Dept. Chair Resources
- Abusive Conduct & Bullying Guidance
- Academic Employee Relations
- Department Chair's Toolkit
- Leadership Workshops
Please see below for general guidance for Department Chairs and Administrators regarding their recourse when faculty visit their offices with reports of abusive conduct and/or bullying.
Department Chairs may also request a detailed Abusive Conduct Toolkit for Administrators by emailing academplrelations@ucsd.edu.
Assembly Bill 2053 – Description of Bullying
“Conduct of an employer or employee in the workplace, with malice, that a reasonable person would find hostile, offensive, and unrelated to an employer’s legitimate business interests.
Abusive conduct may include repeated infliction of verbal abuse, such as the use or derogatory remarks, insults, and epithets, verbal or physical conduct that a reasonable person would find threatening, intimidating, or humiliating, or the gratuitous sabotage or undermining of a person’s work performance. A single act shall not constitute abusive conduct, unless especially severe and egregious.”
The most effective tools against bullying are below:
In general, the following types of interactions would not be defined as bullying (not an exhaustive list):
Not all bullying is the same. Abusive conduct may include physical, verbal, or written acts or behaviors, such as:
UC San Diego is committed to providing a safe, supportive, responsive, and equitable environment for all employees. All UC San Diego community members are expected to behave in ways that support the UC Principles of Community, meaning all members of the campus community are responsible for:
Bullying differs from strictly defined harassment and discrimination. If a person is targeted because of certain protected characteristics, consult with the Office for the Prevention of Harassment & Discrimination (OPHD):