Reporting Abusive Conduct at UCOP

Definition

Abusive Conduct: Harassing or threatening behavior that is sufficiently severe, persistent, or pervasive conduct in the workplace that denies, adversely limits, or interferes with a person’s participation in or benefit from the education, employment, or other programs or activities of the University.

Policy Text

The University of California (“University”) is committed to promoting and maintaining a healthy working and learning environment in which every individual is treated with respect. Abusive Conduct, including disruptive behavior, may erode morale and lead to stress; disrupt the functioning of the University community; and interfere with individuals’ ability to learn, teach, research, and work. Abusive Conduct may occur in situations in which the Respondent has more, less, or equal relative power or authority than the Complainant. Abusive Conduct in violation of this policy is prohibited.

Policy Coverage

The Abusive Conduct Policy and these guidelines apply to workplace conduct involving all members of the University community, including all employees, unpaid interns, and third parties.

Policy Owners

Policy Owners can be many and varied in scope. The Chief Human Resources Officer of UCOP Local Human Resources is responsible for administering this local procedure. The Employee and Labor Relations Manager (ELRM) of UCOP Local Human Resources or proxy is delegated responsibility for general management including investigating, resolving, and tracking reports.

Resolution Paths (Informal vs Formal)

Informal resolution serves as a voluntary path of support through UCOP Office of the Ombuds via submittal of Smartsheet or PDF intake form.

Formal resolution serves as a conventional reporting process through the supervisor, manager, or UCOP Local HR via submittal of Smartsheet or PDF intake form.

Reporting Process

Abusive Conduct Policy management consists of the following high-level process steps:

  1. Initiation
  2. Assessment
  3. Investigation
  4. Findings & Resolution

Initiation

UCOP Local HR encourages employees who believe they are subjected to or become aware of conduct they believe is abusive to promptly report it to their manager or any supervisor; or directly to UCOP Local HR utilizing forms as follows:

An individual may also report conduct believed to constitute Abusive Conduct via additional options to include but not limited to:

  • In Person with UCOP Local HR
  • APM-140 Non-Senate Academic Appointees, PPSM-70 Complaint Resolution, or Union Grievance 

When submitting a complaint, it is important to capture essential information to identify the elements of a potential violation of abusive conduct.

If an individual’s health and safety are threatened, please consider calling 911 for immediate support.

Assessment

Within a reasonable period (estimated to be 30 business days for most complaints) after receiving a report, a preliminary review of allegations as appropriate will be conducted to determine how to proceed and what options shall be considered for resolution. Reporter and/or Complainant shall anticipate next steps from HR via email (reportabusiveconduct@ucop.edu).

Investigation

After completion of an initial assessment, it may be determined that a formal investigation of the allegations is warranted. The initial assessment shall be no more than a limited factual inquiry, when appropriate, to determine how to proceed and whether an investigation is warranted.

Findings & Resolution

Following the completion of the investigation, the investigator will prepare a written report to identify whether the conduct at issue violated the policy. 

Contacts

Privacy and Confidentiality   

The University must balance the privacy interests of people involved in a report of Abusive Conduct against the need to gather information, ensure a fair process, and stop, prevent, and remedy the alleged conduct. In this context, the University protects people’s privacy to the extent permitted by law and University policies.