On December 16, 2022, President Drake issued the new Presidential Policy on Abusive Conduct in the Workplace, which is effective January 1, 2023. The policy underscores the University’s commitment to promoting and maintaining a healthy working and learning environment in which every individual is treated with respect.

The Presidential Policy on Abusive Conduct in the Workplace was developed at President Drake’s request with support from the Regents of the University of California. Development of the policy began in early 2021 and involved subject matter experts from location Human Resources and Academic Personnel offices, Systemwide Human Resources, Academic Personnel and Programs, UC Legal, the Systemwide Title IX office, and Graduate, Undergraduate and Equity Affairs. The policy was distributed for systemwide review in October 2021 and again in May 2022.

In his issuance letter, President Drake emphasized the importance of a respectful work environment and asked locations to join him in committing to the prevention of abusive conduct in the University of California workplace. To support those efforts, Academic Personnel and Programs, Systemwide Employee Relations, and Risk & Safety Training will be providing implementation assistance and training materials to locations in January.

Academic Personnel and Programs has prepared a toolkit that includes a Complaint Analysis Form, Policy FAQs, and Guidance for Academic Leaders. Systemwide Employee Relations will hold additional training and discussion sessions with location Employee Relations offices. They will also be providing an intake and assessment form, resource guides for complainants and respondents, and best practice guidance.

A series of new training materials also has been developed and will be released in January. These include a required training for all employees, which must be completed in the UC Learning Center within 90 days of its release. In addition, we will provide materials about supervisor training, a video series, and a website with a repository of systemwide and location-specific resources.

We understand that locations are in the process of determining how this policy will be implemented locally. As stated in the policy, required timelines may be extended for good cause. If your location needs additional time to develop local processes and procedures, you may temporarily extend the required timelines described in the policy’s procedures, with the understanding that implementation of this policy is a Presidential priority. If you extend the required timelines, and depending on the nature or severity of the complaint, we encourage you to put in place interim measures in accordance with local procedures while complaints are pending or under review.

We appreciate your support of this important new policy. As President Drake states, our commitment to preventing abusive conduct in the workplace is essential to the mission and future success of the University of California.