Policy Glossary

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Name Description
Weapon

(1) A "deadly weapon" as defined in Section 10.00 (12) of the Penal Law, or (2) any weapon defined in Section 265.01 of the Penal Law
Web Content

The textual, visual, or audio content that is encountered as part of the user experience on websites. For purposes of this policy, web content also includes forms and documents accessible through SUNY Geneseo websites.
Web Content Accessibility Guidelines

A series of standards developed by the World Wide Web Consortium, the main international standards organization for the internet, which promotes usability and best practices to ensure web access for individuals with disabilities.
Work Request

An electronic work order submitted via the TMA maintenance management system. This can be found on the Facilities website or by calling 585-245-5662 to place a repair request..
Workplace

For the purposes of this Policy, any permanent or temporary location away from an employee’s domicile where an employee performs any work-related duties in the course of employment.
Workplace Bullying

Workplace bullying is defined as repeated behavior that intends to intimidate, degrade, humiliate or isolate people at work, or undermines their reputation or job performance. Bullying behavior takes many forms including, but not limited to:

  • Incivility – rude or discourteous behavior toward an individual or group
  • Harassment – behavior directed toward an individual or group with the intent to alarm, manipulate, control or abuse
  • Intimidation – threats of imminent or future harm toward an individual or group
  • Exclusion – situations where a person is socially or physically excluded or disregarded from work-related activities on a regular basis.
  • Humiliation – belittling or demeaning others through ridicule or spiteful remarks.

While bullying is typically defined as repeated behaviors, there are times when a behavior is so egregious that it need only happen once to be considered bullying.

NOTE: There is a distinction between a supervisor being firm in instructing and directing an employee related to job tasks or performance management and bullying. Under no circumstances should a supervisor bully an employee, or vice versa. If there are concerns that an employee is being mistreated by his/her/their supervisor, that person should address the matter with Human Resources.

Further guidance on civility in the workplace can be found in the Civility Resources Guide.