Physicians are held to the highest standards of professionalism. It is expected that the learning environment for student physicians will facilitate and reinforce behaviors and attitudes of mutual respect between medical school teachers (faculty, residents, and staff) and medical student learners. It is the policy of the University of California, Irvine School of Medicine (UCISOM) that all student-resident and student-faculty relationships be held to the highest professional standards, and specifically, be free of abuse, discrimination, mistreatment or harassment while in the university environment including all university affiliated sites. Students subjected to abuse, discrimination, mistreatment or harassment have a right to seek timely and effective remediation with the full support of the School of Medicine and the University of California, Irvine.

DEFINITIONS

The Association of American Medical Colleges (AAMC) defines student mistreatment as inclusive of the following:

Public humiliation
- Includes verbal abuse such as shouting, hostility, belittlement, intimidation, humiliation or profanity directed at the student.
Physical harm
- Physical abuse or threats of physical abuse may include hitting, slapping, kicking or intentionally or negligently placing a student at risk of physical harm
Performance of personal services
- Examples include shopping or babysitting or requiring a student to perform menial tasks, which would likely cause a reasonable student to be humiliated
Sexual harassment
- Sexual advances, requests for sexual favors, and other verbal, nonverbal or physical conduct of a sexual nature when there exists:
  - Quid Pro Quo: a person’s submission to such conduct is implicitly or explicitly made the basis for employment decisions, academic evaluation, grades or advancement, or other decisions affecting participation in a University program; or
  - Hostile Environment: such conduct is sufficiently severe or pervasive that it unreasonably denies, adversely limits, or interferes with a person’s participation in or benefit from the education, employment or other programs and services of the University and creates an environment that a reasonable person would find to be intimidating or offensive.
Discrimination (including gender, ethnic, sexual orientation discrimination)
- Discrimination is defined by University policy. Discrimination may include those behaviors, actions, interactions, and policies that adversely affect one’s work because of a disparate treatment, disparate impact, or the creation of a hostile, intimidating or offensive work or learning environment. Common forms of discrimination include those based on gender, age, religion, ethnicity, race, disability, and sexual orientation
Offensive behaviors based on personal beliefs or characteristics
- Examples include ridicule for one’s hobbies, dress, political beliefs, or physical characteristics.

GRIEVANCE PROCEDURES

Any student who feels that they may have been subjected to abuse, discrimination, harassment, or mistreatment of any kind by residents, faculty or staff has the right to seek remedy through any one of multiple options. The University of California will ensure that this process shall be free of retaliation. The involved student has both informal and formal options available.

INFORMAL PROCEDURES

Informal Option 1: There are several informal options for reporting concerns. Students can meet with the individual involved in the complaint and come to an informal mutually agreed upon resolution of the problem. They can discuss their concerns with the course or clerkship director, residency program director, or department chair. They can seek informal advice from the campus ombudsperson. Students can report incidents of mistreatment through the online anonymous feedback form. Students can submit their concerns through course and clerkship evaluations which also provide a link to the anonymous feedback system.

Oversight: Course and clerkship directors, residency program directors, and chairs are trained and empowered to act upon mistreatment concerns brought to their attention. The campus ombudsperson is a confidential resource for students seeking advice outside of the UCISOM. The ombudsperson provides advice and informal mediation to assist with remedying concerns. If the alleged offense is brought to the attention of the Office of Student Support or reported through course/clerkship evaluations or the anonymous feedback system, the incident will be centrally recorded by Student Support and monitored by the Office of Education Compliance and Quality. Student Support will ensure oversight and appropriate remedy.

Informal Option 2: Students can meet with the Senior Associate Dean for Students (SADS) or any other member of the Medical Education team to discuss a complaint and to develop a plan for resolution of the problem. The SADS will assist in any intervention deemed necessary for resolution of the problem. If disciplinary action is needed, the SADS will contact the appropriate supervisor of the alleged offender who will develop a plan for discipline and remediation.

Oversight: The incident will be centrally monitored by the Office of Education Compliance and Quality. Student Support will oversee the investigation and ensure appropriate remedy

FORMAL PROCEDURES

Formal procedure: Students can file a formal complaint through the UCI Office of Equal Opportunity and Diversity (OEOD). If the complaint, as alleged, does not involve a potential violation of the discrimination laws or policies, the matter will be forwarded to the SADS for resolution under informal procedures.

Oversight: OEOD will oversee the investigation and ensure appropriate remedy.

OTHER APPLICABLE POLICIES

The University recognizes that this “Standards Of Conduct Policy In The Teacher-Learner Relationship/Mistreatment Policy” is only one of a number of grievance procedures that may be used by a student depending on the nature of their complaint. Depending on the circumstances, a student may choose to pursue a remedy for the alleged abusive conduct by filing a complaint as follows:

- Complaints involving discrimination on the basis of race, color, national origin, religion, sex, physical or mental disability, medical condition, ancestry, marital status or age may be filed with the UCI Office of Equal Opportunity and Diversity, 103 MSTB; (949) 824-5594.
- Complaints involving sexual harassment may be filed with the Title IX/Sexual Harassment Officer pursuant to the UC Policy on Sexual Violence and Sexual Harassment. The Title IX/Sexual Harassment Officer is located at 103 MSTB; (949) 824-5594.
- Whistleblowing complaints may be filed pursuant to the UCI Guidelines on Reporting Improper Activities (UCI Administrative Policies and Procedures, Section 700-06). More information regarding the process for filing a whistleblower complaint can be also be found on the UCI Whistleblower website.

DUE PROCESS

All procedures and actions taken in response to a student’s complaint of mistreatment will be in accordance with the University of California’s due process procedures as set forth in University policies and procedures, collective bargaining agreements, and other governing documents.

RELATED POLICIES, FORMS AND LINKS

Last approved by SOM Committee on Curriculum and Educational Policy: October 10, 2024