Live anonymized intelligence on verified workplace psychological abuse patterns across four jurisdictions. No worker names. No manager names. Only the math — and the math is damning.
Companies registered in the WorkWars Voluntary Compliance Program receive a dedicated response channel, a 30-day remediation window before public escalation, and — if the issue is resolved — a public "Verified Responsive" badge that improves your score.
Every verified entry you submit to the vault adds to this data. The more workers report, the harder it becomes for companies and unions to ignore systemic abuse. Your identity stays cryptographically protected. Their pattern becomes undeniable.
Add Your Voice to the Vault →The data above shows where complaints are clustering by sector and region. In many of these cases, workers reported that their union was told — and did nothing. Every major union in Canada, the USA, the UK, and France has a legal Duty of Fair Representation. If yours failed you, find it below and understand your rights.
Canada's largest union. If your CUPE local ignored a harassment complaint or protected a toxic team leader, file a Duty of Fair Representation (DFR) complaint with your provincial Labour Board.
If Unifor refused to file your grievance or colluded with management to protect an abusive supervisor, file a DFR complaint with the Canada Industrial Relations Board (CIRB).
PSAC members whose grievance on psychological harassment was ignored can file a DFR complaint with the Federal Public Sector Labour Relations and Employment Board (FPSLREB).
USW members facing union collusion with management or a refusal to act on a toxic workplace complaint can challenge that conduct through a provincial DFR Labour Board filing.
If your Teamsters local ignored documented workplace harassment or refused to represent you in a disciplinary hearing, you may have grounds for a DFR breach before the Labour Board.
ATU transit and bus workers whose harassment complaint was ignored by their local have full DFR rights. File with your provincial Labour Board if the union refused to act on a toxic supervisor.
UFCW members in retail and grocery whose local steward ignored workplace abuse have full DFR rights. A Labour Board DFR complaint can force accountability and compensation.
Construction workers — carpenters, electricians, pipefitters — whose union local ignored workplace harassment can file a DFR complaint with their provincial Labour Relations Board.
If your Teamsters local ignored a harassment grievance or colluded with management to protect an abusive supervisor, file an Unfair Labor Practice (ULP) charge with the NLRB.
SEIU members whose union ignored psychological abuse or a toxic manager complaint can file a Duty of Fair Representation Unfair Labor Practice charge with the NLRB.
UAW members whose grievance on workplace harassment was buried by their local rep can file a DFR complaint with the NLRB if the union acted arbitrarily or in bad faith.
UFCW members who experienced union collusion with management or a refusal to file a grievance on workplace abuse can challenge that failure through the NLRB.
AFSCME members in government whose union ignored a harassment complaint have DFR rights under federal and state law. File an Unfair Labor Practice charge with the NLRB.
AFT members who faced an ignored harassment complaint or union failure to act on a toxic administrator have the right to pursue a DFR claim through the NLRB.
CWA members in tech and telecom whose union refused to file a grievance on workplace harassment can file a DFR Unfair Labor Practice charge with the NLRB.
USW members facing union collusion with management or a refusal to pursue a harassment grievance can challenge the union's conduct through the NLRB and seek full compensation.
Unite members whose shop steward ignored harassment or protected an abusive line manager can file with the Employment Tribunal or Certification Officer. If Unite's failure caused financial loss, you may claim compensation directly from the union.
UNISON members whose union ignored a toxic manager complaint can file with the Certification Officer for breach of the union's statutory rulebook obligations, or bring an Employment Tribunal claim where the failure caused measurable harm.
GMB members who experienced an ignored harassment grievance can file with the Certification Officer or Employment Tribunal if the union's refusal to represent them was arbitrary or in bad faith.
RMT members in rail and transport whose harassment complaint was ignored can file with the Certification Officer. The Employment Tribunal also has jurisdiction where the union's failure contributed to a financial detriment.
CWU members in postal and telecom whose union ignored psychological harassment complaints or protected an abusive manager can challenge that failure through the Certification Officer or Employment Tribunal.
NEU members facing union collusion with an abusive head teacher or a refusal to pursue a bullying grievance can file with the Certification Officer or bring an Employment Tribunal claim where harm resulted.
Si votre délégué CGT a ignoré un signalement de harcèlement psychologique ou protégé un manager toxique, vous pouvez engager une procédure pour défaut de représentation devant les Prud'hommes.
Les membres CFDT dont le délégué a ignoré un grief de harcèlement psychologique peuvent saisir les Prud'hommes pour manquement au devoir de représentation et obtenir des dommages et intérêts.
Si votre représentant FO a refusé de déposer une plainte pour harcèlement ignoré par l'employeur, vous disposez d'un recours devant le Conseil de Prud'hommes pour défaut de représentation syndicale.
Les membres UNSA dont le délégué a ignoré une situation de harcèlement moral peuvent porter l'affaire devant les Prud'hommes ou le tribunal administratif selon leur statut d'emploi.
Les membres de SUD-Solidaires confrontés à un délégué protégeant un chef d'équipe harceleur peuvent exiger des comptes via les Prud'hommes. Tout représentant agissant de mauvaise foi engage la responsabilité de son syndicat.