(A) Bullying and harassment may occur “face-to-face,” by written communications and email, phone and automatic supervision methods, if these are not applied universally to all staff, e.g., the recording of telephone conversations or computer recording of downtime from work.
(B) (1) BULLYING is generally behavior that is identified as a misuse of power. Bullying is primarily intimidating in nature, but may also be insulting, offensive or malicious. It is frequently recognized through the abuse or misuse of power through means intended to undermine, humiliate, denigrate or create a detriment for the employee. Bullying may occur as an isolated incident, but is commonly persistent.
(2) Examples of bullying covered by this policy are:
(a) Physical violence against a person;
(b) Damage or theft of personal belongings;
(c) Spreading malicious rumors;
(d) Ridiculing or demeaning someone;
(e) Exclusion or victimization;
(f) Persistent, unnecessary criticism;
(g) Making inappropriate, personal comments;
(h) Blocking leave or training applications without valid reasons;
(i) Shouting at colleagues in public or in private;
(j) Overbearing supervision; and
(k) Making threats or comments about job security without foundation.
(C) HARASSMENT is generally described as conduct or behavior that is unwelcome, unwarranted and detrimental to the well-being and self-esteem of the person affected. Harassment may be related to age, sex, race, disability, religion, ethnic origin, nationality or any personal characteristic of the individual. Harassment is normally unlawful, as it is commonly unwarranted behavior covered by certain legislation. Specific types of harassment may be in breach of the Civil Rights Act of 1964 (Title VII), the Americans with Disabilities Act of 1990, the Age Discrimination in Employment Act of 1967 and I.C. 22-9-1.