Student Mistreatment Policy

Policy Manual

  • Policy Number: OAA 14-003
  • Effective Date: Immediately
  • Last Revised: 05/14/2014
  • Department: OAA
  • Originator: Office of Admissions and Student Affairs
  • Download: Download Policy OAA 14-003
  1. Purpose and Background
    1. The University of Nevada, Reno School of Medicine (UNR Med) is committed to an environment of mutual respect. All members of the medical school community are expected to maintain a positive learning environment in which students, faculty, staff and residents treat each other with respect. Members of the community, including institutional leaders, will not tolerate harassment, intimidation, exploitation and/or abuse.
    2. This policy is intended to define inappropriate conduct in relationships with students. It also describes the mechanism through which medical students can report violations without fear of retaliation. This policy ensures access to educational programs that prohibit student mistreatment. For the purposes of this policy, community is defined as all sites where University of Nevada, Reno School of Medicine students receive training.
  2. Revision History
    1. 5/14/14: Original (ASA)
  3. Stakeholders
    1. Students
    2. Faculty
    3. Affiliated Institutional Staff
    4. Staff
    5. Residents
  4. Policy
    1. Promoting a Positive Learning Environment: The University of Nevada, Reno School of Medicine provides ongoing educational and developmental opportunities to promote a positive learning environment respectful of all individuals. The policy will be included in both student handbook and resident handbook, and will be posted on the medical school website. The topic will be addressed annually throughout the medical school.
      1. Residents: The policy will be included in the resident handbook, and will be addressed at resident physician orientation sessions.
      2. Faculty: The policy will be distributed electronically by the Dean to Faculty Council and to all faculty members. The policy will be a part of all new and renewed adjunct appointments, including clinical and volunteer faculty. View the New Hire Packet from HR. The electronic message will include resources for identification and prevention of mistreatment and abuse.
      3. Affiliated Institutional Staff: The policy will be included in all new and renewed affiliation agreements with clinical sites. A letter will be sent from the Associate Dean for Student Affairs to the Chief Executive Officer at affiliated institutions requesting distribution of the policy to all staff interacting with medical school students. The Office of Admissions and Student Affairs will be available for presentations on the topic to various groups.
    2. Examples of Mistreatment
      1. Mistreatment of students may occur in many forms and can seriously impair the educational experience. Specific examples of mistreatment include, but are not limited to:
        • Yelling at and/or verbally berating a student in public or private
        • Actions reasonably interpreted as demeaning or humiliating in public or private
        • Assigning duties as a means of punishing students instead of for educational benefits
        • Unwarranted exclusion from learning opportunities
        • Threats to fail, assign a lower grade or give a poor evaluation for non-academic reasons
        • Requesting that students complete personal chores or errands
        • Unwelcome or inappropriate comments or discrimination related to a student's physical appearance, age, gender, race, ethnicity or culture, sexual orientation, sexual identity, disability or marital status
        • Pushing, shoving, slapping, hitting, tripping, throwing objects or other forms of physical intimidation
        • Sexual harassment per the NSHE Administrative Code, Title 4, Chapter 8, Section 13, Subsection B
    3. Retaliation
      1. Retaliation against students reporting mistreatment is regarded as a form of mistreatment and will not be tolerated. Accusations that retaliation has occurred will be handled in the same manner as accusations concerning other forms of mistreatment.
    4. Malicious Accusations
      1. A complainant or witness found to have been dishonest or malicious in making allegations at any point during the investigation may be subject to disciplinary action.
  5. Definitions
    1. SPCC: Student Promotion and Conduct Committee.
  6. Responsibilities & Procedures
    1. Procedure for Resolution
      1. Informal Resolution: Students are encouraged to first utilize any of the informal mechanisms listed below, when possible:
        • Direct discussion between student and other person(s)
        • Discussion with clerkship director, Associate Dean for Medical Education, Senior Associate Dean for Academic Affairs or the Associate Dean for Student Affairs
        • Discussion with either the assistant to the Associate Dean for Student Affairs (Jodi Shpargel, (775) 682-8361) on the Reno campus or the Director of Student Affairs and Educational Outreach (Ashley Sylvester, (702) 916-3706) on the Las Vegas campus
        • Utilize the resident and faculty evaluation process to document concerning behaviors
      2. Sexual Harassment and/or Discrimination: All complaints related to sexual harassment and/or discrimination will not be subject to informal resolution and will be reported to the Associate Dean for Student Affairs who will then immediately refer the complaint to the Equal Opportunity and Title IX Office on the University of Nevada, Reno, campus.
      3. Formal Resolution: When the informal mechanisms mentioned above do not lead to resolution of the incident or behavior, the following protocol will be followed:
        • If the incident involves an allegation of mistreatment by another student, the incident will be referred to the Associate Dean for Student Affairs for review and action.
        • If the incident involves an allegation of mistreatment by a resident, due process provisions in the Resident Handbook will be followed.
        • If the incident involves an allegation of mistreatment by a faculty or staff member, due process provisions in the NSHE Administrative Code pursuant to Title 2, Chapter 6 will be followed.
        • If the incident involves an allegation of student mistreatment by a staff member at an affiliated institution, the student and/or supervising faculty will refer the incident to the Associate Dean for Student Affairs.