There are several possible approaches to take in addressing hostile and intimidating behavior.
- Consult with resources (either local or campus) to gather information on options for an informal resolution.
- Directly approach the individual whose behavior is unwelcome. Tell them how their behavior affected you and tell them that you don’t want it to happen again.
- Rather than approach the individual yourself, you may ask for an “intermediary” – a trusted colleague at the department, school/college/division, or campus level – to do so on your behalf.
- A related approach would be to bring the matter to your supervisor, your chair, or – if the person involved is the supervisor or chair – the associate dean or HR representative to seek their advice.
- Designated HIB liaisons can serve as a confidential source of guidance in pursuing any of the above methods.
To request a formal investigation of a HIB violation and/or learn more about the investigation process, visit HIB Investigations – Office of Compliance – UW-Madison.
- Research or scholarly misconduct: some actions contributing to hostile and intimidating behavior may constitute research misconduct, for which additional actions and processes apply. The Research Integrity Officer oversees the handling of research misconduct allegations. Reporting of research misconduct may be combined with other approaches described above, as needed.
- If you believe the hostile and intimidating behavior is based on a protected status (such as race, sex, age, disability, etc.) and you would like to pursue a formal discrimination complaint (instead of or in addition to a HIB complaint), you can file a complaint with the Office of Compliance at 608-265-6018.
- If you are a staff member who has been bullied by a faculty member, you may pursue any of the approaches outlined above. If you’re using the informal process, it’s the same regardless of whether the person involved is faculty or staff. If you’re using the formal process, the steps are the same, but in order to assure due process, the governance bodies and policies that apply are the ones for the person accused of HIB. (So, if you’re a staff member who has been subject to HIB by a faculty, the faculty member is entitled to due process under FP&P chapters 8 or 9; if you’re a faculty member who’s been bullied by a member of the academic staff, the staff member has due process under ASPP chapters 6 and 7.)
Any questions related to the investigative process can be direct to the Office of Compliance at OC_CaseManager@wisc.edu