Incivility Examples –
- Unsolicited familiarity from colleague and students
- Secretiveness
- Ever increasing number of eleventh-hour email demands on the part of students for accommodations to class obligations – extensions on assignments, make-up examinations, substitutions on assignments, recommendations requests, individualized presentation of lectures
- Cell phones in a meeting; sleeping during meetings; talking amongst each other while a leader is speaking, packing up to leave before the meeting is over
- Poor e-mail etiquette
- Discussion of sensitive issues in inappropriate places (hallways, general office, etc.)
- Finger pointing while shouting
- Faculty routinely dismissing academic staff by virtue of their status
- Men interrupting women
- Excessive swearing in casual conversation
- Being put down for having different ideas
- People using smokeless tobacco in a meeting and spitting into a cup
- Faculty talking down to APAS and employers not being fair and equitable in dealing with employees
- Withholding information
- Coming to work drunk
- People wanting requirements changed for them
- Unfairness and poor judgment from an administrator and no place to go with it on campus
- Showing a lack of respect for the chain of command thus inappropriate actions in resolution of problems – an attitude of not looking at oneself, that it is always someone else’s problem, then overacting in meetings and gossiping about the supervisor – very unprofessional and not very insightful.
- Colleagues trying to intentionally prevent me from expressing my views in a meeting
- Packing up and leaving before an event has concluded
- Introduction of procedural delays preventing needed actions
- Invasion of my personal work space by others wanting to hold a conversation in the office
- Supervisors or co-workers creating situations where meeting deadlines are nearly impossible – yet if staff do the impossible, pull off deadlines and save the other person’s reputation, thank yous are forgotten and the extra work goes unnoticed.
- Judging/evaluating profs on their expressed opinions
- Faculty disrespect of a student’s time or for anyone not of “faculty” status
- Racial slurs or inappropriate language with respect to others; profane language
- Inappropriate use of email
- Name calling
- People in administration or simply faculty or academic staff dismiss ideas, concerns, etc., because classified staff is on the bottom of the totem pole
- Being lied to by management of “passively aggressively” ignored
- Deans, Chairs, and supervisors bullying classified staff
- Faculty often gather in the departmental office and have conversations – oftentimes lengthy, loud ones and other members come in and join them. Often time, it is difficult for the office staff to work with that – it is distracting, it is difficult to hear if you are on the phone or trying to talk or work with another faculty member of student.
- Expectation of an immediate response to something that can’t have an immediate response
- Those who know you and see you several times a day, but do not grant the courtesy of eye contact or a greeting
- Reception areas that are not warm or friendly in any way – when employees ignore the person wanting help – never say ‘just a moment’ or ‘I’ll be right with you’ but continue a personal conversation on the telephone or with a coworker.
- Not paying attention to details in job duties
- Management did not require a simple straight-forward apology from an offending party. By not addressing it, management not only broadcast an example of rude, uncivil behavior, it sent the message that this sort of behavior would be tolerated showing some staff have more rights and leeway and are more valued than others. From that point a precedent was set. That’s how uncivil behavior propagates – condoning it.
- Supervisors yelling at me, telling lies, trying to make me or the job I do look bad; supervisors blaming their mistakes on me, not respecting my opinion or ideas because I am not on the same level even though I have more experience with the job
- Supervisors need to get off their pedestals and start to listen to people who really do the jobs
- Employees who undermine and/or negate the efforts of those who are working very hard
- New supervisors who seem to be on power trips making unilateral decisions, withhold information that everyone in the area needs to know, and volunteer to do everything to gain favor with higher supervisors, only to ‘dump’ the work on others.
- Higher administrators who know about a person on campus that has alienated every co-worker, is rude and obnoxious to faculty , other staff and students, but do nothing about it.
- Administrators attempting to control the work force with special treatment to certain employees who lie, manipulate, and scheme their way into the confidence of the Administration and supervisor.
- Taking credit for the work done by another staff member