714职场欺凌 - OU管理政策和程序 - 365英国上市官网-365英国上市官网

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主题:	职场欺凌政策
数量:	714
授权机构:	总统
负责办公室:	人力资源
发行日期:	2016年12月
最后更新:	新政策
理由是: This administrative policy creates a process for reporting, investigating and resolving complaints related to workplace 欺凌. The intent of this policy is to stop workplace 欺凌 as quickly as possible in a just manner.
政策: This policy establishes 程序 for the reporting and intervention of workplace 欺凌.
适用范围及适用性: This policy applies to all faculty, 教职员及学生, when relating to work for the university, 无论是校内还是校外. 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.
定义: A “bully” generally describes a person who intentionally uses physical strength, 口头恐吓, or technology to frighten or hurt someone or who engages in exclusionary or obstructionist behavior. “Workplace 欺凌” generally means to intentionally insult, 威胁, 恐吓, embarrass or pressure a person by force, 嘲弄或嘲笑, or to intentionally use abusive language or behavior against someone in the workplace. Workplace 欺凌 can occur by physical act, or by verbal, written or electronic communication. Workplace 欺凌 generally does not arise: 从一个单一的事件. In connection with routine employment performance evaluations or their consequences. From the imposition of discipline in accordance with established employment policies and 程序.
程序: 教师, 工作人员, 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: They may choose to tell the workplace bully to discontinue their behavior. If they are not comfortable confronting the workplace bully, they can inform the department chair or immediate supervisor of the alleged bully. If the alleged bully works in a different division, the individual should also consider informing their immediate supervisor of the 欺凌 behavior. If they are not comfortable informing the department chair or immediate supervisor, they can report the 欺凌 behavior to University Human 资源. If the President is the alleged workplace bully, the individual can report the issue to the head of Human 资源 and/or the head of Internal Audit, 奥克兰.edu/audit/fraud-anonymous-tip-hotline/. 的报道欺凌 should be made as soon as possible so that the appropriate steps can be taken including but not limited to fact finding and investigation of the matter. Early reporting and intervention have proven to be the most effective methods for resolving workplace 欺凌. The University will not tolerate retaliation against anyone who acted in good faith and reported workplace 欺凌. If workplace 欺凌 is occurring, it will be stopped. The individual engaging in such bully behavior and anyone who retaliated against someone who reported workplace 欺凌 will be dealt with consistent with the policies, 程序, 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 程序, the terms of the collective bargaining agreement shall prevail.
相关政策及表格: OU美联社&P #710 Administrative Guidelines Prohibiting Discrimination OU美联社&P #711 Guidelines for Handling Discrimination Complaints OU美联社&P #712 Administrative Guidelines Supporting the Equal Opportunity Policy OU美联社&P #890 Use of University Information Technology 资源学生行为准则