ODET
Workplace Civility and Respect Policy
Workplace Civility and Respect Policy
(submission form here)
One of EDCC's Strategic Focus points is "Being a Positive Place to Work and Learn"
In our Mission statement, Edmonds Community College confirms that it will provide a friendly and supportive environment characterized by civility, mutual respect, and inclusiveness where students, faculty and staff are helped to achieve their goals.
In addition to other actions already taken and established, President's Cabinet, our Faculty and Classified Unions and numerous unrepresented employees have endorsed the development and implementation our new Civility and Respect in the Workplace Policy.
Mark Cassidy, Human Resources Vice President, is requesting that all Edmonds Community College employees be informed of the Workplace Civility and Respect Policy now in place. Like FERPA you will be asked to submit a completion form indicating that you have read and understand this policy.
Below you will find Frequently Asked Questions about this policy. Any further questions can be addressed by ODET and the Office of Human Resources.
FREQUENTLY ASKED QUESTIONS
Q. Why do we need this policy?
A. The Human Resources Division has received requests for guidance about steps to take by employees and supervisors when dealing with disrespectful and uncivil comments and behaviors in the workplace which may result in insubordination, embarrassment, intimidation, and humiliation. These behaviors are not tolerated at Edmonds Community College. These comments and behaviors take a toll on our workplace climate, employee health and productivity, and our efforts at insuring that EDCC is a positive place to work.
Q. Who is responsible for addressing incidents of disrespect in the workplace?
A. First and foremost, employees are expected to address their concerns one-on-one with the employees who are offending them. If any employee needs assistance for developing a communication strategy, the ODET staff is available to assist. If these efforts are not successful, an employee is expected to then bring the issue to his or her supervisor’s attention. The supervisor will then be responsible for meeting with the employees to resolve the issue.
Q. What are the consequences for not following this policy?
A. Workplace norms and performance expectations are established by supervisors. Employees who fail to meet performance expectations to treat other employees with civility and respect will be counseled by their supervisor. If the employee continues to fail to meet this expectation it becomes a non-performance issue, and they may ultimately be disciplined for their behaviors. Discipline may include written warnings, suspension and possibly separation from employment for repeat violations and their failure to correct their conduct and behaviors in the workplace.
Q. What if the person being disrespectful or abusive is my supervisor?
A. Submit a written statement detailing the behavior(s) and their effect to your supervisor's supervisor or your operating division's Vice-President.
Q. What are some examples of disrespectful behavior?
A. Some examples of disrespectful behavior are:
- Insubordination: intentionally refusing to obey or to undercut your supervisors authority in the workplace.
- Screaming and yelling
- Sarcasm and arrogant or condescending behavior intended to publicly offend, degrade or humiliate
- Slamming doors
- Shunning (“silent treatment”)
- Gossiping about another employee
Civility and respect for fellow employees are imperative as we all work in an increasingly stressful work environment. While managers and supervisors are responsible for ensuring that the workplace and classrooms are free of disrespectful and uncivil behavior, we all share that responsibility. Remember to always attempt to address the behavior one-on-one before going to your supervisor.
Possible scenarios and suggested ways to respond to disrespectful and uncivil behavior
Abusive or disrespectful e-mail from a fellow employee
Send a copy of the e-mail to your supervisor who will contact the abuser’s supervisor to address the address the behavior.
Offensive language
Report the occurrence to your supervisor.
Gossip
Confront the behavior as untrue, disruptive and hurtful. If it continues contact the work unit manager.
One-on-one abuse or harassment
Document the behavior (who, what happened, when it occurred) and report it to your supervisor.
