2,040: Abusive Conduct in the Workplace

Revised: April 2026

It is the policy of the University of Nevada, Reno to maintain a work environment that a reasonable person would consider free from abuse as described by the provisions, definitions, and procedures of this policy. This position aligns with the University’s efforts to maintain equitable educational opportunity, and nondiscrimination in programs, services, and use of facilities.

The University of Nevada, Reno, is committed to maintaining a safe work environment that is free from violence, intimidation, and threats of violence. Threatening, intimidating or violent behavior will not be tolerated and employees shall be subject to disciplinary action, up to and including dismissal, under Nevada System of Higher Education (NSHE) Code, NAC, or the University of Nevada Student Code of Conduct. Employees who violate this policy also may be subject to criminal prosecution.

Covered Persons

This policy applies to all employees, including but not limited to academic faculty, administrative faculty, state classified employees, student employees, graduate assistants, post-doctoral fellows, volunteers, affiliates, and all other persons under the jurisdiction of the University of Nevada, Reno to impose sanctions for behavior in the employment context, including agents, contractors, and subcontractors. Student employees who are in violation of this policy are also subject to the procedure detailed in the University of Nevada Student Code of Conduct.

Confidential and Other Resources

Confidential Resources – Individuals seeking confidential assistance may contact Employee Assistance Programs (EAP) or other designated confidential counselors. These professionals will not share information without consent, except as required by law.

Other Resolution Resources – Offices such as Human Resources' Employee Relations (for all employee types), the Faculty Senate (for all University faculty), the Dean of the Graduate School or department Chair (for all graduate students), and the Dean of Students (for all undergraduate students) provide impartial and informal problem-solving assistance. These services may include strategies to resolve and prevent disputes, identification of options and information, effective communication coaching, mediation, group facilitation, and resource referrals. While conversations with these offices are generally private, they are not legally confidential.

Definitions

Abusive Conduct: Abusive conduct in the workplace is repeated offensive, negative or malicious behavior by words or actions that undermines an individual or group through persistently harmful treatment. The behavior is intended to undermine, patronize, humiliate, embarrass, intimidate, exclude, or degrade the recipient. Abusive conduct, as defined in this policy also includes “Cyber-bullying,” which is defined as abusive conduct that occurs online or is carried out through electronic communications and/or social media.

  • Words or actions that may cause a person discomfort or distress do not necessarily constitute abusive conduct.
  • Behavior that is unfriendly, dismissive, or abrupt is not abusive conduct unless it is carried to such an extreme that a reasonable person would feel fearful, intimidated, or physically or mentally harmed by it.
  • Criticism, complaints, and negative feedback are not considered abusive conduct when they are reasonable, legitimate, and proportional, and directly address issues of workplace performance and/or conduct.
  • Employees are expected to meet the reasonable performance and behavior standards of their position, and requiring a person to meet those expectations is not abusive conduct under this policy.

NSHE and the University policies prohibit unlawful discrimination and harassment. While workplace abusive conduct can be intertwined with unlawful discrimination and harassment, abusive conduct behavior can occur apart from those other forms of misconduct. Workplace abusive conduct that does not constitute unlawful harassment or discrimination is prohibited by this policy.

Freedom of Speech: The University values and promotes freedom of expression and inquiry as provided under NSHE Code, state, and federal laws. Nothing in this policy is intended to limit or restrict a person’s First Amendment rights or right to academic freedom. However, such rights do not include the right to engage in workplace abusive conduct.

Intimidation: Engaging in actions that include but are not limited to behavior intended to frighten, coerce, or induce duress.

Reasonable Person: A person under similar circumstances and with similar personal and professional identities to the recipient.

Retaliation: The University does not tolerate, and this policy expressly prohibits, retaliation against employees making good faith reports as provided for in this policy, even where the concerns are ultimately unsubstantiated. False reports or reports not made in good faith or that are found to have been made with malicious intent are also a violation of this policy.

Threat: The expression of intent, whether direct or indirect, to cause physical or mental harm whether verbal, written or a gesture that would cause a reasonable person to fear for their safety or the safety of others. Such an expression constitutes a threat without regard to whether the party communicating the threat has the present ability to carry it out and without regard to whether the expression is contingent, conditional, or future.

Violent behavior: A physical assault on a person or a physical action intended to damage property. Unwanted or hostile physical contact such as hitting, fighting, grabbing, pushing, shoving, or throwing objects. Violent behavior does not include lawful actions of self-defense or the defense of others.

Workplace: Any location where a University employee is acting in the course or scope of their employment or any place owned, leased, rented, or occupied by the NSHE Board of Regents on behalf of the University of Nevada, Reno. This includes, but is not limited to, buildings, grounds, and surrounding perimeters, including parking lots, field locations, and classrooms. Vehicles utilized for University-related purposes are also included.

Policy Provisions

The determination of whether abusive conduct has occurred is highly dependent upon the facts and circumstances surrounding any given situation. Some examples of abusive conduct may include, but are not limited to, behavior when repeated or persistent such as:

  • Shouting at, ridiculing, or demeaning others.
  • Name-calling and attacks on one’s character.
  • Mocking, chastising, or denigrating someone in front of others.
  • Undermining or sabotaging the work performance of others.
  • Excluding or marginalizing someone from professional roles and opportunities without due cause.
  • Spreading false or sensitive information about another.
  • Intruding on a person’s space by tampering with their personal effects or work equipment.

Supervisor Action Protocol

Supervisors must receive mandatory training on abusive conduct prevention and relevant administrative responsibilities. Compliance with this policy is mandatory.

Supervisors have an administrative responsibility to:

  • Prevent abusive conduct within their areas of responsibility.
  • Act immediately when abusive conduct is observed or reported.
  • Assess immediate risk to health or safety.
  • Maintain accurate records.
  • Protect employees from retaliation.
  • Maintain confidentiality.
  • Notify the University Center for Civil Rights & Equal Access within two business days.
  • Submit all documentation.
  • DO NOT attempt informal resolution without the University Center for Civil Rights & Equal Access approval for serious allegations.
  • Cooperate with investigations.
  • Continue monitoring workplace behavior.

Failure to act may result in disciplinary action.

Employees are Expected to:

  • Treat others with respect.
  • Refrain from abusive conduct or behavior.
  • Report abusive conduct incidents promptly.
  • Cooperate with investigations.

Reporting

  1. Any employee at the University who believes they are a target of workplace abusive conduct or who witnesses or directly learns of an incident of workplace abusive conduct is strongly encouraged to report it to the University Center for Civil Rights & Equal Access. Reports should include the most recent event having occurred within the previous 300 calendar days.
  2. Complaints are filed with the University Center for Civil Rights & Equal Access in person or by completing the online Incident Report, located on the University Center for Civil Rights & Equal Access’ webpage. Individuals wishing to report a concern are encouraged to do so as soon as possible following the incident(s).
  3. More than one reporting party, more than one responding party, and/or more than one supervisor may be involved in the abusive conduct complaint process. Singular references herein may be taken as plural as the context requires. As used herein “reporting party” means the person(s) reporting the responding party’s behavior, and “responding party” means the person(s) alleged to have engaged in abusive conduct.
  4. If the reported issue involves threats of physical assault or harm, or imminent danger of harm, the individual or supervisor should immediately contact University Police Services, Northern Command.
  5. Individuals who experience or witness such conduct prohibited under this policy shall report the behavior to one of the following reporting units; University Police Department-Northern Command, the University Center for Civil Rights & Equal Access, Human Resources, or to their supervisor (if the violent behavior or threat of violence is being done by a direct supervisor, the employee may report the conduct to the supervisor of the direct supervisor). If there is (1) an emergency, (2) a situation where violence or hostility is in progress, or (3) an immediate threat, the individual should call 911 immediately.
  6. When a supervisor or administrator becomes aware of a threat or violent act as prohibited under this policy, the supervisor must take immediate action and report the conduct to the University Police Department-Northern Command, the University Center for Civil Rights & Equal Access, Human Resources, or the Office of the Provost.

Formal Investigation

The reporting party must submit a complaint following the process described above if they wish to pursue the matter.

The University Center for Civil Rights & Equal Access will evaluate the nature of the complaint to determine the validity of alleged behavior and if it meets the definition of abusive conduct under this policy. If it does not, the University Center for Civil Rights & Equal Access will dismiss the complaint in writing to the parties and no further action shall be taken. Notwithstanding to foregoing, (1) if the alleged behavior is proscribed by Title IX, the University Center for Civil Rights & Equal Access must report the conduct to the University Title IX Coordinator, and (2) if the alleged behavior may constitute a violation of any provision of state or federal law, the University Center for Civil Rights & Equal Access will advise the University General Counsel who, in consultation with the University Center for Civil Rights & Equal Access, will determine the appropriate next steps.

Resolution

  1. The resolution process requires that the University Center for Civil Rights & Equal Access make reasonable inquiry into the facts, document what is discovered, and provide a recommendation of appropriate action to the supervisor and the Office of the Provost. Related complaints or incidents may be combined for purposes of inquiry, resolution, and/or review/ Interim protections or measures may be necessary prior to or during the investigation. These interim protections or measures should be implemented in accordance with University procedures.
  2. The University Center for Civil Rights & Equal Access shall begin the inquiry promptly upon learning of the complaint, conduct the inquiry expeditiously, and prepare a confidential, written report. The responding party will be advised of the relevant allegations in the complaint and will be reminded that retaliation is prohibited by this policy. A Letter of Notification of Findings will be provided simultaneously to both parties within a reasonable time after completion of the report.
  3. The confidential report will include, at a minimum, the following information:
    1. Identities of all parties involved;
    2. Nature and substance of allegations;
    3. Reasonable inquiry process, including witnesses interviewed, and relevant documentation obtained;
    4. Summary of the facts;
    5. Final determination of whether the Abusive Conduct in the Workplace policy was violated;
    6. Recommendation of action to be take.
  4. If the determination is that abusive conduct is substantiated, then it shall be documented, and action shall be taken promptly to address the situation. The reporting party, the responding party, and the supervisor in abusive conduct cases, shall be notified in writing that the complaint was reviewed, and appropriate action shall be taken to reach resolution in the matter.
  5. Based on investigative outcomes, supervisors must:
    1. Implement corrective measures (coaching, mediation, role changes).
    2. Enforce disciplinary actions where required.
    3. Communicate outcomes to affected parties (within confidentiality limits).
    4. Conduct follow-up check-ins at 30, 60, and 90 calendar days and report results to the University Center for Civil Rights & Equal Access.
    5. Ensure behavior has ceased.
    6. Report recurring or systemic issues to the University Center for Civil Rights & Equal Access.
  6. Appropriate action in response to substantiated abusive conduct is dependent upon the nature and severity of the behavior that has been substantiated. Such actions may include:
    1. Counseling one or both parties;
    2. Requiring attendance at an appropriate training about workplace behavior;
    3. A letter of instruction that is shared only with the responding party; and/or
    4. Possible disciplinary sanctions under Chapter 6 of the NSHE Code Title 2.
  7. If the determination is that the facts do not substantiate a charge of abusive conduct, this shall be documented and communicated to the parties simultaneously.
  8. Retaliation against any person who reports bullying or participates in an investigation is strictly prohibited and will result in disciplinary action.

Resources