7.17 General Harassment for AFSCME - Council 5 Overview
Intentional behavior, whether physical or verbal by one employee toward an AFSCME-Council 5 bargaining unit member which has the purpose of interfering with the bargaining unit member's work performance or creates an intimidating, hostile, or offensive environment constitutes a violation of state university policy.
Timelines
Timelines for reaching a decision may be extended by the investigating supervisor for reasonable periods of time. The complaint file should contain the specific reasons for delays.
Final Decisions
Decisions by the Vice President and/or President are to be deemed the final determination of the university.
Sanctions
Employees in violation of system policy will be subject to disciplinary action, up to or including separation when appropriate.
Procedure
- Complaints should be filed according to the chain of supervisory responsibility at the first appropriate level.
- Supervisors will attempt to resolve allegations of general harassment within ten working days.
- AFSCME-Council 5 members may have bargaining unit representation at his/her request.
- If an employee is dissatisfied with the resolution, they may appeal within five working days to the unit/department vice president where complaining party is employed.
- The vice president has ten workings' days to review and issue a final decision.
