University Policy 3002: Respectful Workplace

Category: Human Resources
Subcategory: Rights & Responsibilities
Covered Individuals: Employees
Responsible Executive: Vice President & Chief of Staff
Policy Custodian: Office of Human Resources, Sr. Associate Vice President of Human Resources
Last Revised: 2026/11/06
Previous USU Policy Number: 321
Download the PDF File for Policy 3002

3002.1 PURPOSE AND SCOPE

Utah State University (USU) is committed to maintaining a work environment that encourages mutual respect and facilitates collegial relationships. To build and promote trust, all USU Employees are collectively responsible for setting a positive example and avoiding Disrespectful Behavior and Abusive Conduct, including Bullying, and any other behavior that would reasonably offend, intimidate, embarrass, or humiliate others, whether deliberate or unintentional.

Supervisors are responsible for managing their teams in a manner that promotes operational efficiency, maintains a respectful and professional workplace, and ensures compliance with this Policy. Nothing in this Policy limits USU’s authority to manage Employees through its Supervisors and leadership. Performance management, work assignments, performance evaluation, and disciplinary measures undertaken for legitimate business purposes do not, by themselves, constitute Disrespectful Behavior, Abusive Conduct, and/or Bullying. Employees in supervisory or leadership roles must carry out these responsibilities in a manner consistent with the principles and expectations of this Policy and USU Policy 3011: Reporting Improper Conduct and Retaliation, prohibiting retaliation.

3002.2 POLICY

University-Related Interactions should be conducted with courtesy, civility, decency, and a concern for personal dignity. Disrespectful Behavior and/or Abusive Conduct will not be tolerated.  Employees are expected to use professional language, obtain consent from all parties before recording any interactions, and prevent the unauthorized access of university and/or Employee information by individuals or groups who do not have the organization’s authority to access such information, subject to Policy 3011: Reporting Improper Conduct and Retaliation.  (see USU Policy 3004: Employee Privacy and Confidentiality and USU Policy 3016: Information Privacy).

All Employees are expected to complete training at least annually on preventing Abusive Conduct in the workplace. Employees violating this Policy are subject to disciplinary action up to and including termination of employment per USU Policy 3001: Setting Expectations and Managing Performance (benefit-eligible staff employees), USU Policy 4006: Academic Due Process: Sanctions and Hearing Procedures (faculty), or USU Policy 3305: Employment at Will (at-will employees), as applicable.

Issues regarding sexual harassment will be investigated and managed in accordance with USU Policy 2102: Sexual Harassment. Issues regarding discrimination will be investigated and managed in accordance with 2101: Discrimination based on Protected Characteristics.

2.1 Maintaining Professional Boundaries

Employees are expected to maintain Professional Boundaries that support respectful and effective working relationships.

Employees are expected to reasonably respect communicated boundaries regarding physical space, personal privacy, and personal time, consistent with legitimate workplace responsibilities and operational needs.

Employees with authority in supervisory, evaluative, instructional, and advisory, or other authoritative roles have a heightened responsibility to maintain appropriate boundaries and avoid conduct that may compromise professional judgment, objectivity, or another individual's ability to participate comfortably and effectively in the workplace.

Professional Boundaries do not prohibit mutual friendships, collegial relationships, appropriate expressions of support, or reasonable social interactions. Concerns will be evaluated in context, including the nature of the relationship, differences in authority or influence, communicated boundaries, and the impact of the conduct on the workplace.

Supervisors or Employees with questions or concerns about maintaining Professional Boundaries may contact the Office of Human Resources for guidance.

2.2 Reporting and Resolution of Disrespectful Behavior and/or Abusive Conduct

If an Employee is subjected to and/or observes Disrespectful Behavior or Abusive Conduct of another by an individual or group of individuals, the Employee should first attempt to resolve concerns by discussing their concerns or observations with their immediate Supervisor. The immediate Supervisor will evaluate the nature and extent of the issue and take appropriate action to resolve it, including informal and formal measures contemplated in Policy 3001: Setting Expectations and Managing Performance, referral to HR for investigation, etc.

If an Employee does not feel comfortable contacting their immediate Supervisor, the Employee may contact a manager within their Reporting Chain. Alternatively, the Employee may contact the Office of Human Resources to discuss their concerns or observations. The Office of Human Resources will evaluate the nature and extent of the issue and collaborate with the appropriate leadership and Employee(s) to determine appropriate action to resolve it, which may include workplace reviews, facilitated conversations, formal reviews and/or investigations.

Behavior alleged to be in violation of this Policy will be evaluated in context and on a case-by-case basis taking into account any mitigating, aggravating, and compounding factors consistent with the Employee Relations Sanctioning Guidelines.

Abusive Conduct investigations are considered private and/or confidential, and must be handled in adherence to USU Policy 3004: Employee Privacy and Confidentiality. Specifically, participants are prohibited from discussing, sharing, or disclosing information obtained through or related to a University investigation with any person who does not have a legitimate need or legally protected basis to receive the information.

Information should be limited to those responsible for investigating or addressing the matter, appropriate University officials or Supervisors, and a participant’s legal counsel, healthcare provider, or other person with whom communication is protected by law.

Anyone involved in an investigation must keep related information confidential, except as allowed by their rights and responsibilities. If evidence of criminal conduct is discovered in an investigation, the Office of Human Resources will consult with the Office of General Counsel and may refer the matter to the appropriate law enforcement agency. 

A formal investigation conducted by the Office of Human Resources may determine if Abusive Conduct occurred. At the conclusion of an investigation, with findings of Abusive Conduct, the Office of Human Resources will notify the relevant parties and their Supervisors of such findings. Additionally, they will provide the parties with information about how to request an Administrative Review of the findings.

Utah State University prohibits retaliation against any employee who, in good faith, reports a violation, participates in an investigation, or otherwise exercises their rights or responsibilities under this policy. See USU Policy 3011: Reporting Improper Conduct and Retaliation.

2.3 Administrative Review

An Employee investigated under this Policy may request an Administrative Review of any investigative findings.  Once Employees are notified of findings, they must submit a written request to the Office of Human Resources within 10 calendar days. The Office of Human Resources will select personnel who were not involved in the original Abusive Conduct investigation to serve as a review panel. The review panel will determine whether the Abusive Conduct investigative findings are reasonable, rational, and sufficiently supported by the evidence. The review panel must come to a final conclusion within 30 days of receiving the administrative review request. This conclusion is not subject to further review. Additional details are available in 3002-PR1: Respectful Workplace Procedures.

3002.3 RESPONSIBILITIES

3.1 Supervisors

Set expectations in their areas to ensure a safe, collegial, and respectful workplace for all Employees and address issues as they arise. If a Supervisor becomes aware of a situation within their area that may violate this Policy, the Supervisor should take appropriate steps to resolve the problem on an informal basis. If Informal Processes are not adequate to address the situation, then Formal Disciplinary Action should be utilized. (See USU Policy 3001: Setting Expectations and Managing Performance, which applies to benefited non-faculty Employees, and USU Policy 4006: Academic Due Process: Sanctions and Hearing Procedures, which applies to faculty).

Supervisors should ensure that their Employees complete training, at least annually, on the prevention of Abusive Conduct in the workplace.

3.2 Employees

Promote and preserve the reputation of the University by demonstrating respect toward all members of the campus community, including students, faculty, and staff. Employees must should respond to and report perceived Disrespectful Behavior and/or Abusive Conduct in accordance with this policy. All Employees are expected to complete training, at least annually, on the prevention of Abusive Conduct in the workplace.

3.3 Office of Human Resource

May investigate, make determinations, advise, assist, and/or mediate between Employees and departments in resolving violations of this Policy. The Office of Human Resources provides training for all Employees on the prevention of Disrespectful Behavior and/or Abusive Conduct in the workplace.

3002.4 REFERENCES

3002.5 RELATED USU POLICIES

3002.6 DEFINITIONS

  • Abusive Conduct. Verbal, non-verbal, or physical conduct of one party to another that, based on its severity, nature, and frequency of occurrence, a reasonable person would determine that it: (a) is intended to cause intimidation, humiliation, or unwarranted distress; (b) results in substantial physical harm or substantial psychological harm as a result of intimidation, humiliation, or unwarranted distress; or (c) exploits an Employee’s known physical or psychological disability.

  • Bullying. A form of Abusive Conduct. It is conduct that seeks to harm, intimidate, coerce, persecute, or torment; often repeated or habitual.

  • Disrespectful Behavior or Professional Boundaries Violations. May include conduct that is rude, dismissive, intrusive, demeaning, discourteous, or inconsistent with another person's reasonable boundaries regarding physical space, privacy, communication, or time. Such conduct may be inappropriate and warrant intervention or disciplinary action even when it occurs only once or does not cause substantial harm. Not every occurrence of Disrespectful Behavior or boundary violation constitutes Abusive Conduct. Repeated disrespectful or boundary-violating behavior, however, may become Abusive Conduct when its nature, severity, frequency, intent, or resulting harm satisfies that higher standard.

  • Employee. Any individual legally employed by Utah State University in any capacity.

  • Formal Disciplinary Action. Action as outlined in USU Policy 3001: Setting Expectations and Managing Performance for benefited non-faculty Employees and USU Policy 4006: Academic Due Process: Sanctions and Hearing Procedures for faculty.

  • Informal Processes. Any process that does not follow Formal Disciplinary Action set forth by USU Policy 3001: Setting Expectations and Managing Performance, or USU Policy 4006: Academic Due Process: Sanctions and Hearing Procedures (e.g., Performance Improvement Plan, Letter of Expectation).

  • Professional Boundaries. Reasonable limits that preserve appropriate distinctions between an Employee's professional role, authority, responsibilities, and personal relationships or interests, including reasonable respect for communicated boundaries regarding physical space, personal privacy, and personal time.

  • Reporting Chain. Levels of supervisory roles within a department or unit.

  • Supervisor. A person employed by Utah State University who has hiring authority and/or holds a position that directly supervises an Employee of Utah State University.

Information below is not included as part of the contents of the official Policy. It is provided only as a convenience for readers/users and may be changed at any time by persons authorized by the President, subject to review by the USU Policy Committee.

RESOURCES

Procedures

  • 3002-PR1: Respectful Workplace Procedures

Contacts

POLICY HISTORY

Original issue date: 1997/01/24
Last review date: 2026/11/06
Next scheduled review date: 2029/05/01
Previous revision dates: 1997/01/24; 2015/03/06; 2020/03/13; 2021/05/05; 2022/06/23; 2022/12/09