Incidents of violence in the American workplace have come under increasing public attention in recent years. While such incidents have been rare at Wayne State University, the university wishes to do everything possible to anticipate and prevent such problems from arising. Faculty, staff and students are accountable both to civil authorities and to the university for acts which constitute violations of both law and this policy.
In such instances, disciplinary action at the university will normally proceed while civil or criminal charges involving the same incident are pending.
Policy brief & purpose
Disciplinary action taken under this policy will not be subject to challenge on the grounds that civil or criminal charges involving the same incident have been invoked, dismissed, or are pending. Wayne State University is committed to providing a work and educational environment which is free from threats, assaults or acts of violence. No person will be allowed to harass or assault any other person by exhibiting violent behavior including, but not limited to, the following:. Verbal Harassment : Verbal threats to engage in violence against persons or property.
9.6 Workplace Violence
Physical Harassment or Assault : Physical or sexual assault by any means with or without a weapon, including hitting, pushing, kicking, holding, or unlawfully impeding or blocking the movement of another person, or nonverbal threats of violence against persons or property.
In support of this policy, the university will not tolerate any threat, direct or implied, of physical harm to persons or property, or which harasses, disrupts or interferes with another's work performance, or which creates an intimidating, offensive or hostile work or educational environment. The university prohibits certain items from being brought onto university property.
Those prohibited items include: all types of firearms, switchblade knives, knives with a blade length of more than 3 inches, explosives and any other object carried for the purpose of injuring or intimidating. University personnel are expected to notify appropriate management personnel of any threats of violence, which they have witnessed or received. Personnel should also report any behavior they have witnessed which they regard as threatening or violent, when that behavior is work-related or is carried out on university property or is connected to university employment.
Violence in the workplace policy template
Any individual who has obtained a personal protection or restraining order which identifies the workplace as being a protected area should provide that information to the Department of Public Safety. Disciplinary action for violation of this policy shall be taken pursuant to existing policies and procedures applicable to the individual who has engaged in the alleged violation.
Violation of this policy shall be a separate ground for disciplinary action under such policies and procedures. In the event of such disciplinary action, violation of this policy shall be deemed to be a major violation, subject to the imposition of any sanction authorized under such policies and procedures, and not requiring that the University engage in progressive discipline prior to the imposition of such sanction.
Nothing in this policy shall be deemed to preclude disciplinary action for other actions which interfere with the effective functioning of the workplace or which otherwise create an intimidating, offensive or hostile work or educational environment.
Notify Public Safety and supervisor or next in charge of any threat, assault or acts of violence. Instruct all persons to evacuate area or take cover but remain available to participate in investigation. Secure area and maintain crowd and traffic control until Public Safety personnel arrive.
Consider additional security measures. In all cases not requiring immediate crisis intervention, the following procedure should be followed:. Immediately investigate complaint by gathering information and supporting documentation from all appropriate university personnel.
Obtain timely written statements from all parties and witnesses to incident. Notify Vice President, Dean or Director through the appropriate organizational channels of the incident.
Notify and provide copy of written statements to Labor Relations for represented, non-academic personnel; Employment Services for non-represented personnel, and Academic Affairs for represented faculty and academic staff personnel. In circumstances where a manager has a reason to believe that it is in the best interest to have a public safety officer on hand, he manager may make advance arrangements with Public Safety to have an officer on site.
In non-criminal incidents, assist in providing the proper environment in which supervisors and managers may deal with the personnel related issues involved in the incident.
Public Safety personnel will not investigate disciplinary matters, only criminal incidents. In criminal incidents investigate for the purpose of preparing for prosecution of the case in court. Note: Line management must conduct a separate investigation for employment related purposes and should not expect access to the police investigation.
Public Safety will provide assistance, if determined appropriate, should a manager believe their assistance may be needed.
Violence in the workplace policy and procedures manual canada
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Search: Search. No person will be allowed to harass or assault any other person by exhibiting violent behavior including, but not limited to, the following: Verbal Harassment : Verbal threats to engage in violence against persons or property.
Notify Emergency Medical Service if needed. Supervisor Instruct all persons to evacuate area or take cover but remain available to participate in investigation.
Administer first aid and triage medical assistance, as needed. Secure area and preserve evidence. Conduct investigations. Notify President, Sr. Chief of Staff Inform Marketing and Communications.
Marketing and Communications Prepare news releases and answer media concerns. Begin appropriate communications with other employees. Provide crisis counseling, as needed. Perform post incident review with Crisis Management Team.
In all cases not requiring immediate crisis intervention, the following procedure should be followed: Responsibility Action Employee Advise supervisor of threat or incident immediately Supervisor Review complaint. Notify Public Safety to report findings immediately. Public Safety Respond and take appropriate actions, which may include some or all of the following: Assess risk Contain ongoing situation Diffuse - Restore order Isolate the parties involved Control the scene for evidence collector Negotiations De-escalation Physical intervention Custody arrest Crisis Center commitment Transportation - escort from the scene Notify Marketing and Communications personnel as appropriate.
Privacy and University Policies.
Guide to violence prevention in the workplace
Inform Marketing and Communications. Prepare news releases and answer media concerns. Arrange for critical incident debriefing. Advise supervisor of threat or incident immediately. Review complaint. Respond and take appropriate actions, which may include some or all of the following: Assess risk Contain ongoing situation Diffuse - Restore order Isolate the parties involved Control the scene for evidence collector Negotiations De-escalation Physical intervention Custody arrest Crisis Center commitment Transportation - escort from the scene Notify Marketing and Communications personnel as appropriate.