Code of Conduct

To ensure clarity of expectations and to promote a safe and positive environment for all, we provide definitions and examples of behaviors prohibited at CNLM events.

Abuse of Power. Abuse of power is where someone uses their position of power or authority in a Code of Conduct inappropriate manner. Abuse of power can take various forms and may include, but is not limited to, grooming, manipulation, coercion, putting pressure on others to engage in conduct they do not feel comfortable with, etc. These behaviors may be expressed in person, in writing and/or by electronic means.

Bullying and Abusive Conduct. Bullying occurs when someone engages in intimidating, hostile, degrading, humiliating or offensive behavior, through means which have the purpose or effect of violating a person’s dignity, isolating, or excluding them or creating an intimidating, hostile, degrading or humiliating environment.

Abusive Conduct is harassing or threatening behavior that is sufficiently severe, persistent, or pervasive conduct that denies, adversely limits, or interferes with a person’s participation in or to benefit from and enjoy the meeting’s activities, including meeting-sponsored social events. The conduct creates an environment, whether intended or not, that a reasonable person would find to be intimidating or offensive. These behaviors may be expressed in person, in writing and/or by electronic means. The full text of the UC Policy on Abusive Conduct in the Workplace can be reviewed on the UCI Human Resources website at https://www.hr.uci.edu/partnership/abusive-conduct-and-bullying/

Discrimination. Discrimination (differing treatment) is unequal treatment of an individual or group based upon race, color, national origin, religion, sex, gender, gender expression, gender identity, gender transition status, pregnancy, physical or mental disability, medical condition, genetic information (including family medical history), ancestry, marital status, age, sexual orientation, citizenship, or service in the uniformed services where there is no legitimate reason for such treatment.

Harassment. Harassment (hostile environment) is unwelcome conduct, including verbal, nonverbal, or physical conduct, directed at an individual or group of people based upon race, color, national origin, religion, sex, gender, gender expression, gender identity, gender transition status, pregnancy, physical or mental disability, medical condition, genetic information (including family medical history), ancestry, marital status, age, sexual orientation, citizenship, or service in the uniformed services that explicitly or implicitly affects a person’s employment or education or interferes with a person’s work or educational performance or creates an environment such that a reasonable person would find the conduct intimidating, hostile, or offensive. These behaviors may be expressed in person, in writing and/or by electronic means.

The full text of the UCI Guidelines on Discrimination and Harassment can be reviewed on the UCI Office of Equal Opportunity & Diversity website https://oeod.uci.edu/.

Sexual misconduct. Sexual misconduct is an umbrella term for various forms of harassment and unacceptable behavior of a sexual nature. Some examples of sexual misconduct may include coercion or bullying with sexual elements, sexual invitations and demands, sexual comments, sexual non-verbal communication, and promised resources or advancement in exchange for sexual conduct.

Sexual misconduct can include sexual harassment (hostile environment or quid pro quo); sexual violence such as sexual assault, relationship violence (dating or domestic violence), stalking of a sexual, romantic, or other sex-based nature, or sexual exploitation and other prohibited behavior as defined by the UC Policy on Sexual Violence and Sexual Harassment (UC SVSH). These behaviors may be expressed in person, in writing and/or by electronic means.

The full text of the UC SVSH Policy can be reviewed on the UCI Office of Equal Opportunity & Diversity website https://www.oeod.uci.edu/

Retaliation. Retaliation is any adverse action against a person based on their report or other disclosure of alleged Prohibited Conduct to a University employee or based on their participation in any related resolution processes provided for in University policies.

Examples of retaliation may include actions that would discourage the reporting of Code of Conduct violations or actions that are taken against an individual based on their report of Code of Conduct violations. Adverse actions include but are not limited to threats, intimidation, harassment, discrimination, and coercion. These behaviors may be expressed in person, in writing and/or by electronic means.