Or intimidating behavior

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.

The College is committed to providing faculty and staff with a safe environment free from threats, intimidation and violence as described in this policy.

If upon investigation of the complaint, discipline or dismissal is appropriate, the divisional human resources representative, in conjunction with the employee’s supervisor, may initiate the disciplinary or dismissal process.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.However, the employee is free to note any other behavior or communications that may be considered hostile or intimidating during this time, and it may be considered during the formal process, below.If a complaint about unwelcome behavior is being handled informally, and there is a dispute about whether the alleged behavior constitutes a violation of these rules, the person or body handling the matter will seek advice from the OHR and inform those concerned.

Search for or intimidating behavior:

or intimidating behavior-70

Certain violence-related behavior is prohibited under criminal or civil law.

Leave a Reply

Your email address will not be published. Required fields are marked *

One thought on “or intimidating behavior”