Managing Workplace Dynamics

UNG is committed to fostering a workplace where employees are treated with respect and professionalism, and where harassment and hostile behavior are not tolerated. Understanding what constitutes harassment or a hostile work environment can help you recognize concerns early and respond appropriately.

If you experience or witness these behaviors, UNG is available to answer questions, discuss options, and help connect appropriate resources and support.

USG General Policies for all Personnel UNG Dispute Resolution Policy

Need Assistance?

Erica DeLana
Erica DeLanaProfile page

Director, Employee Relations and Engagement

Phone706-867-3016

Office locationDowntown Office Building, 115, Dahlonega

What is Harassment?

Prohibited workplace harassment may take either of two forms. It may entail "quid pro quo" harassment, which occurs in cases in which employment decisions or treatment are based on submission to or rejection of unwelcome conduct, typically conduct of a sexual nature.

Workplace harassment may also consist of offensive conduct based on one or more of the protected groups above (race, sex, religion, color, age, national origin, ancestry, disability, or sexual orientation) that is so severe or pervasive that it creates a hostile or offensive work environment or when it results in an adverse employment decision (such as being fired or demoted).

What Constitutes a Hostile Work Environment?

Conduct and speech typically considered “hostile” is intimidating, offensive, abusive and/or otherwise offensive, going beyond rudeness or casual joking. To qualify as a “hostile” workplace, conduct must be intentional, severe, recurring and/or pervasive and interfere with the employee's ability to perform his/her job.  In United States labor law, a hostile work environment exists when one's behavior within a workplace creates an environment that is difficult or uncomfortable for another person to work in due to discrimination.

Conflict Resolution Processes

We recognize that workplace issues may arise, therefore, we provide a number of resources to help with work-related complaints. 

  • Informal Resolutions
    • Employees are encouraged to participate in an informal resolution process whenever possible. The informal resolution process may be utilized by consulting with an employee’s supervisor or the Employee Assistance Program (EAP).  
  • Formal Resolutions
    • In the event that any of these processes are not successful, the employee may seek the assistance of the Employee Relations department within Human Resources.
  • Mediation
    • Mediation is an informal and confidential way for people to resolve disputes with the help of a neutral mediator who is trained to listen to both sides and work with parties to developing options and possible solutions for presented issues. Mediation is cooperative, respectful, and empowers individuals to come to win-win solutions. The mediator does not decide who is right or wrong or issue a decision. Instead, the mediator helps the parties work out their own solutions to problems.