Hostile intimidating


06-Dec-2019 05:57

When using the informal process to resolve the conflict, the University Staff member should be prepared to identify precisely the pattern or acts of conduct believed to constitute the violation.This should be a record (of what was said, in what context and who witnessed the event, etc.) that the University Staff member has compiled during the time of the intimidating behavior.The Office of Workforce Relations provides information and support based on University policy and practice, and assists individuals when considering the best course of action for their specific situation.is a civil law term that refers to the behavior of an individual in a workplace that creates an environment that makes work difficult or uncomfortable for another person.Such conduct also may impede an individual’s professional and personal growth and fulfillment.A person or a group can perpetrate this behavior and need not have more years of service than or be a supervisor to the target. The policy is not intended to constitute a general civility code addressing ordinary stresses of the workplace, such as occasionally insensitive language or behavior.This definition of hostile and/or intimidating behavior is not intended to impede academic freedom or violate rights to free expression.

Michael Bernard-Donals, Vice Provost for Faculty and Staff 125 Bascom Hall, 608-262-9314 Sherry Boeger, Director 226 Lowell Center, 608-263-2987 Contact 608-265-9992 or [email protected] 223-225 Lowell Center, 610 Langdon Street (For students) Contact 263-5700 or [email protected] Amy Kuether, Director of Academic Services 265-0519 or [email protected] Sheehan, Director of Workforce Relations 21 North Park Street, 608-262-3927 or [email protected] Office of Workforce Relations serves the University community by promoting mutual respect, encouraging a positive work environment, and assisting in resolving workplace issues through proactive intervention.

You are encouraged to report incidents or concerns to your human resources representative, supervisor, manager, department chair, director, or dean, as appropriate under the informal and formal processes.



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