Purpose
The purpose of this policy is to promote a safe workplace by prohibiting violence and threatening actions in the workplace.
The university recognizes that workplace violence is a growing concern among employers and employees across the country. The university is committed to providing a safe, violence-free workplace and strictly prohibits employees, consultants, customers, visitors, or anyone else on university premises or engaging in a university-related activity from behaving in a violent or threatening manner. As part of this policy, the university seeks to prevent workplace violence before it begins, and reserves the right to deal with behavior that suggests a propensity towards violence even prior to any violent behavior occurring.
The university believes that prevention of workplace violence begins with recognition and awareness of potential early warning signs, and has established procedures within Employee Services for responding to any situation that presents the possibility of violence.
Definitions
Workplace violence—includes, but is not limited to: threats of any kind; threatening, physically aggressive, or violent behavior, such as intimidation of, or attempts to instill fear in others; other behavior that suggests a propensity toward violence, which can include belligerent speech, excessive arguing or swearing, sabotage, or threats of sabotage of university property, defacing university property or causing physical damage to the facilities; or with the exception of law enforcement personnel, bringing weapons or firearms of any kind on university premises, in university parking lots, or while conducting university business.
Procedures/Guidelines
I. Reporting
If any employee observes or becomes aware of any of the above-listed actions or behavior by an employee, customer, consultant, visitor, or anyone else, he or she must notify Campus Safety and Employee Services immediately. Further, employees should notify Employee Services if any restraining order is in effect, or if a potentially violent non-work related situation exists that could result in violence in the workplace.
Retaliation against anyone for reporting an actual or suspected violation of this policy in good faith will not be tolerated and will subject the individual engaging in the retaliation to corrective action up to and including termination of employment. Any complaints about retaliation may be reported in the same manner as violations of this policy are to be reported.
Confidentiality of individuals reporting violations of this policy will be protected to the extent deemed reasonable and appropriate by the administration. Only those people with a legitimate need to know will be informed, which may include persons who are potential targets of acts that violate this policy.
Note: If the conduct is sexual in nature and violative of Title IX, the reporting, investigation and resolution procedures set forth in the university’s Sexual harassment (Title IX) policy will be followed.
II. Investigation
All reports of workplace violence will be taken seriously and will be investigated promptly and thoroughly. Any employee who makes threats, exhibits threatening behavior or engages in violent acts in violation of this policy may be removed from campus pending the outcome of an investigation.
In appropriate circumstances, the university will inform the reporting individual of the results of the investigation. To the extent possible, the university will maintain the confidentiality of the reporting employee and of the investigation but may need to disclose results in appropriate circumstances, for example, in order to protect individual safety. See also the Disclosure to victims of alleged crime policy. In addition, the university may notify law enforcement in some cases when deemed necessary.
III. Corrective action
If the university determines that workplace violence has occurred, the university may take appropriate corrective action. The appropriate action may depend on the particular facts but may include written or oral counseling, probation, reassignment of responsibilities, suspension, or termination of employment. If the violent behavior is that of a non-employee, the university will take appropriate corrective action in an attempt to ensure that such behavior is not repeated.
Under certain circumstances, the university may forego corrective action on the condition that the employee takes a medical leave of absence. In addition, the university may request that the employee participate in counseling, either voluntarily or as a condition of continued employment.
To learn more about this policy or the supporting procedures, please contact Campus Safety.