bullying in colleges and universities

#Day1 Webinar To Stop Bullying & Harassment

Information, partner programs and more for students, instructors and administrators to prevent bullying in college and university settings. It bears noting that many provisions of AB 620 are not mandatory – the law “requests” rather than requires institutions to take many of the steps contemplated. Development of the policies called for by the new law will not necessarily be a simple task. Although the Legislature has called on public colleges and universities to address “harassment, intimidation, and bullying,” the statute itself does not define these terms, nor prescribe the steps that should be taken to address them, leaving these policy considerations to institutions.

Sometimes college cyberbullying only lasts as long as the individual allows it to; for instance, they might shut down their social media accounts and block texts and IMs from offending parties, nipping the problem in the bud. But not all victims of bullying can take such steps; an example is someone who must use a particular social media account for work or school, or who deals with a persistent bully creating more profiles in order to get around being blocked. Sometimes the bullying becomes a game for the perpetrator, who will continue their actions unchecked for years.

Often mean girls will engage in this behavior as a way to climb to the social ladder or to intimidate other girls. They also may use cyberbullying to stake their claim on boys they are interested in. Meanwhile, boys may cyberbully other boys as a way of humiliating them and exerting their own dominance. Or, they may use cyberbullying to get revenge after being dumped. In fact, if students engage in sexting this puts them at greater risk for cyberbullying or slut shaming when a relationship ends.

Report. If the bullying continues, you may have to seek assistance from the Human Resources (HR) department. By having the log, it will be much easier to explain the situation and hopefully have HR assist you in the matter to address the bullying situation. If a written anti-bullying policy doesn’t exist on your campus, request that your human resources office implement one. The HR department should also encourage each university department to be vigilant in identifying aggressive behavior as well as encouraging civil conduct.

For students who had worked for pay during the study period and completed the measures of work stress at T1, skill discretion and decision authority were negatively correlated with experiencing work harassment, whereas psychological demands in the workplace were highly positively correlated with students experiencing workplace or school bullying. School stress was highly positively correlated with school bullying and was also correlated with workplace bullying. Female gender was associated with higher levels of school stress and less decision authority at work.

Both the Investigator and Complaint Review Committee will apply the “reasonable person test” in their determinations. That is, they will consider whether a reasonable person in roughly the same position as the Complainant would interpret the Respondent’s words, displays or behaviour to constitute a breach of this policy, not whether the particular Complainant considers a breach to have occurred. Similarly, the intention of the Respondent or apparent consent of the Complainant are not relevant to a consideration of whether a breach has occurred.

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