University of Iowa Conflict Management Policies
- This policy prohibits harassment of any member of the University community and defines harassment as “intentional conduct directed toward an identifiable person or persons that is sufficiently severe, pervasive, or persistent that it interferes with work, educational performance, on-campus living, or participation in a University activity.”
- The University of Iowa encourages its faculty, staff, and students to make good faith disclosures of University-related misconduct. The University considers acts or threats of retaliation in response to such disclosures to constitute a serious violation of University policy.
- This policy describes guidelines for student behavior.
- A conflict of interest in employment at The University of Iowa may arise when a relationship between two employees in which one has decision making authority over the other might make it difficult for the first employee to be objective. Relationships include family relationships, romantic and/or sexual relationships, close friendships or significant business relationships. Such conflicts are avoided when possible or handled through a management plan when necessary.
- This section of the Operations Manual describes resources and provides options for conflict management for University staff.
- No faculty member shall have a romantic and/or sexual relationship, consensual or otherwise, with a student who is enrolled in a course being taught by the faculty member or whose academic work is being supervised, directly or indirectly, by the faculty member.
- This policy states that faculty members should treat students with respect and avoid exploitation of students. In addition, colleagues should be treated with respect, their contributions to work acknowledged, and their performance evaluated objectively.
Harassment: See Anti-Harassment
- The UI Human Rights policy states that University staff, faculty and students will not be treated differently in opportunities, access to facilities, policies and practices, employment, admission, housing and education “because of race, creed, color, national origin, age, sex, disability, sexual orientation, gender identity, or any other classification that deprives the person of consideration as an individual.”
- “The University of Iowa prohibits discrimination in employment, educational programs, and activities on the basis of race, national origin, color, creed, religion, sex, age, disability, veteran status, sexual orientation, gender identity, or associational preference. The University also affirms its commitment to providing equal opportunities and equal access to University facilities.”
Retaliation: See Anti-Retaliation
- This code describes ethical behavior and professional conduct and states that “all faculty, staff, students, and administrators are expected to act at all times with fairness, integrity, and respect for others. This standard applies to interactions with the public, contractors, students, and coworkers.”
- This policy "sets forth resources available to students, describes prohibited conduct, and establishes procedures for responding to sexual misconduct incidents (including sexual assault, sexual harassment, and other unwelcome sexual behavior)."
- The University of Iowa forbids sexual harassment by any member of the University community. This includes “persistent, repetitive, or egregious conduct directed at a specific individual or group of individuals” which affects “employment, education, on-campus living environment, or participation in a University activity.”
- Staff members are expected to act with honesty and integrity and to treat all members of the University fairly, civilly and with dignity and respect.
- Violence, whether actual or threatened, destroys the mutual trust which must bind members of the community if they are to be successful in pursuing truth. Acts and threats of violence constitute serious violations of University policy.
updated October 4, 2013