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What DHR is Not
Not Every Unpleasant Work Situation is a DHR Concern
The DHR complaint and investigation process is available only for matters that fall under the DHR Definitions of the CSU Anti-discrimination Policy. This means that not all unpleasant workplace issues will fall under these definitions.
However, that doesn't make the unpleasant work situation ok. When a situation cannot be investigated under this process, there are other people and departments on campus that you can report the problem to. Keep reading to see examples of workplace situations that don't fall under the definitions of DHR, but that should be reported elsewhere on campus so that a resolution can be achieved.
You have made a complaint to your manager about the volume level of your coworker's radio, explaining that it's distracting while you work. Your manager informed your coworker of your complaint and has told them to use headphones. Now, your coworker will not speak with you except to fulfill mutual job obligations, and you start to feel uncomfortable when you come to work.
This is not an example of a DHR violation. While it may (understandably) be uncomfortable working with someone who no longer exchanges pleasantries with you, the behavior of your manager or coworker does not fall under the definitions of discrimination, harassment, or retaliation under the CSU Anti-discrimination Policy.
However, just because this scenario does not fall under the definitions, it does not mean that the workplace situation will need to stay uncomfortable for you. In this scenario, it would be best to speak with your manager, and/or contact HR for help with solving this workplace tension. Perhaps HR could counsel the manager not to disclose the sources of any complaint, and will require that the manager facilitate a conflict resolution between the coworkers to alleviate the discomfort of the work environment.
A coworker who consistently underperforms received more favorable work assignments from your manager, above you and your other coworkers who have better work performances.
This is not an example of a DHR violation. While it may (understandably) be uncomfortable working with someone who is receiving favoritism from your manager, the behavior of your manager or coworker does not fall under the definitions of discrimination, harassment, or retaliation under the CSU Anti-discrimination Policy.
However, just because this scenario does not fall under the definitions, it does not mean that the workplace situation will need to stay uncomfortable for you and your coworkers. In this scenario, it would be best to speak with your manager and/or contact HR for help with solving this workplace situation. Perhaps HR could counsel the manager to stop showing favoritism to any employee, could investigate why the favoritism was occurring, and could ensure that future opportunities in the department are administered fairly.
One morning as you were on campus, you noticed graffiti of a racial epithet on a bench.
This is not an example of a DHR violation. It is, however, an example of a bias incident. Bias incidents should be reported to the University immediately. Bias reports will be administered by the University Diversity Officer. Click here to learn more about bias incidents.
If you are unsure if your complaint is a possible DHR violation, please contact the DHR Administrator for more information. If the matter is not a possible DHR violation, the DHR Administrator will help refer the matter to the correct campus department.
EMPLOYEES who are experiencing workplace conflicts are also encouraged to reach out to their Unions.