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Civility Policy for Faculty


  • Every employee of our Department has the right to work in an environment where they are treated with dignity and respect.
  • Incivility in the Department has costs financially and in terms of patient safety.
  • Creating a civil environment in the workplace is the right thing to do.


  1. All faculty are expected to follow the Department’s Code of Conduct (Appendix 1). Faculty will be expected to sign the Code of Conduct annually to indicate that they understand and will follow the Code of Conduct.
  2. Behaviors that are considered unacceptable in the Department of Otolaryngology include:
    • Aggressive/abusive language towards other employees (including ridiculing others, using expletives) 
    • Publicly berating employees
    • Addressing employees in a bad mood or fit of rage
    • Addressing employees in a way that is non-collaborative, non-constructive, unhelpful.  Consider the impact of one’s communication on the recipient.
    • Making derogatory remarks about another employee based on their race, ethnicity, national origin, gender, religion, etc.
    • Physical violence or sexual misconduct
    • These behaviors can occur in person, or via electronic communication (email, text, etc)
  3. The Department will maintain a confidential system to report these behaviors.  All reports will be reviewed and adjudicated by the Department Director or a Designee.
  4. Faculty who engage in uncivil behavior will be subject to disciplinary action.  The actions will escalate if the behaviors continue.  These actions may include:
    • 360° evaluation
    • Communication/civility training
    • Coaching
    • Review of faculty member’s email communications with support staff/trainees over a period of time
    • Removal from leadership responsibilities
    • Institutional measures outlined in gold book (including reduction in base salary, reduction in incentive pay, termination)
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