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In 2014, the Faculty Senate and the Academic Staff Assembly passed policies on hostile and intimidating behavior; the University Staff Congress passed a policy in 2016.
While these policies differ in some respects – in their complaint or grievance processes – they are fundamentally the same in their definitions, and how to recognize and prevent HIB.
By advancing the interests of the manipulator, often at another's expense, such methods could be considered exploitative, abusive, devious, and deceptive. For example, doctors can try to persuade patients to change unhealthy habits.
Social influence is generally perceived to be harmless when it respects the right of the influenced to accept or reject it, and is not unduly coercive.
Harassment is unwelcome conduct that is based on race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information.
Harassment becomes unlawful where 1) enduring the offensive conduct becomes a condition of continued employment, or 2) the conduct is severe or pervasive enough to create a work environment that a reasonable person would consider intimidating, hostile, or abusive.
In phase three (manipulation) - the psychopath will create a scenario of "psychopathic fiction" where positive information about themselves and negative disinformation about others will be created, where your role as a part of a network of pawns or patrons will be utilised and you will be groomed into accepting the psychopath's agenda.
Machiavellianism is a term that some social and personality psychologists use to describe a person's tendency to be unemotional, and therefore able to detach them self from conventional morality and hence to deceive and manipulate others. Geis developed a test for measuring a person's level of Machiavellianism (sometimes referred to as the Machiavelli test).
Hostile and intimidating behavior, sometimes known by the shorthand term “bullying,” is defined in university policy as “unwelcome behavior pervasive or severe enough that a reasonable person would find it hostile and/or intimidating and that does not further the University’s academic or operational interests.” Hostile and intimidating behavior (HIB) can occur in both the private and public sectors, including colleges and universities.
Repeated acts or a pattern of hostile and/or intimidating behaviors are of particular concern.
A single act typically will not be sufficient to warrant discipline or dismissal, but an especially severe or egregious act may warrant either.