Workplace Violence Policy
cwells
43 Posts
Does anyone have a policy on Workplace Violence? We're trying to put something more formal together due to all the recent workplace shootings. Any help would be appreciated. xpray
Comments
I. PURPOSE
It is the Agency’s policy to provide a safe working environment for its workforce. Angecy is committed to working with its workforce to engender and maintain a work environment free from violence, threats of violence, harassment, intimidation, and other disruptive behavior. While this kind of conduct is not pervasive at our agency, no employer is immune. Disruptive behavior at one time or another will affect every employer. Our intention is to open a rational dialogue, address threats of violence in our Agency and continue to work together to prevent violence from occurring and harming our workforce or our service.
The Agency will not tolerate violence, threats, harassment and other disruptive behavior in our workplace. All reports of such behavior or incidents will be taken seriously and dealt with appropriately. Unacceptable and violent behavior can include but is not limited to, oral or written statements, gestures, or expressions that communicate a direct or indirect threat of physical harm. Individuals who commit such acts may be removed from The Agency leased or owned properties and may be subject to disciplinary action, up to and including termination, criminal penalties or both.
II. SCOPE
The Agency solicits the cooperation of its entire workforce in its endeavor to provide a safe working environment for everyone at The Agency. Managers and supervisors at all levels must not ignore violent, threatening, harassing, intimidating or other forms of disruptive behavior. The Agency’s workforce, clients, customers or visitors who observe or are subjected to such behavior, while on the Agency’s premises, are to report the incident immediately.
III. DEFINITIONS
Violence - The occurrence of one or more of the following acts:
1. Intentionally, knowingly or recklessly causing or attempting to cause bodily injury.
2. Placing, by physical menace, another in fear of imminent serious bodily injury.
3. Any act which is intended to intimidate, harass or alarm another person.
Dangerous Weapon – Any instrument or device designed primarily for use in inflicting death or injury upon a human being or animal, and which is capable of inflicting death or injury upon a human being when used in the manner for which it is designed. Additionally, a dangerous weapon is any instrument or device of any sort whatsoever which is used in such a manner as to indicate that the individual intends to inflict death or injury upon another, and which, when so used, is capable of inflicting death upon a human being. Dangerous weapons include, but are not limited to a bomb, grenade, blackjack, sandbag, metal knuckles, dagger, knife (the blade of which is exposed in an automatic way by switch, push-button, spring mechanism or otherwise) or other implement for the infliction of serious bodily injury which serves no common lawful purpose.
Firearm – Any weapon, including a starter gun, which will or is designed to expel a projectile or projectiles by that action of an explosion, expansion of gas or escape of gas.
Threatening/Violent/Disruptive Behavior – Conduct assessed, judged, observed or perceived by a reasonable person to be so outrageous and extreme as to cause, or to likely result in, bodily harm or emotional distress.
Warning Signs/Inappropriate Behavior - Certain behaviors and indicators have been found to indicate that workplace violence may be more likely to occur. Examples include, but are not limited to, direct or veiled threats of harm, intimidating, belligerent, harassing, bullying or other inappropriate and aggressive behavior, numerous conflicts with supervisors and other employees, attendance problems, decreased productivity, bringing a weapon to the workplace, brandishing a weapon in the workplace, making inappropriate references to guns or fascination with weapons, making remarks that reveal a fascination with workplace violence or which advocate the use of violence to resolve problems or identifying oneself with a perpetrator or workplace homicides, expressions of desperation (pertaining to finances or family problems) to the degree of contemplating suicide, drug or alcohol abuse, extreme changes in behaviors, inconsistent work patterns, sudden deterioration of on-the-job relationships, unusual changes in behavior or involvement in personal conflicts.
IV. POLICY
PROHIBITED CONDUCT
The Agency does not tolerate any type of workplace violence committed by or against the workforce, clients, customers, visitors or any individual associated with The Agency. The workforce is prohibited from making threats or engaging in violent activities. This list of behaviors, while not all-inclusive, provides examples of conduct that is prohibited:
1. Causing physical injury to another person
2. Making threatening remarks (direct or veiled)
3. Aggressive or hostile behavior that creates a reasonable fear of injury to another person or subjects another individual to emotional distress.
4. Intentionally damaging employer property or property of another individual.
5. Possession of a weapon or making inappropriate comments about weapons while on Agency leased or owned property or while on Agency business.
6. Committing acts motivated by or related to sexual harassment or domestic violence.
INCIDENT REPORTING PROCEDURES
The following procedures must be followed in reporting incidents:
Critical Incidents
Critical incidents are incidents that must be immediately reported and include but are not limited to physical attacks with weapons and any other severely violent acts. Report all serious incidents immediately to Dauphin County Control by dialing 911. Include the following information:
1. Identify yourself and where you are calling from
2. State why you have called
3. State the address
4. Give them a phone number
After the emergency and law enforcement personnel have been contacted, immediately report the incident to the Agency Security desk at ext. 2127. The security officer on duty will forward the information to the Agency Workplace Violence Coordinator, or designated representative.
Non-critical Incidents
Non-critical incidents are incidents of a less serious nature and include but are not limited to verbal arguments, minor physical altercations (such as shoving or pushing), direct or veiled threats.
Non-critical incidents should be reported to the Agency Security Desk as soon as possible by dialing ext. 2127. The security officer on duty will forward the information to the Agency Workplace Violence Coordinator, or a designated representative.
V. RESPONSIBILITIES
Agency Workplace Violence Coordinator is an Agency-designated individual responsible for the oversight of workplace violence incident assessments, responses to these situations and other duties including but not limited to:
1. Report all incidents of workplace violence to the designated representatives in Human Resources and Legal Services immediately. Additionally, the Workplace Violence Coordinator shall report incidents to Senior Executives as appropriate.
2. Partner with representatives from the Human Resources Office and management to fully investigate all incidents or workplace violence.
3. Implement the provisions of this policy, workplace violence prevention initiatives and training.
4. Provide information and assistance on workplace violence issues and questions to the entire workforce.
5. Identify, along with management, the types of workplace violence prevention initiatives that are appropriate to meet agency needs.
6. Identify, along with management, individuals who should receive workplace violence training.
7. Coordinate the distribution of workplace violence materials, including guidelines and literature on workplace violence.
8. Coordinate the delivery of workplace violence prevention training and/or workshops.
9. Coordinate with local law enforcement authorities and other resources to obtain appropriate advisory services and training to meet the Agency’s needs.
10. Work with the Agency SEAP Coordinator to implement appropriate response actions to incidents of workplace violence.
11. Ensure managers and supervisors are advised of options to minimize the opportunity for workplace violence consistent with operational considerations.
12. Ensure that all Agency policies and procedures regarding workplace violence inform victims and witnesses of the availability of SEAP following any incident of workplace violence.
Managers’ and Supervisors’ Responsibilities:
1. Ensure the workforce is provided with and made aware of the Agency policy, information and guidelines.
2. Be proactive in their supervisory responsibilities to minimize the risk of workplace violence consistent with operation considerations.
3. Use the Workplace Violence Coordinator to obtain appropriate training to meet the specific needs of their workplace.
4. Be aware and sensitive to events or underlying causes and warning signs that can potentially lead to workplace violence.
5. Cooperate with all relevant parties during investigations of workplace violence incidents.
6. Consult the Workplace Violence Coordinator for advice when individuals show signs of inappropriate workplace behavior, warning signs, threats or speech that may lead to workplace violence.
7. Consult with the Human Resources Office for advice regarding SEAP referrals, Conditions of Continued Employment or fitness for duty evaluations.
8. Report all incidents of workplace violence in accordance with Agency procedures as outlined above.
9. The Supervisor shall take appropriate administrative or disciplinary action, consistent with Agency policy, when an employee violates the violence in the workplace policy.
Workforce Responsibilities:
1. Read and be familiar with the workplace violence policy and be proactive in the prevention of workplace violence incidents.
2. Follow the proper reporting procedures as outlined above.
3. Cooperate in any investigation related to an alleged incident of workplace violence.
RELEVANT PROVISIONS:
BOMB THREATS – It is important to note that bomb threats are unique circumstances that require special attention. All bomb threats received should be reported to Central Services through a supervisor or manager as soon as possible.
TRAINING - All individuals are expected to attend training regarding violence in the workplace; and are expected to be familiar with the steps to maintain their personal safety.
EXTERIOR ENTRANCES - All exterior entrances are to be locked at all times except for the main visitor entrance, located at the South end of the Headquarters building. No doors are to be propped open at any time. The Agency reserves the right to add metal detectors and/or security guards at any or all doors. In an effort to protect its workforce, clients, customers and visitors, the Agency may exert control over the flow of traffic in and out of the building or parking garage, via the promulgation of entrance procedures.
CAMERAS – The Agency has placed and or will place additional security cameras in strategic locations; no employees or visitor is to interfere with their operation.
DELIVERIES – The Agency reserves the right to create and implement any policy for deliveries in an effort to increase security for its workforce, client, customers and visitors.
PARKING LOT - The Agency reserves the right to create additional policies to maintain and enhance the safety of the parking lots and garage.
Cindy