A University Staff member who believes he or she has been subjected to unacceptable hostile and/or intimidating behavior may wish to discuss the matter with the faculty, staff, administrator, student or external/non-campus person directly involved through the intervention of an intermediary at the department, school/college, division, or campus level such as the Office of Human Resources, Ombuds’ Office, Employee Assistance Office or personal representative.University Staff may also use the informal resolution process outlined in Section B.1 of University Staff Grievances Policy.
It also includes harassment within the meaning of the More specifically, harassment is normally a series of incidents but can be one severe incident which has a lasting impact on the individual.
Essentially, the definition of harassment means that more than one act or event is needed in order to constitute harassment and that taken individually, this act or event need not constitute harassment.
Petty slights, annoyances, and isolated incidents (unless extremely serious) will not rise to the level of illegality.
To be unlawful, the conduct must create a work environment that would be intimidating, hostile, or offensive to reasonable people.
Nor is it intended to constrain commonly accepted workplace management practices.
Rather, it is intended to address patterns of hostility or intimidation that impede persons from carrying out their duties to the University, ensuring that all, regardless of rank or status, may pursue their work and speak as they see fit.
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.
Harassment becomes unlawful where 1) enduring the offensive conduct becomes a condition of continued employment, or 2) the conduct is severe or pervasive enough to create a work environment that a reasonable person would consider intimidating, hostile, or abusive.
Anti-discrimination laws also prohibit harassment against individuals in retaliation for filing a discrimination charge, testifying, or participating in any way in an investigation, proceeding, or lawsuit under these laws; or opposing employment practices that they reasonably believe discriminate against individuals, in violation of these laws.
This is why it so often goes undetected in the workplace, and your employees could be suffering because of it.