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If you are not a qualified clinical psychologist, you should not attempt to use WAIS-IVquote Testing the limits: Cautions and concerns regarding the new Wechsler IQ and Memory scales | Request PDFThe Wechsler Adult Intelligence Scale (WAIS) and the Wechsler Memory Scale (WMS) are 2 of the most common psychological tests used in clinical care and research in neurology. Newly revised versions of both instruments (WAIS-IV and WMS-IV) have recently been published and are increasingly being adopted by the neuropsychology community. There have been significant changes in the structure and content of both scales, leading to the potential for inaccurate patient classification if algorithms developed using their predecessors are employed. There are presently insufficient clinical data in neurologic populations to insure their appropriate application to neuropsychological evaluations

First, you have stated “the option to retire”. I’m assuming that you are an older worker. What you are experiencing is the most common form of hate: “age discrimination” or “age bigotry”. Group bullying or ganging up against an older worker and stressing them out so bad that they start to fail or want to leave is the most common way to get rid of the person. There are laws against that in most if not all western nations but sadly not enforced enough. You have had a long career and that good track record can be used as a defense by an employment lawyer.Second, assess who the people are. What are their age brackets? If they are all younger, you already have proof. Make note of all names and roughly the ages if you don’t know them exactly. Start keeping a journal of all the day’s happenings. Try not to leave the journal somewhere where the information will be lost, if you are ushered to the door permanently without notice. If you find it hard to write things down, ask your spouse or children (if they are old enough) to take the dictation from you and they type it out daily. Note: When you are being bullied, it is normal not to be able to write it down without experiencing anxiety.However, if there are one or two other older workers, how are they treated when you are not around? Sometimes they will be picked on when you are not there but they will quickly take sides with the bullies when you are around to avoid being picked on themselves. This is dangerous for themselves and you could tell them that when you are ushered out permanently, they will be next. Group bullying often involves get rid of one person at a time until the final goal of “age culling” has been completed. Bully bosses may then set their eyes on other targets but that is another conversation.Older people that are ‘bully bosses’ can also be “age bigots”. Just because someone is in your generation, does not make them free of ‘age hate’. Studies have shown that women stand a 70% chance of experiencing age discrimination and I can tell you first hand that I’ve seen an older male boss pick on the older female worker, get rid of her and hire in a younger worker, thinking he was the “hot man” among young women. It never occurred to him that these young ladies only tolerated his remarks because he was in a position of power. As soon as they got promoted over him, things changed drastically. I have also seen older female bosses do the same by showing preference to young guys who do a lot of weight lifting (muscular arms) and older male workers stand a 30% chance of experiencing ‘age hate’. Myself, I think the numbers are much higher for both genders but not everyone takes legal action so it is hard to measure.Third, in your country go to the state/provincial and/or federal government website. Find out which law is for your jurisdiction. Some countries have ‘anti-ageism’ laws that apply to the entire country regardless of where you work which makes it easier to find. On the other hand in Canada, it goes by the employer you work for. If your employer is incorporated provincially (territorially), you have to look up the law for your province or territory. If your employer is federally regulated like a railway, bank, etc., you have to look up the federal laws. You have to act FAST. Place a call to the government labor department in your area and ask if you have trouble finding the information. There is always a deadline to make a complaint. You can’t wait in some areas for more than 6 months while other jurisdictions allow 2 years for example.Fourth, every union has their own “constitution”. The constitution is an agreement that the union members make with each other and that is what you sign to abide by when you become a member of that union. “Constitution” is the name that most unions in North America use for this agreement. Some constitutions will say that “age” is a protected ground while others will say that “we see each other as equals” and that discrimination is not tolerated. One example is the Canadian Auto Workers’ Union’s constitution which states:“Internal democracy also means we view each other as equals. Racial discrimination or sexual harassment violate our principles, undermine our solidarity and erode our strength. We not only oppose such responses but will actively work to overcome them.”English version - PDFFinally, if it were me, I would print a copy of the law off of the government website and for the constitution, if the union does not have a pdf on their website, I would ask the union office (not the rep) for a copy as soon as possible. I would tell the union rep’s union boss at the union office (their website has their contact info) that I am being bullied by my own rep who should have my back. The union rep is helping the group bullies and if the company boss is involved then he is also helping the company bully me. I would state the “Labor Act” or in Canada the applicable “Human Rights Act” where the protected ground for “age” is found. In Canada you can also state that bullying is an occupational hazard - psychosocial factor or unnecessary stress (for many jurisdictions but find it first on the website) and that is found in the Labor Law under “occupational health and safety”. Enforcing or winning in court/tribunal is not that easy in Canada BUT people have to challenge this to make it stronger and hold government accountable. It is EXTREMELY important that this is put in writing particularly in a email. Emails have timestamps and this is what lawyers want. Invoking a complaint procedure that is electronically traceable matters because that is pretty much all you have in court/tribunal if no one comes forward as a witness. A union can be sued because you are paying dues to be protected by them not to be dumped on.Once you have the information from the union office and you have told the union boss, see what reception you get. If the union boss is appalled and is willing to talk to the union rep to remind him of his duties, give them that chance (one week but no more than that). There is a high likelihood that you will be called into a meeting with the rep, the union boss and yourself. Have at least 12 SPECIFIC EVENTS written down, with quotes on what was said, all the people involved and how you were undermined. Also, make it crystal clear that it is bad enough to have to take legal action against a company but 100 times worse when it is against your own union. Example: “I may have only 7 years left to age 65 but I have a right to get my full pension. How would you like to live on a reduced pension of $400/month? The people in my family make it to age 90 so with inflation I have over 3 decades to go on that fixed income. I have had a long career and a good track record so I find it very unfair that I’m being stressed into failing and retiring in poverty. (Spouses can’t be relied on for the second income because spouses can die and leave you with a highly reduced widow’s pension.) I pay my union dues. As union members we make an agreement as states in the constitution that we have each other’s backs. It does not say: ‘Take my money and I will shit on you.’ I’m willing to move forwards on this, if you are. But if you are not, be forewarned I will defend myself legally.”If you see it is not helping, call an employment lawyer and get direction on how to word an email to H.R. and another one to the union. Also, be forewarned of PIPs. A PIP is a performance improvement plan that companies give to employees they want to get rid of. Many, many times it has trick clauses in it to erode you of your legal rights. I have read PIPs that say if you don’t pass this “improvement plan” because your performance has been eroding, you willingly agree to resign by [insert the date]. They will say you have to sign it. The truth is, you don’t. I have known THREE persons: team leader, manager and H.R. person in one room with the “bully victim” trying to talk the person into signing. They never let up on it for weeks and weeks and that is a red light, that you will be losing ALL legal rights if you sign. What signing does is takes away your right to claim Employment Insurance because “you quit”. If you had a bonus coming to you or severance pay, you don’t get that in some jurisdictions because “you quit”. If you are offered a severance agreement/package as many love to call it, somewhere in a 2–3 page of frivolous legal jargon is a clause that is not at the top of the list and not at the bottom either but right in the middle where is goes unnoticed by the victim that says “You are giving up all legal rights to sue”. This will be worded in some legal vocabulary making it hard to understand. Every time you get something to sign, graciously take it and say that you have to read it over. Then scan it in and email it to an employment lawyer for advice or to build up your case.Good luck!Paige Noel, Admin for: Ending Workplace Abuse & Legal Inadequacy & Not 65 Yet In CanadaFurther referencesFor reference the World Health Organization run by the United Nations says this about ageism:“Negative ageist attitudes are widely held across societies and not confined to one social or ethnic group. Research suggests that ageism may now be even more pervasive than sexism and racism. This has serious consequences both for older people and society at large. For example, ageism limits the questions that are asked and the way problems are conceptualized and is hence a major barrier to developing good policies.”Ageing: AgeismIn Canada, the list of Human Rights (Civil Rights) Government Agencies is found here:Provincial & Territorial Human Rights Agencies