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Georgia Tech - Employee Matters
	Discriminatory Behavior/Harassment	Conduct directed at a particular person(s) based upon race, color, religion, sex, national origin, age, disability, sexual orientation, gender identity, veteran status, or other protected class that creates a hostile environment, excludes participation, or denies benefits; may include verbal or written threats, coercion that by design, intent, or recklessness incites reasonable fear of physical harm or interference of activities.
	Employee Misconduct	Involves any employee conduct that is in violation of the Institute’s code of conduct, ethics policy, faculty handbook, or any other printed materials that constitute employee conduct.
	Inappropriate Management Practices	Examples include, but are not limited to bullying, use of inappropriate language, arbitrary, unfair, or unduly harsh use of discipline.
	Retaliation	Conduct that subjects an employee to punishment or other forms of reprisal for participating in an investigation of impermissible workplace conduct, for opposing such conduct, or for supporting another individual’s good faith complaint.
	Sexual Harassment	Uninvited and offensive sexual advances or sexually offensive remarks which unreasonably interfere with employee’s work environment, are engaged in or permitted by a supervisor, or are the basis for any employment decision.
	Violence or Threat (including Sexual Violence)	Violence is an expression of the intention to inflict harm, injury, or damage to a person or their property or the actual infliction of harm, injury, or damage to a person or their property. Examples include actual harm such as sexual violence and/or threats of violence whether direct or veiled.
Click here for Appeals (formal appeal of a suspension, demotion, or termination). Such a request can only be made after first appealing to the next level supervisor who took the original employment action within five working days from receiving notice of such action.