Online Threats and Employee Well-Being

Online Threats and Employee Well-Being

A Community of Care requires campus-wide responsibility for acting on situations that can have significant impact on individuals and the campus community. As a public university for the public good, BGSU prioritizes community well-being and belonging to ensure that Falcons do not struggle alone.

Do you believe you or a colleague are the victim of intimidation, or harassment (e.g., doxxing, online threats, harassment not relevant to protected class)? Here are some suggested steps that may help, if appropriate for your particular incident:

  • Make an employee well-being report on See It. Hear It. Report It.
  • If you believe it is warranted, make a report to the appropriate law enforcement agency.
  • If the threat is on social media, make a report to the social media platform or web administrator.
  • Document any information that may be useful to keep as a record of the intimidation, abuse, or harassment.
  • Obtain legal advice.
  • Seek mental health assistance through the Employee Assistance Program. 
  • Request any unauthorized material be removed from the web.
  • Take inventory of your cyber presence and make adjustments as possible to prevent future threats/harassment.

How to submit an employee well-being report

Complete and submit the Employee well-being report form.

Further Guidance for those being Targeted

  • Assess your personal safety. If you have reason to be concerned for your personal safety, connect with Campus Police or your local police agency.
  • If possible, take time to process before responding—including meeting with colleagues and/or student assistants involved in impacted research or teaching teams(if applicable) to ensure cohesion and unified response. Review the HRC Response Plan and consider if, when, and through which channels you want to report intimidation or harassment.
  • If you choose to report either through the reporting mechanism or by contacting a member of the HRC, try to gather the facts and share a comprehensive narrative. This will minimize the number of times that you will be asked to repeat details.
  • Prioritize your mental and physical health—seek out supports and community (including mental health resources) to sustain yourself. Draw on resources provided by the HRC as appropriate. Consider turning off notifications for social media or asking a trusted individual to monitor communications for you.
  • If comments are defamatory or criminal in nature—e.g., inciting violence or legally actionable harassment—or if they glorify terror, record them and pass them along to relevant authorities. Create a strategy for how you respond (or choose not to respond) to comments and outreach. If you plan to speak with the media about your work, be selective and come prepared. Consider meeting with strategic communications before speaking with press.
  • Review your web presence—work with IT to try to remove information that may be risk inducing, while also ensuring that information about your research, teaching, and creative activity is both accurate and up-to-date (e.g., on personal, institutional and funders’ websites).
  • Consider outreach to teaching and/or research partners or study participants who may be encountering secondary harm as a result of this intimidation or harassment. Update them about the response strategy as your comfort allows and encourage them to seek out supports.
  • Think proactively about whether and when you may want to seek private legal advice and pursue action against harassers/intimidators.
  • If you are a faculty member covered by the Collective Bargaining Agreement, consider reaching out to the Faculty Association for additional support—particularly if it appears likely that the harassment and/or intimidation may have implications for continued employment, promotion and tenure, or workload allocation.
  • See also the Researcher Support Consortium’s checklist for researchers: https://researchersupport.org/wp-content/uploads/2024/09/RSC_Toolkit_V2.pdf
Guidance for Faculty Administrators and Supervisors

When responding to harassment/and or intimidation, follow these four actionable steps:

  1. Assess safety concerns
    1. If in immediate danger, contact 911 and campus police (recognizing valid reasons why individuals may not want police involved)
    2. Even if the person is not in immediate danger, offer to connect them with campus police, and encourage them to file a report to establish a paper trail.
    3. Consider whether the harassment and/or intimidation (online or in-person) affects students or classes. If the harassment and/or intimidation might disrupt job responsibilities or the classroom experience, contact director or dean’s office to facilitate temporary relocation of the targeted faculty’s office space or classroom.
  2. Offer ongoing emotional support
    1. Keep in mind that not all media outlets adhere to the same standards of reporting, and some may publish false or inflated content intended to provoke outrage and strong emotions.
    2. Meet with the targeted individual as soon as possible. Use this time to assure them that they have wider university support and that they are not the only one who has been targeted by this kind of conduct. Ask if you can take notes during this meeting to aid in future reporting and communication with university partners.
    3. Share the institution’s policies on intimidation and/or harassment and commitment to academic freedom. See, for example: i. Ethical Conduct and Professional Workplace Behavior (3341-1-2) ii. Title IX and Sexual Harassment (3341-2-41) iii. Violence in the Workplace (3341-5-28) iv. Sexual Harassment (3341-5-38) v. Non-Discrimination in Employment and Education (3341-5-41) vi. BGSU Freedom of Expression (3341-2-45) vii. Collective Bargaining Agreement, Article 9
    4. Check in with the individual on a regular basis. Make sure to include them in response strategies whenever possible. Once harassment and/or intimidation has subsided, ask them for feedback on support efforts. Use this information to improve future responses to harassment and/or intimidation.
  3. Collect information about the harassment and/or intimidation.
    1. If the targeted individual has not filed an official report with the university, walk them through the form (or whatever process we develop) and help them submit it. Encourage them to document the incident(s) in as much detail as they feel comfortable sharing. Ask them if they have any supporting documents or screenshots to attach to the form. A detailed report will ensure that the affected individual will not have to report the story to every person in the process. Additionally, a detailed report can help other departments provide specialized supports and offer the university a comprehensive picture of harassment and/or intimidation experienced throughout the academic community.
    2. Encourage the individual to document the harassment and/or intimidation (or to have a trusted colleague document the harassment/intimidation, in order to mitigate psycho-emotional harm) through screenshots and other means to build a body of evidence for potential action. Encourage the researcher to turn off notifications on their phone or social media, and to create a filter on their email inbox to automatically sort incoming messages.
  4. Provide the individual with digital resources to help mitigate harm (see the PEN America resource guide)
    1. Serve as a liaison with IT—where appropriate, enlist help to lock down emails, set up new accounts, and assist with email forwarding and inbox filters. IT can also help to pull any personal information off websites, directories, and public-facing course material
    2. Make sure that the individual is aware that emails, texts, and other writings may be considered public records and therefore subject to public records requests. The Office of General Counsel can help determine what records fall within the definition of “any writing containing information relating to the conduct of public business” and could therefore become public.

Have Questions?

Please direct questions to the Division of Community and Well-Being in 140 McFall or by calling 419-372-CARE (2273)

Resources

University Policies

Policies on Freedom Speech and Expression

  • Ohio Public Policy on Principles of Free Speech (3341-1-12) This policy presents free speech parameters for BGSU. Section H covers the violations of policy, reporting a complaint, investigating a complaint, hearing process, and the prohibited act of retaliation.
  • Bowling Green State University Freedom of Expression. (3341-2-45) “BGSU is a community of learners and teachers. The university strives to ensure that members of our community feel valued and respected and have a shared responsibility to maintain and promote an environment of civil discourse and mutual respect.” (3341-2- 45(A)). In addition to a general policy statement and guidelines on reasonable time, place, and manner restrictions on speech, the BGSU Freedom of Expression Policy includes links to an FAQ on the web site of the Office of the Dean of Students; the University of Chicago Statement on principles of free speech, which informs this policy; Article 9 of the CBA; basic principles in the Academic Charter; and several links to student conduct policy and finance and administration policies regarding speech on campus.
  • Freedom of Expression at Bowling Green State University A freedom of expression website that contains additional details and resources for student, faculty, and staff. o

Policies on Ethical Conduct and Workplace Behavior 3341-1-2

  • Ethical Conduct and Professional Workplace Behavior: This is a broad policy, but two sections may relate to harassment and/or intimidation that comes from internal constituents:
    • Section C(9) touches on “non-retaliation” for those that make a good faith report related to this policy.
    • Section D covers professional workplace behavior 10
      • An example of this noted in the policy is “Disrespectful or unprofessional behavior that a reasonable person would find intimidating, offensive, or humiliating is unacceptable.”
      • Potential outcomes described in the policy are “Failure to abide by a supervisor’s instructions as to professional workplace behavior will be considered insubordination, which is just cause for corrective action up to and including termination.”
  • Title IX Sexual Harassment Policy and Procedures (3341-2-41)
    • Section A of the policy
      • BGSU prohibits sexual harassment, sexual assault, domestic violence, dating violence, stalking, retaliation, and violation of mutual restrictions on contact between the parties (collectively ‘Prohibited Conduct’).”
      • "This Policy establishes procedures and standards by which reported incidents of Prohibited Conduct will be received, investigated, evaluated and, when warranted, the manner in which sanctions will be imposed.”
      • The policy covers a listing of resources of assistance, confidentiality, supportive measures, intake process, investigation process, outcomes/resolutions, etc. A potentially applicable provision in the Title IX policy is the one on “stalking” in section I(3):
        • “The term ‘stalking’ means engaging in a course of conduct directed at a specific person that would cause a reasonable person to fear for the person’s safety or the safety of others; or suffer substantial emotional distress.”
  • 3341-5-11 Disciplinary Policy. For those employees that may be the subject of an investigation of their conduct or policy violation
  • 3341-5-28 Violence in the Workplace. The policy describes threats and/or intimidation as violations of the policy
    • “Intimidation including any verbal or non-verbal act towards another person, the purpose of which may be to coerce, and the result of which could cause the other person to fear for their safety or the safety of others.” 11

Other Related Policies

  • “Persona Non Grata” Status for Campus Visitors. (3341-6-36) While our policies focus on the responsibility of our faculty, staff and students, not all those we interact with may be directly affiliated with BGSU. The Persona Non Grata (PNG) policy focuses on the conduct of those not directly associated with BGSU and their ability to be on BGSU property. “Persona non grata” means a “visitor whose behavior has been determined to be detrimental to the university community and who is not permitted to be present on the university premises. An individual who is persona non grata is subject to prosecution for trespass should they be found on the university premises.” Violations of this policy are described as behavior detrimental to the university community. “Behavior detrimental to the university community” includes but is not limited to actions by a visitor which disrupt or interfere with university operations or programs or pose a reasonably foreseeable risk of doing so; are offenses against persons or property; violate a previous legitimate direction given by a university official; or are a violation, after notice has been given, of any university policy or rule or regulation. It does not include the exercise of free speech or the right to assemble peaceably or other constitutionally protected conduct.”
  • 3341-6-23 Policy on Firearms, Deadly Weapons, and Dangerous Ordinance.
  • 3341-6-17 Concealed Weapons.
  • 3341-2-28 Code of Student Conduct Those individuals that fall under the definition of “student(s)” would be governed by this policy and the broader conduct rules.
    • Section B (2) provides that definition o The term “student(s)” means any person from the time they are admitted to the University up through the date of graduation. This term includes, but is not limited to:
      • Newly admitted student(s) who have attended orientation; 12
      • Currently enrolled individual(s), including dual-enrolled student(s); and/or
      • An individual who has been enrolled in classes within the prior two semesters (i.e., summer, fall, or spring).
    • Section D (1) notes where these rules of conduct apply
      • “This Code applies to the conduct of students, recognized student organizations, and student groups that occurs on or off University premises, which adversely affects members of the University community and/or the pursuit of its objectives including, but not limited to, creating a positive academic environment, promoting responsible citizenship, and fostering an inclusive community.”
    • Section G (2) covers threatening behavior and unwanted conduct along with other prohibitive behavior.
      • Threatening Behaviors – Conduct or actions that causes a reasonable expectation of injury to the health or safety of any person or damage to any property, or intimidation which is defined as implied threats or acts that cause a reasonable fear of harm in another.
      • Unwanted Conduct – Unwelcome conduct (including written or electronic communication) that is so severe, pervasive, and objectively offensive that it substantially interferes with the ability of a person to work, learn, live or participate in, or benefit from the services, activities, or privileges provided by the university. In no event shall this provision be used to discipline a student, recognized student organization, or student group for speech protected by the First Amendment of the United States.
Ohio Revised Code

Given the conduct this report discusses, there are potentially applicable Ohio criminal codes to consider depending on the details of a case.

External Resources

The following, external resources can provide additional support and advice to faculty/staff/instructors/students who are dealing with challenges stemming from harassment and/or intimidation:

Local Resources & Services

Community of Care - A Community of Care requires campus-wide responsibility for acting on situations that can have significant impact on individuals and the campus community. As a public university for the public good, Bowling Green State University prioritizes community well-being and belonging to ensure that Falcons do not struggle alone.

BGSU Police - Provides the campus with 24-hour police protection by a fully certified staff of police officers, detectives, and dispatchers. If there is an immediate threat or emergency, please call 911 or BGSU Police at 419-372-2346

BG Transit - Provides safe, affordable, quality public transportation within the city limits of and area immediately surrounding Bowling Green, Ohio | 800-579-4299

Campus Safe Escort Service - A free service that provides walking escorts to all students to and from any on campus location. Escorts are available every day of the week from: 8 p.m. – 4 a.m. | 419-372-8360

The Cocoon - Emergency and comprehensive support services to survivors of sexual and domestic violence 24 hours a day, 7 days a week | 419-373-1730

Falcon Health Center - Partners with BGSU to provide health services and excellent patient care for students, faculty and staff members as well as the community of Bowling Green, Ohio | 419-372-2271

Office of State and Federal Compliance and Non-Discrimination

The Office of State and Federal Compliance and Non-Discrimination is committed to compliance with state and federal relations, particularly in areas of non-discrimination and equal opportunity, while adapting to legislative change | 419-372-4322

Wood County Crisis Line
A 24/7 service
419-502-HOPE (4673)

Updated: 03/19/2026 09:57AM