Workplace Violence and Harassment FAQs

Workplace Violence is any act or threat of intimidation, threats, physical attack, domestic violence or property damage and includes acts of violence committed by State employees, clients, customers, relatives, acquaintances or strangers against state employees in the workplace.

Hostile Environment Harassment is unwelcome conduct by an individual against another individual based upon a protected status that is so severe, persistent, or pervasive that it alters the conditions of education (e.g., admission, academic standing, grades, assignment), employment (e.g., hiring, advancement, assignment), participation in a University program or activity (e.g., campus housing) or receipt of legitimately-requested services (e.g., disability accommodations) and creates an environment that a reasonable person in similar circumstances and with similar identities would find hostile, intimidating, offensive or abusive.  An isolated incident, unless sufficiently serious, will usually not amount to Hostile Environment Harassment.

If a co-worker or manager does one or more of the following you may be experiencing workplace violence/ harassment

• Intimidation
• Threats / Multiple Threats (via email, phone contact, in person)
• Bullying
• Stalking
• Physical Attacks
• Domestic Attacks
• Property Damage
• Tries To Control You- Tells You What To Do

Quid Pro Quo Harassment is unwelcome conduct by an individual against another individual based upon Protected Status (i.e. gender) where submission to or rejection of such conduct is used, explicitly or implicitly, as the basis for decisions affecting an individual’s education (e.g., admission, academic standing, grades, assignment), employment (e.g., hiring, advancement, assignment), participation in a University program or activity (e.g., campus housing) or receipt of legitimately requested services (e.g., disability accommodations).

Generally, retaliation is defined as any action taken by an accused individual or an action taken by a third party against any person because that person has opposed any practices forbidden under a university policy or because that person has filed a complaint, testified, assisted, or participated in any manner in an investigation or proceeding under this policy.  This includes action taken against a bystander who intervened to stop or attempt to stop discrimination, harassment, or sexual misconduct.  Retaliation includes intimidating, threatening, coercing, or in any way discriminating against an individual because of the individual’s complaint or participation.  Action is generally deemed retaliatory if it would deter a reasonable person in the same circumstances from opposing practices prohibited by this policy.

WSSU takes every allegation of workplace violence/ harassment, seriously. Therefore, WSSU shall make every effort to protect victims of workplace violence and provide interim measures (supports), including but not limited to:

• Free, confidential counseling available through the Employee Assistance Program (ComPsych). Please contact HR for resource information.
• Special accommodations or adjustments to their work schedule, location or working conditions in order to enhance their safety
• Support a victim by approving leave time for medical, court, or counseling appointments related to trauma, and or victimization (with the use of accumulated leave time)

Aishah S. Casseus, J.D.
Director of EEO/Title IX Coordinator

Blair Hall 123
casseusa@wssu.edu
336-750-8758

Aniya Sutton Ward
Assistant Title IX Coordinator/EEO Investigator

Blair Hall 115
wardas@wssu.edu 
336-750-8760