If a person believes they have experienced HIB, we encourage them first to talk directly with the person who initiated the behavior. The matter remains between the target and the initiator of the alleged HIB.
The interpersonal process generally applies to HIB but is not appropriate in all situations involving unwelcome conduct of another employee. For example, a victim of sexual harassment would not be expected to engage in the interpersonal process with the perpetrator.
If a witness reports HIB to a supervisor or HR representative, the situation may not be considered as a confidential matter.
There are two stages in the interpersonal option:
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1. Consultation
Consultation
- The reporter of HIB may decide to talk with their supervisor. The conversation may or may not be confidential, depending on whether the reporter asks for advice or asks the supervisor to take action. It can also depend on what information the reporter shares.
Note that in every context in which the word “confidential” is used in this document, confidentiality has its exceptions. For instance, if it were apparent that someone poses an imminent risk to their own or someone else’s safety, confidentiality would not apply. Matters that cannot remain confidential include, but are not limited to, sexual harassment, sexual violence, stalking, theft, workplace violence, domestic violence, and threats to safety. - If a supervisor feels the report of HIB is severe enough they must report it to their own supervisor or an HR representative, they should tell the reporter this.
- In such cases, the matter may go directly to the next level – Administrative Option.
Supervisors should inform their own supervisors that an employee told them about a situation involving HIB. They should respect the reporter’s request for confidentiality as much as possible.
Reporters can also talk with:
- HR professional in the school/college/division (consultation may not be confidential). When talking with HR, the reporter of HIB should say clearly if they want HR to take action, and they should consider if they want to share all details. HR professionals might be required to report instances of HIB or other behaviors that are serious. HR professionals should explain this at the beginning of the conversation.
- HIB liaison (consultation is confidential)
- Ombuds Office (consultation is confidential)
- Employee Assistance Office (EAO) (possible ‘duty to warn’ and other requirements they will explain during the meeting)
- A colleague or peer (employees can request the conversation be confidential, unless the behavior involves a matter that must be reported, such as sexual harassment, sexual violence, or stalking).
Consultation does not always lead to an action to find a solution. Sometimes the goal of consultation is simply to better understand what happened, how to resolve the matter, and—depending on the person or office consulted—how to maintain one’s well-being.
Consultations can happen at any stage in the interpersonal, administrative, or formal process.
2. Attempt at resolution
Attempt at resolution
The reporter may decide that a direct conversation with the person who allegedly initiated HIB is the best way to resolve the matter.
- Often these are informal conversations in a common space or an office.
- The reporter describes the behavior, how the behavior made them feel, and asks that the behavior stop.
- Sometimes the person accused of HIB does not realize the effect of their behavior, and agrees to stop the behavior.
If this solution does not happen or seem possible, reporters should know that they can work with an intermediary (a person who acts as a link between people to try to bring agreement). That means they can bring a third person into the conversation:
- a supervisor (can be confidential, depending on the behavior)
- a colleague (can be confidential, depending on the nature or severity of the behavior)
- someone from Ombuds or EAO (can usually be confidential)
If a reporter is working with an intermediary, that intermediary:
- acts as a witness at the meeting
- may help the reporter develop and express their questions
- may take personal notes
The intermediary is not an advocate for the reporter, except for being present and offering moral support.
Often, this interpersonal process successfully addresses HIB. However, the Administrative Option may be the best way to address HIB if:
- the interpersonal process is not successful
- the reporter does not feel the interpersonal process will stop the behavior
If a reporter decides to move to the administrative stage, they will likely lose some confidentiality.
If HIB is very severe or frequent, the reporter and person they consulted can decide to advance directly to a formal, disciplinary process. In these situations, the reporter should talk with a supervisor, the secretary of their governance group, HR representatives in the school or college, or the Vice Provost for Faculty and Staff.