Grievances

angry penguin

The University seeks to provide and sustain an environment conducive to the pursuit of scholarly inquiry and to advancing the University as an institution of higher learning. Effective performance of these central functions requires that faculty maintain the highest standards of professional conduct. The links below offer information and resources for (1) deans, chairs, and faculty who need to manage unacceptable behaviors, and (2) faculty who want to report that they are recipients of such behaviors.

Relevant Policies

Faculty Code of Conduct: Describes the (1) professional rights of faculty, (2)  professional responsibilities, ethical principles, and unacceptable faculty conduct, and (3) disciplinary procedures and sanctions.

Academic Personnel Manual: Describes the employment relationship between an academic appointee and the University of California, especially the policies associated with appointment, advancement, and promotion.

Academic Senate Bylaws and Regulations: Describes how the Academic Senate represents the faculty in the shared governance of the University of California.

For Those Who Wish to Address a Concern

On occasion, faculty members may encounter harrassment/discrimination, unfair treatment, violations of rights and privileges, or interpersonnal conflicts. The information below provides links to resources for seeking resolution.

  • Harrassment/Discrimination: The Office for the Prevention of Harassment and Discrimination (OPHD) resolves complaints of harassment or discrimination involving protected categories (e.g., gender identity, sexual orientation, race/ethnicity) other than  disability; the latter is addressed by the office of Disability Access & Compliance. 
  • Equitable Treatment: The Office for Faculty Equity and Welfare provides assistance with questions related to equitable treatment in merit and promotion reviews, and implementation of family leave policies.
  • Privilege and Tenure: The Academic Senate hears complaints regarding academic privilege, tenure, promotion, disciplinary action, and early termination.
  • Interpersonal Conflict: In cases of interpersonal disagreement, Faculty Ombudspersons provide confidential assistance and informal mediation. The Staff Ombuds Office also serves faculty in their capacity as managers or if the conflict involves a staff member. Employee Assistance/Be Well at Work is another confidential resource that can help faculty navigating difficult personal or workplace situations.

For Those in Positions of Authority

Deans, chairs, and faculty may find themselves in a situation in which they have (1) observed questionable behavior, or (2) have received a complaint of such behavior. It is important that you bring any issue of concern to the attention of Campus officials who can provide advice and assistance. The (Don't) Panic Sheet lists contact information for reporting:

  • Misconduct involving faculty, staff, or students 
  • Harrassment/discrimination on the basis of race, gender, age, religion, etc.
  • Faculty employment matters related to advancement
  • Emotional distress involving faculty, staff, or students
  • Research misconduct such as faslifying or fabricating data, or plagiarism
  • University liability including an intent to sue, injury, property damage, security breach, pulbic records request

For emergencies call UC Police Department: 911 (landline) or 642-3333 (cell).

Don't Ignore Unacceptable Conduct

It is especially challenging to manage repeated reports of undesirable behaviors that do not rise to the level of a formal investigation. After verifying that a formal investigation is not required, the dean, chair, or faculty should try to get the behavior to stop.

  • Meet with the individual: Let the individual know that you are aware of several complaints. If true, these complaints are of concern. If not true, it is important for the person to know that this is how he/she is being perceived.
  • Maintain confidentiality: Be careful to keep the identities of the informants private, especially if graduate students are involved. 
  • Follow up: Send an email to document the conversation, the points that you made, and the agreement to stop the unwanted behavior.
A great resource is: The College Administrators Survival Guide by C. K. Gunsalus