Tuesday, July 21, 2026

Time has come for permanent DST, but too many legislators prefer to keep Americans in the dark

Google Gemini image CC0
When the clocks turn back to standard time on the first Sunday in November, the sun will set where I live at about quarter before 5 in the evening, and it will set closer and closer to 4 p.m. thereafter.

I'm lucky because I work remotely and get to make my own hours a lot of the time. Still, I feel depression beckon. I often cannot get away from my computer during sunlight hours. There's no time to exercise outdoors, and treadmills are mind-numbing. I gain weight. The sun comes up in the six o'clock hour, but like most people, I have to get my workday going first thing.

My heart breaks to think of people—I once was one—who head off to the office first thing in the morning, an hour-plus commute requiring transit too soon after dawn to have any meaningful personal time in sunlight; who then toil all day in an office with limited windows and violet, artificial light; and who then leave work in darkness. 

And it's not necessary. We squander sunlight in unusable morning hours upon the wildly outmoded notion that we have to get our farming done before the heat of the day.

New England state legislators perennially debate shifting wholly to Atlantic Time, GMT -4, a subterfuge to accomplish permanent daylight savings time without defying federal law. Maine has been most eager for the measure; the sun sets in the 3 p.m. hour in the Bangor winter. But no one state wants to be the first to pull the trigger, an economic collective-action problem.

Congress perennially debates permanent daylight savings time. The House recently passed the bipartisan Sunshine Protection Act. History suggests the bill will fail in the less democratically representative Senate.

Nevertheless, today I sent the following letter to my Rhode Island senators, Jack Reed and Sheldon Whitehouse.


Letter to Senators Jack Reed (D-R.I.) and Sheldon Whitehouse (D-R.I.)

Dear Senators:

I would like to see you support permanent daylight savings time.

I am not an RI native, but in my 15 years here, I have seen, for myself and others, that a full hour of darkness, thus the full termination of twilight, at the time one finishes weekday work is an engine of depression. New Englanders working inside don't see the sun for five days a week.

The testimony of healthcare professionals that standard time is somehow best for "circadian rhythms" is ludicrous, and, I can only imagine, motivated by murky commercial interests I cannot perceive. The House rightly rejected these arguments.

Time zones are based on longitude,* Greenwich, which is arbitrary. The medical claim seems to be based on the idea of workers having to rise before the sun, which happens regardless, and meanwhile ignores the problem on the evening end. How is NO sunlight during waking hours possibly the better option for human health?

If there's a healthcare problem you want to address, let's start with food and shelter for all persons, or compulsory vacation and family leave comparable to Europe, or a shorter work week, freedom from 24/7 responsiveness, efficient public transit, and living wages. Rising before or after the sun is meaningless in comparison.

At minimum, the states should be free to decide. You must know that already there is a New England state pact in the works to move the region to Atlantic Time so as to subvert the federal scheme. The plan never gets going, because no state wants to be the one that pulls the trigger. But subterfuge should not be required anyway.

It's easy now, in summertime, to buy into the weak arguments against permanent DST. If the Senate cannot pass the House bill, I would like you to have a press conference at 5 p.m. on the first Monday in November. In the dark. Then you can explain to constituents why Congress made an arbitrary choice that they don't deserve to see their families in sunlight until the weekend.

Sincerely,
R.J. Peltz-Steele

Word corrected from my typo in original. 

Monday, July 20, 2026

Workplace mobbing researchers convene in Niagara

The Third Niagara Conference on Workplace Mobbing opened today, and I was privileged to participate in the opening session.

I've been likewise privileged to be part of the leadership team of this conference, though all recognition for the heavy lifting must go to fearless chair Professor Qingli Meng and legendary sociologist Ken Westhues. As host-Niagara University President Father James Maher recounted in his opening remarks, the progress since our inaugural conference is astonishing, including the founding of the World Association for Research on Workplace Mobbing (WARWM) and the Journal on Workplace Mobbing.
 
(UPDATE, July 29, 2026: Conference videos are now posted on the WARWM YouTube channel.)  
 
Baron Nigel Biggar (2023)
Elekes Andor via Wikimedia Commons
(2023), CC BY-SA 4.0
This morning's opening featured greetings, besides Father Maher's, from Nigel Biggar, an academic and member of the U.K. House of Lords (read more at, e.g., the Hoover Institution); Constanza Ceruti, University of Salta, Argentina; and John Mueller, University of Calgary, Canada.
 
I paste below the Niagara University press release on the third annual conference. The impressive conference program includes these multi-national presenters and subjects:
  • Linda Shallcross & Summer Bland, Workplace Mobbing Australia and Summer Bland, Workplace Mobbing Australia, When Organisations Perpetuate Workplace Mobbing: Race, Gender, and Institutional Responsibility
  • Linda Shallcross & Summer Bland, Workplace Mobbing and Organizational Response: Why Escalation Persists
  • Qingli Meng, Niagara University, Institutionalized Mobbing and the Mobility of Power: Leadership Networks, Culture Transfer, and Accountability in Higher Education
  • Lindsey Brown, Rochester City School District, Open Secrets: Inaccessible Texts as Roadmaps to Mobbing
  • Catherine Koverola, licensed psychologist, When Workplace Mobbing and Moral Injury Co-occur: A Path Forward
  • AnnMarie Flynn, independent scholar, Academic Mobbing as It Unfolds for Targets: An Inflection-Point Model of Psychological Injury
  • Tamara Thermitus, McGill University and Toronto Metropolitan University Diversity Institute, When Silence Becomes Violence: Institutional Silencing of Black Women in Leadership
  • Heliana Ramirez, Workplace Trauma Recovery, LLC, M.O.M. (Mobbing on Maternity) Leave: Impacts of Mobbing on Pregnant Workers and Their Babies
  • Jocelynne Scutt, University of New South Wales, Mobbing "the Mob": When Workplace Dynamics Promote Mobbing Power
  • Roselle Aranha, Niagara University, Ethical Leadership and Systems Thinking as Safeguards Against Workplace Mobbing in Higher Education: Lessons from Faculty Development and Appointment Processes
  • Deitra Payne, Fabulous Coaching, Training, and Productions, LLC, From Silence to Safety: Human Resource Strategies for Preventing and Addressing Workplace Mobbing
  • Cevat Celep, Girne American University, Mobbing Directed at Teachers in Türkiye
  • Linda Crockett, Canadian Institute of Workplace Bullying Resources, Working With All Parties Without Excusing Harm: A Trauma-Informed Accountability Pathway for Mobbing
  • Steve Fellner, SUNY Brockport, Academic Mobbing and the Fragmented Memoir
  • Mariya E. Ivanova, Trakia University, From Experience to Analysis: Workplace Mobbing as a Systemic Phenomenon: Structural Amplification, Triggers, and Recovery
  • Gisèle Yasmeen, McGill University, Let No Good Deed Go Unpunished: Whistleblowing and Workplace Mobbing in Publicly Funded and Regulated Institutions
  • Maritza Reyes (at The Savory Tort), attorney and independent scholar, Qualifying Workplace Mobbing for Expert Testimony in U.S. Federal Courts
  • Sandra Kouritzin, University of Manitoba, Civility as Governance: Linguistic Regimes of Credibility and Exclusion in Higher Education
  • Paul Siskind, New York Healthy Workplace Advocates, Workplace Bullying and Mobbing: Legal Basics and Legislative Challenges
  • Peter Coughlin, EconPolicy Research Group (Maputo, Mozambique), Canadian Credit Unions’ Vulnerability to Capture by Administrators and Directors: Remedies for Mobbing and Other Takeover Tactics
  • Martin Sawma, Edwin Mellen University, Extending Conceptual Analysis of Reflective Motives to Causal Motivations
  • Peter Wylie, University of British Columbia, Okanagan, Workplace Mobbing Victims Beware: Why Your Union Will Side With the Mobbers and Not You
  • Paul Siskind and Mike Schlicht, New York Healthy Workplace Advocates; Qingli Meng, Niagara University; and Kenneth Westhues, University of Waterloo, Addressing Workplace Bullying and Mobbing Through Legislation
  • George Perry, independent writer; Dave Scott-Thomas, coach and independent writer; Jonah Arnold, Health Law Firm; Christine Marie, independent writer; Michael Capiraso, independent writer, Media Coverage Transforms Workplace Mobbing Into Full-blown Cancellations
  • Janet Glover-Kerkvliet, Kerkvliet Counseling Associates LLC; and Sonja Pitts, Reign Consulting Group LLC, From Crisis to Coordination: Toward a National Network for Workplace Mobbing Target Survivors
Auditorium at Niagara University this morning


Niagara University Press Release

NIAGARA UNIVERSITY HOSTS THE 3RD ANNUAL NIAGARA CONFERENCE ON WORKPLACE MOBBING

NIAGARA UNIVERSITY, N.Y. — Organized in partnership with the World Association for Research on Workplace Mobbing (WARWM), Niagara University is hosting the 3rd annual Niagara Conference on Workplace Mobbing (NCWM) on July 20–22, 2026 (in-person and virtual).

Workplace mobbing is a subtle social process in which an employee from multiple levels of positions in an organization becomes the target of a systematic, persistent, and collaborated campaign of collective aggressions in the workplace, with the goal of eliminating the person out of the organization meanwhile destroying their identity. Workplace mobbing differs from ordinary workplace conflict. It is a social process in which multiple actors participate directly or indirectly in ways of psychological attack against the targeting, with a predetermined goal of eradication.

By supporting the scholarly study of workplace mobbing as a distinct academic discipline, Niagara University is becoming a significantly recognized hub for research, scholarship, and global dialogue on workplace mobbing.

The workplace mobbing initiative aims to establish an academic framework for understanding, researching, and preventing workplace mobbing, distinct from general bullying. It also aims to publish research and influence policy, moving toward treating workplace mobbing as a recognized, serious form of systemic psychological violence.

The efforts have led to the creation of the Journal of Workplace Mobbing, the first ever refereed and peer-reviewed academic journal dedicated exclusively to the topic. Its inaugural issue (2025) includes multiple articles originating from the 2024 NCWM at Niagara University. This journal–conference pipeline further cements Niagara University’s role in shaping this field. The second issue is ready to publish.

The initiatives also bring together experts globally, notably Dr. Kenneth Westhues from the University of Waterloo, Canada, "the world's most renowned expert on mobbing in higher education" (The Swiss magazine Republik), "the world’s leading authority on academic mobbing" (Peter Wood, president of the National Association of Scholars).

Niagara University welcomes scholars, professional experts, practitioners, and students to join us as we work together to advance the science of workplace mobbing.

About Niagara University. Founded in 1856, Niagara University is a Catholic and Vincentian institution dedicated to educating the whole person through a values-based education rooted  in justice, service, and compassion. For media inquiries, please contact: Alaina Jonathan, Asst. Director of Communications, phone (716) 946-2110, email ajonathan@niagara.edu.