Recently, the chair of the faculty senate at my institution began an effort to systematically address issues of faculty bullying/harassment. In particular (but not exclusively), we are worried about the exploitation of non-tenured and non-tenure-track faculty by senior tenured faculty. The institution has a policy on employee-employee harassment that is vague - something like "all employees have the right to be treated respectfully. The institution will have a process to address claims of harassment."
The institution does not have a process beyond 1) informally complain to the deans and 2) file a formal complaint with HR. The second process is a matter of record keeping and thus does not lead to negotiation and resolution except for egregious and repeated offenders. The first process is not formal, so each dean handles cases as he/she sees fit.
We are seeking to propose a process and are looking for research on best practices. We are aware of the ombuds model that some institutions use. Are there other models? Has research been done on how effective they are?
Note: We are only concerned with non-sexual harassment, like "I will not support your application for tenure unless you X," where X is some activity not normally required for tenure, like teach a number of extra courses without pay, perform clerical duties for other faculty, etc. It also includes abuse of full-time and part-time adjuncts - "We won't renew your contract unless you do X," again where X is not in their original contract. Our institution has very clear and legally mandated processes for addressing sexual harassment.