Human Resources: New Abusive Conduct Policy

 Colleagues, 

After several years of dedicated effort, including extensive systemwide discussion review, a new Presidential Policy on Abusive Conduct in the Workplace became effective on Jan. 1, 2023.

This policy applies equally to faculty, staff and student employees. The Abusive Conduct Policy covers abusive conduct and retaliation by and against members of the university community in the workplace. The policy prohibits retaliation against any person who, in good faith, reports abusive conduct, assists someone with a report of abusive conduct, or participates in an investigation or other process under the policy. 

The University of California is committed to promoting and maintaining a healthy working and learning environment in which every individual is treated with respect. Abusive Conduct (also known as bullying) interferes with individuals' ability to learn, teach, research and work. Abusive Conduct in violation of this policy is prohibited. In his policy issuance letter, President Drake stated that this policy represents a critical step toward "strengthening an inclusive, respectful, and safe university community" and "expanding opportunity and excellence." 

The content of this policy will be familiar to many because of its similarities to existing campus staff policy and faculty guidelines on abusive conduct. Notably, this new policy applies uniformly to all university employees, including student employees. Local procedures, including an updated website will be available in the coming weeks. UC ANR Employee and Labor Relations will intake complaints of abusive conduct.     

A series of new training materials also has been developed and will be released shortly. These include a required training for all employees, which must be completed in the UC Learning Center within 90 days of its release. In addition, we will provide materials about supervisor training, a video series, and a website with a repository of systemwide and location-specific resources.  

In addition, for confidential support if abusive conduct has been experienced, the following offices are good places to start: 

• Ombuds Office – The Ombuds Office is a confidential, independent, impartial, and informal problem-solving and conflict management resource for all members of the UC Davis, UC Davis Health and UC ANR communities.
• Academic and Staff Assistance Program (ASAP) - The Academic and Staff Assistance Program offers confidential, cost-free assessment, intervention, consultation and referral services to all UC ANR employees and their immediate families.

• Center for Advocacy, Resources & Education (CARE) – If you or someone close to you has experienced sexual harassment or any form of sexual violence, CARE advocates are able to provide confidential help with processing emotions, going over reporting options, resource referral and more.

For additional information, please contact Ian Smith at ljsmith@ucanr.edu or humanresources@ucanr.edu, or view the full text of the Presidential Policy on Abusive Conduct in the Workplace, including the Frequently Asked Questions, available on the UCOP website. 

Glenda Humiston
Vice President

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