ABSTRACT The purpose of this article is to demonstrate that higher education institutions should change their Faculty Codes of Conduct to reflect workplace bullying as a form of unacceptable harassment. The article first provides a definition for workplace bullying; secondly, it offers an analysis of how the First Amendment is not an absolute, especially in the workplace; thirdly, it examines the scant legislative and judicial attention that is given to this issue; and finally, an argument is made to show how colleges and universities are not providing clear enough policies and procedures to address workplace bullying. That argument focuses on results of our thematic analysis of 276 Faculty Codes of Conduct from a variety of universities and colleges across the United States. That analysis revealed two primary themes: the Harassment Hang-up and Employee Engagement. Based on this analysis, we conclude that higher education institutions should change their Faculty Codes of Conduct so bullying is defined as a distinctive form of harassment, provide faculty and staff clear communications regarding how to define bullying, and offer guidance for both targets and bystanders of workplace bullying.

中文翻译：

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工作场所欺凌政策，高等教育和第一修正案：建造桥梁而不是围墙

摘要本文旨在说明高等教育机构应更改其《教师行为守则》，以将工作场所欺凌反映为一种不可接受的骚扰形式。本文首先为工作场所欺凌提供了一个定义。其次，它分析了《第一修正案》如何不是绝对的，特别是在工作场所？第三，审查了对此问题缺乏立法和司法关注的问题；最后，有人提出了一个论据，以说明高校如何没有提供足够清晰的政策和程序来解决工作场所欺凌的问题。该论点侧重于我们对来自美国各大学的276份《教师行为守则》进行主题分析的结果。该分析揭示了两个主要主题：骚扰挂断和员工敬业度。根据此分析，我们得出结论，高等教育机构应更改其《教师行为守则》，以便将欺凌定义为一种独特的骚扰形式，为教职员工提供有关如何定义欺凌的清晰沟通，并为目标和旁观者提供指导工作场所欺凌。