Possible QCC Policy on Bullying
In an institutional setting bullying behavior can exist, persist, and even flourish when certain conditions are met. They include:
- No anti-bullying policy
- No process in place for filing reports, complaints, or queries
- No penalties for bullying behaviors
- No protections against retaliation for those reporting on bullying or making complaints
These conditions exist at this time at QCC.
The Academic Senate Standing Committee on Environment, Quality of Life and Disability Issues will be considering what if anything is to be done to support a climate of mutual respect and intolerance for bullying at the College. The Committee has formed a sub-committee that will be consulting with officials in CUNY and the Professional Staff Congress and examine proposed New York State legislation and CUNY actions and policies at colleges in this country.
The members of the Subcommittee of the Academic Senate Standing Committee on Environment, Quality of Life and Disability Issues are: Matthew Lau, Maria Mercedes Franco, Frederica Goldoni, Joan Peterson and Clara Wajngurt.
In addition The members of the QCC PSC Chapter Bullying Committee are: Maria Mercedes Franco, Edgar DeCastro, Monica Trujillo and Clara Wajngurt
Anti-Bullying policies exist at:
- Worcester State University (Anti-Bullying and Harassment Policy)
- University of Kansas (development of anti-bullying model)
- University of Delaware
- Westchester University
- Rutgers University (working on one)
- University of South Carolina at Columbia
The more of these characteristics of the behavior that is claimed to be bullying that there are, then the more likely it is accepted as bullying:
- Person who is confronted( or victimized) is in an inferior position to the person exhibiting the behavior
- Person who is confronted is the target of systematic negative social acts
- Health (mental and/or physical) harming treatment, thereby mistreatment
- Verbally abusive behavior, offensive verbal and non-verbal conduct which can be seen as threatening, humiliating or intimidating
- Work interference and /or sabotage which prevents work from being done
- Repeated misuse of a power situation over another
- Abusive acts occur repeatedly
- Abusive acts occur regularly
- There is an escalation in the manner , severity, frequency of the abusive behavior
- Falsely accusing someone of errors or non performance of acts that were performed
- Deliberate failure to publically acknowledge the individual’s contributions, thoughts and feeling with regard ot a project
- Using a “silent treatment” or ostracism
- Use of a different standard of evaluation in order to support criticisms and low evaluation scores
- Creation of new rules to apply to the person being bullied
- Creation of new rules to apply only to the person being bullied
- Appling rules only to the person being bullied to support criticisms and low evaluations
- Refusal to acknowledge satisfactory work
- Downgrading a person’s performance
- Constant criticisms
- Encouragement of others to turn against an individual
- Disrespect for the individual
- Forced overwork
- Disregard of individual circumstances
- Threats and intimidations
- Denying opportunities to individuals
- Taking credit for the work of the individual who is denied credit
- Taking advantage of the individual
- Intimidating behaviors including staring and glaring frequently and without provocation
Bullying is not
- Reasonable feedback of one’s performance.
- Holding an employee to reasonable workplace rules and standards.
- A demonstration of proper control and authority.
- Legitimate disciplinary action.
- A common conflict in the workplace.
- A disagreement between a supervisor and one’s subordinate.
UPDATE (SUMMER 2014): To view a draft of a proposed anti-bullying policy click HERE