911, major destructions in our country, wars and any other major issues we bond together to help one another out. We even help people we do not even know. But when things settle down, people go back to being themselves, how sad. If we could only have the passion and concerns for others, all the time, our world and country would be great. Right now our citizens are making a major stand against Corporate Greed and Corporate Sabotage; this is what we have to do as well. It is our own, stand for all that is right.

President Edwin Hill & President Larry Cohen, you can leave a historical mark on both your careers that will last beyond your lifetimes. Nowhere in the history of Verizon have these strategies for the pursuit of justice been in place for your past employees, they can be in place for your present and future employees. What you can do, in the process is be the reason other companies change as well. I do not have the power and ability you have; only you can do this.

As a U.S. Marine, I have learned many vital things during my tenure which has helped me throughout my life. The most important thing that I have learned was that, “Marines never retreat.” When many run away from conflict, Marines run towards it, in the best interest of many. Marines have made many sacrifices but it was necessary. The CWA / IBEW need not retreat; they can and must face this issue of “Workplace Bullying” head on!

If you have any questions, please do call me. Put it in the hands of your members for a vote, if you have to, but whatever you do – DO IT NOW~!

I have contacted an IT Person for you, which stated this could be very easy to do for you. Please let me know if you need the contact.

May God bless you for all your courage, strength, guidance and leadership during these times!
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:


Huffington Post Article:

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

My Press Releases:

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

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


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.



About justiceatverizon

Neal W. Dias – Bio I am a 46 year old former U.S. Marine, who was brought up by my father, due to my mother passing away when I was 8 years old. I have five children, and a grandchild and a wonderful wife. I was born in 1965, in Fall River Massachusetts. I lived on the 2nd floor from my Grandmother. I come from a very large family Cape Verdean family. In 1973 we moved from the city, into the suburban neighborhood, a place called Swansea. It was that year when I lost my mother in an auto mobile accident. In 1984 I went into the U.S. Marines which enforced respect for one self and our Nation. After getting out of the Marines, I furthered my education and received my first degree, which was in Electrical Technology. In 1997 I was hired by Nynex (now called Verizon), as a lineman. In 2004 I was promoted to manager as I was in the process of working on my second degree in Business Management and advanced to upper management, rapidly. I was a valued leader on the Verizon Diversity Committee, and spoke at several locations. I was on the Diversity committee and was directly responsible for ensure the first ever Verizon’s Diversity Week went on without any hitches. I was awarded for my success in New York by the Verizon New England President. I was apart of other specialized organizations within Verizon to ensure my voice was heard as I stood up against Bullying, Harassment, Racism and Discrimination was not accepted with the Verizon walls. But it was in 2004 when I was promoted, I began to see Verizon employees getting bullied and tormented by Verizon Management. I did what I through was best, and tried to halt the bullying that was taking place at Verizon, then it shifted to me. After standing up against the powers to be, trying to help others I was targeted, harassed, bullied, discriminated against, endured racial harassment and eventually wrongfully terminated. I was brought up with the belief of how you treat people, is how you will be treated. It was embedded into my mind that respect was how it will be in my family. My father said, “Respect people, work hard and life will treat you kind.” This was the belief of a man who was discriminated against for so many years, because of his color, but never changed his values. I knew then, I cannot walk away like so many others that have had to endure such cruelty, and that this bullying issue is larger than me. After seven and a half years my story is still is not over as I am still in federal court in Boston Massachusetts awaiting the second summary of judgment decision. I will continue to fight for justice and my honor. I now have committed my life to help others, and started a blog page which has acquired over 13,000 readings and over 1,500 comments in only a few months. After hearing all these stories, I knew I had to do something and became an advocate for workplace bulling. This is when I stumbled upon “New York Healthy Workplace Advocates.” On April 30, 2012 I was honored to have spoken in Albany New York at the Capital a National Campaign on Workplace Bullying. I am an active Advocate to this cause, in Massachusetts. I have helped to organize many in the fight against Verizon and other companies in the war against bullying in corporate America. I have helped to guide so many to resources to guide these victims in the fight against any form of harassment or discrimination in the workplace, as this is my mission. Neal W. Dias 645 Marvel Street Swansea, MA. 02777 774-319-3931 Healthy Workplace Bill Press Conference in New York April 30, 2012 (Video): Healthy Workplace Bill Press Conference in New York April 30, 2012 (Newspaper Article):
This entry was posted in Anti Bullying, bULLYING, Code of Ethics for Business, Conspiracy, Discrimination, Emotional Trauma, Employment Attorneys, Enough is Enough, Enough is Enough - Stop Workplace Bullying, Harassment, Healthy Workplace, Healthy Workplace Bill, Justice, Justice at Verizon, MCAD, Perjury, Petition, Racism, Tampering with Evidence, The Healthy Workplace Bill, The Massachusetts Commission against Discrimination, U.S. EEOC, U.S. Equal Employment Opportunity Commission, U.S. Justice Department, Uncategorized, Verizon, Verizon Anti Bullying, Verizon Careers, Verizon Code of Conduct, Verizon Comminication Inc, Verizon Communications, Verizon Complaint Handling, Verizon Corporate Security, Verizon EEO, Verizon Employee Code of Conduct, Verizon Enterprise Solutions Code of Conduct, Verizon Mission Statement, Verizon Official Site, Verizon Privacy, Verizon Wireless, Verizon Wireless Code of Conduct, verizon workplace lawsuit, verizon workplace lawsuits, Wrongful Termination and tagged , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , . Bookmark the permalink.

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