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Healthy workplaces and how to report concerns
Healthy workplaces and how to report concerns
Strengthening an inclusive, respectful, and safe university community is one of President Drake’s top priorities for the University of California. On Jan. 1, 2023, UC’s Presidential Policy on Abusive Conduct in the Workplace was put in place as a necessary step toward that goal.
As President Drake explained in his letter to chancellors, “abusive conduct undermines the University’s ability to achieve inclusive excellence.” He called on all members of the University community to “understand the risk that abusive conduct poses to the University’s ability to thrive as an institution.”
UC’s resources for addressing abusive conduct
A central tenet of the University’s policy is the commitment to respond promptly to allegations of abusive conduct, give them the serious attention they warrant and address them in accordance with applicable University policies and procedures. You can find more information about training and reporting resources at your location and below.
The University provides confidential resources to individuals who witness or experience abusive conduct. They may consult with these confidential resources before making a report or at any point. Meeting with any confidential resource is not considered making a formal report and will not lead to an investigation.
Faculty & Staff Assistance Programs, also known as Employee Assistance Programs, are confidential resources that provide assessment, consultation, counseling and referrals regarding work and personal stress or emotional concerns that are interfering with an individual’s ability to work in their professional Workplace or academic setting.
Ombuds offices also provide confidential, impartial, independent, and informal conflict resolution and problem-solving services. Although Ombuds offices are independent from and do not share information with formal compliance and complaint processes, Ombuds may assist individuals with identifying the applicable offices identified by local procedures and additional location support resources.
To report conduct that is sexual in nature or based on gender, gender identity, gender expression, sex- or gender-stereotyping, or sexual orientation, please work with your location’s Title IX Office.
To report conduct based on one or more protected categories outlined in the University’s Discrimination, Harassment, and Affirmative Action in the Workplace policy, please work with your local Equal Employment Opportunity/Affirmative Action office.
There is no time limit to submit a report, and you should report incidents even if significant time has passed. However, the sooner the University receives a report, the better able it is to respond, investigate, remedy, and impose discipline, if appropriate.