This definition of hostile and/or intimidating behavior is not intended to impede academic freedom or violate rights to free expression.
However, these freedoms come with a responsibility that all members of our university community have a right to work in an environment free from intimidation, exploitation, coercion, violence, aggression, harassment, and/or bullying.
Oral and written confidential communications occurring during the informal process (e.g., admissions of fault, apologies, offers to reconcile, etc.) may not be used as evidence in any subsequent formal process.
This is to encourage frank discussions to achieve a resolution.
University Staff may also use the informal resolution process outlined in Section B.1 of University Staff Grievances Policy.To explore this concept, consider the following When an individual in the workplace feels scared, intimidated, or uncomfortable due to abuse or intimidation by a coworker, it creates what is called a hostile work environment.While any number of behaviors might create a hostile work environment, any conduct or actions that create an environment in which an employee dreads going to work is generally seen to create such a setting.Unwelcome behavior pervasive or severe enough that a reasonable person would find hostile and/or intimidating or affects the employee’s well-being and safety in the workplace is unacceptable.Such conduct impairs a worker’s ability to perform his or her responsibilities to the university and therefore does not further the university’s academic or operational interests.
Corrective action, dismissal or other remedial action as deemed appropriate can be imposed on faculty, staff, students, administrators or external/non campus members for violation of campus policies, including, but not limited to: University Staff Policies and Procedures, Faculty Policies and Procedures, Academic Staff Policy and Procedures, and University Staff Employee Work Rules in compliance with the requirements of the University Staff Corrective Action Policy.