Definition of Abusive Conduct/Bullying

For purposes of this definition, the terms “abusive conduct” and “bullying” are synonymous.

“Abusive conduct is defined as unwelcome conduct of any sort directed at another that: is severe, pervasive or persistent; is unrelated to or exceeds reasonable expectations of the University’s legitimate academic, employment, and institutional mission; and is of a nature that would cause a reasonable person in the victim's position substantial emotional distress and undermine his or her ability to work, study or participate in his or her regular life activities. This conduct includes physical, verbal, written, phone calls, text messages, emails, and social media postings. The intent of the person who is causing harm through bullying is not the determinant of whether or not bullying occurred.  It is the impact on the person who was harmed, using a “reasonable person” standard.  

In determining whether conduct is abusive, the University will examine the totality of the circumstances surrounding the conduct, including: its frequency, nature and severity; the relationship between the parties; and the context in which the conduct occurred. Isolated incidents of inappropriate conduct will seldom rise to the level of abusive conduct unless they are particularly severe or egregious.”

The following non-exhaustive list includes conduct that may constitute bullying under this definition. These examples are not part of the definition and used only for guidance:

  • Public or personal tirades;
  • Repeated and aggressive communications that demand an immediate response, absent a time sensitive emergency, outside of reasonable expectations of the role;
  • A pattern of yelling, screaming, threats or insults;
  • Demeaning comments about personal characteristics, such as appearance, habits or interests;
  • Deliberate and repeated humiliation;
  • Excluding, isolating and marginalizing conduct;
  • The use of abusive, insulting or offensive language, including certain slurs or epithets;
  • Interference with matriculation, graduation or promotion that is unwarranted or undeserved based on performance;
  • Demanding that an individual undertake tasks that are inconsistent with the nature and scope of the individual’s responsibilities;
  • Being assigned tasks punitively or inappropriately
  • Discontinuing funding without appropriate reason
  • Unreasonably denying or discouraging breaks or the use of earned time off; or
  • Threatening to cancel a visa or fellowship without appropriate reason.
  • Attempting to force someone to leave their job by engaging in coordinated group behaviors or “mobbing” that includes any of the above examples.

The following non-exhaustive list includes examples of conduct that do not by themselves constitute, absent additional factors, bullying under this definition:

  • Actions such as academic appraisals, performance reviews (including negative performance reviews), and making work assignments;
  • Other work-related decisions, such as moving work areas or changing work colleagues;
  • Failure to engage in social niceties in ways that may be considered signs of “incivility” or “lack of collegiality,” such as failing to greet colleagues; or
  • Being assertive, being strong-willed or failing to offer what some may see as appropriate deference.