Policies

Civility and Bullying Policy

Policy Purpose

Farmingdale State College strives to create an environment where each person’s individual dignity is valued. The College is dedicated to providing a workplace that values the health, dignity and well-being of all employees. This policy defines workplace bullying, establishes standards for prevention of workplace bullying, and outlines procedures for responding to and reporting incidents of bullying.

Persons Affected

Faculty, Staff, Students

Policy Statement

Farmingdale State College will not tolerate bullying behavior directed toward any employees. All employees have a responsibility to behave in a respectful and civil manner (see civility standards section below), and all employees have the right to a workplace that is civil and free of bullying behaviors.

Any employee found in violation of the provisions of this policy shall be subject to discipline up to termination of his/her employment, consistent with the terms and conditions of the applicable Collective Bargaining Agreement (CBA), if any.

Further, retaliatory action against anyone who has, in good faith, reported bullying, or who has been involved in reporting, investigating, or responding to bullying, is a violation of this policy. Those found responsible for any retaliatory action will be subject to discipline up to and including termination consistent with the terms and conditions of the applicable CBA.

Civility Standards:

Expected and acceptable communications/behaviors include but are not limited to:

• Holding yourself and others accountable to Farmingdale State College’s mission, vision and core values.
• Interacting with others in a considerate, patient and courteous manner.
• Promoting equality and acceptance of people from diverse backgrounds.
• Demonstrating a caring and positive attitude: smile, greet and acknowledge others, make eye contact, say please and thank you; give recognition and praise.
• Respecting confidentiality and privacy at all times.
• Working together by promoting cooperation, participation and sharing of ideas and information to promote team success.
• Fostering open and honest communication, and being honest and truthful at all times.
• Actively listening to the perspective of others and seeking to resolve conflicts promptly.
• Apologizing when mistakes are made or misunderstandings have occurred.
• Using proper channels to express dissatisfaction.
• Promoting an environment that includes respect for differences which are valued and/or protected. These include: age, race, creed, religion, color, national origin, ethnicity, sexual orientation, predisposing genetic characteristics, marital status, gender/sex, disability, familial status, pregnancy, arrest record, conviction record, genetic disposition, gender identity, workers with care-giving responsibilities, and military status (including Vietnam-era veterans, special disabled veterans and other eligible veterans).
• Being knowledgeable with and following applicable policies and procedures (e.g., Workplace Violence, Domestic Violence and the Workplace, Affirmative Action, Code of Ethics).

Complaint Process:

Bullying should be reported on the attached “Workplace Violence and/or Civility & Bullying Incident Report Form”. This form can be turned in to either Human Resources or University Police. An acknowledgement will be sent upon receipt of the form. A response to the complaint will be provided to the employee within fourteen days after an investigation is completed

Procedures

Guide for Reporting Incidents

Supervisors should consult with Human Resources when dealing with disruptive employee behavior.

The Employee Assistance Program can provide help and support in all situations except those involving violence to self, others, or property.

The Office of Affirmative Action will provide assistance with unfair treatment, reporting sexual harassment or civil right discrimination.

When A Co-Worker, Manager, Supervisor	University Police 911	HR Office	Supervisor
Poses immediate threat to self or others	X
Writes or verbalizes direct threat	X	X	X
Displays anger or hostility		X	X
Brandishes weapon	X
Makes statements showing fascination of disruptive behaviors or workplace violence	X	X	X
Makes statements indicating desperation to the point of contemplating suicide	X
Exhibits intimidating, belligerent, harassing, bullying, or other inappropriate or aggressive behavior		X	X
Throws or hits objects		X	X
Is involved in numerous conflicts or is verbally abusive, uses profane language, or is disrespectful		X	X
Injures another person physically	X	X
Is unable to take criticism of poor job performance		X	X
Persistently complains about being treated unfairly		X	X
Interrupts meetings or trainings with inappropriate comments		X	X
Is sabotaging projects, computer programs, or equipment		X	X
Elicits fear reaction from co-workers/clients	X	X	X
Consistently uses demeaning language toward another employee		X	X

Definitions

Workplace bullying is defined as repeated behavior that intentionally intimidates, degrades, humiliates or isolates people at work, or undermines their reputation or job performance. It may undermine the health, dignity and well-being of employees. Bullying can lead to aggression and workplace violence. It takes many forms including, but not limited to:

• Incivility – rude or discourteous behavior toward an individual or group
• Harassment – behavior directed toward an individual or group with the intent to annoy, alarm, manipulate, control or abuse
• Intimidation – threats of imminent or future harm toward an individual or group
• Exclusion – socially or physically excluding or disregarding a person in work-related activities
• Humiliation – belittling or demeaning others through ridicule or spiteful remarks

While bullying is typically defined as repeated behaviors, there are times when a behavior is so egregious that it need only happen once to be considered bullying.

Note: It is not considered bullying when a supervisor is firm in instructing and directing an employee.

Related Documents

Workplace Violence and/or Civility & Bullying Reporting Form

Responsible Office

Human Resources

Policy History

Effective Date: July 13, 2016