714 Workplace Bullying
|SUBJECT:||WORKPLACE BULLYING POLICY|
|RESPONSIBLE OFFICE:||ACADEMIC HUMAN RESOURCES/UNIVERSITY HUMAN RESOURCES|
|DATE ISSUED:||DECEMBER 12, 2016|
|LAST UPDATE:||NEW POLICY|
RATIONALE: This administrative policy creates a process for reporting, investigating and resolving complaints related to workplace bullying. The intent of this policy is to stop workplace bullying as quickly as possible in a just manner.
POLICY: This policy establishes procedures for the reporting and intervention of workplace bullying.
SCOPE AND APPLICABILITY: This policy applies to all faculty, staff and students, when relating to work for the university, both on and off campus. This policy is not intended to and will not be applied in a way that would violate academic freedom and freedom of expression, nor will it be interpreted in a way that undermines a supervisor’s authority to appropriately manage their work unit.
DEFINITIONS: A “bully” generally describes a person who intentionally uses physical strength, verbal intimidation, or technology to frighten or hurt someone or who engages in exclusionary or obstructionist behavior. “Workplace bullying” generally means to intentionally insult, threaten, intimidate, embarrass or pressure a person by force, taunt or derision, or to intentionally use abusive language or behavior against someone in the workplace. Workplace bullying can occur by physical act, or by verbal, written or electronic communication.
From the imposition of discipline in accordance with established employment policies and procedures.
PROCEDURES: Faculty, staff, student employees and graduate assistants who believe they or others are being bullied in the workplace can take action in any of the following ways:
The University will not tolerate retaliation against anyone who acted in good faith and reported workplace bullying.
If workplace bullying is occurring, it will be stopped. The individual engaging in such bully behavior and anyone who retaliated against someone who reported workplace bullying will be dealt with consistent with the policies, procedures, and/or agreements applicable to their respective employee classification. If either party is a member of a group subject to a collective bargaining agreement with the University and the terms of that agreement specifically alter or conflict with these procedures, the terms of the collective bargaining agreement shall prevail.
RELATED POLICIES AND FORMS: