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Questions and Answers
According to Policy 3.05.05, what immediate action should an employee take if there is a threat of immediate physical danger in the workplace?
According to Policy 3.05.05, what immediate action should an employee take if there is a threat of immediate physical danger in the workplace?
- Contact the Employee Assistance Program for counseling.
- Document the incident and report it to Human Resources.
- Confront the individual making the threat to de-escalate the situation.
- Notify building security or the police department. (correct)
An employee observes a coworker repeatedly yelling and slamming objects on their desk. While no explicit threats are made, the behavior is creating a hostile environment. What is the MOST appropriate initial action for the employee?
An employee observes a coworker repeatedly yelling and slamming objects on their desk. While no explicit threats are made, the behavior is creating a hostile environment. What is the MOST appropriate initial action for the employee?
- Ignore the behavior unless it escalates further.
- Report the behavior to their supervisor immediately. (correct)
- Start documenting the coworker's behavior to build a case.
- Directly confront the coworker about their behavior.
A supervisor receives a report of a potential policy violation involving workplace violence. According to Policy 3.05.05, what are the supervisor's responsibilities?
A supervisor receives a report of a potential policy violation involving workplace violence. According to Policy 3.05.05, what are the supervisor's responsibilities?
- To ignore the issue if it seems minor.
- To only report the incident to law enforcement.
- To immediately terminate the employee involved.
- To document the issue, inform human resources, and address the behavior. (correct)
An employee obtains a protective order and wants to include their workplace in the order. What is the employee's responsibility according to Policy 3.05.05?
An employee obtains a protective order and wants to include their workplace in the order. What is the employee's responsibility according to Policy 3.05.05?
An individual who is the subject of a protective order appears at an employee's work location. Following notification, what is the supervisor's NEXT immediate action, according to Policy 3.05.05?
An individual who is the subject of a protective order appears at an employee's work location. Following notification, what is the supervisor's NEXT immediate action, according to Policy 3.05.05?
Under what circumstances can a supervisor relieve an employee from duty and place them on paid administrative leave, according to Policy 3.05.05?
Under what circumstances can a supervisor relieve an employee from duty and place them on paid administrative leave, according to Policy 3.05.05?
According to Policy 3.05.05, which of the following consequences may an employee face for engaging in violent, abusive, or threatening behavior?
According to Policy 3.05.05, which of the following consequences may an employee face for engaging in violent, abusive, or threatening behavior?
An employee is experiencing domestic issues that are causing them to be concerned about their safety at work. While there is no protective order in place, they fear their partner may come to the workplace. What steps should the employee take?
An employee is experiencing domestic issues that are causing them to be concerned about their safety at work. While there is no protective order in place, they fear their partner may come to the workplace. What steps should the employee take?
Flashcards
Workplace Violence Policy
Workplace Violence Policy
The city has a zero-tolerance policy for violence, abuse, or threats in the workplace.
Reporting Workplace Violence
Reporting Workplace Violence
Report any violent, abusive, or threatening behavior to your supervisor immediately.
Immediate Danger Protocol
Immediate Danger Protocol
If there's immediate danger, notify building security or the police department.
Consequences of Violations
Consequences of Violations
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Supervisor's Role
Supervisor's Role
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HR Notification
HR Notification
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Administrative Leave
Administrative Leave
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Protective Orders
Protective Orders
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Study Notes
- Policy 3.05.05 addresses violence in the workplace, providing guidance on handling violent, abusive, or threatening behavior.
General Guidelines
- The city does not tolerate violent, abusive, or threatening behavior from its employees in the workplace.
- Employees must report instances of violent, abusive, or threatening behavior to their supervisors immediately.
- Employees involved in situations with fear of physical violence or verbal threats should immediately notify the appropriate supervisor or department/division director.
- If there is a threat of immediate danger, the employee should notify building security or the police department.
- City employees involved in violent, abusive, or threatening behavior may be referred to the Employee Assistance Program for counseling, training, or other treatment and may face disciplinary action, including termination.
Supervisor Responsibilities
- Supervisors are responsible for documenting, investigating, and addressing issues of violent, abusive, or threatening behavior.
- Supervisors should promptly inform human resources of possible violations of this policy.
- An employee may be relieved from duty and ordered to leave the work site if the supervisor believes a violation of this policy has occurred.
- The employee will be placed on paid administrative leave pending further investigation.
- Supervisors may report instances of violent, abusive, or threatening behavior to security or law enforcement, as appropriate.
Protective Orders
- Employees requesting protective orders from a court should inform the city attorney's office before including their work location in the order.
- The employee is responsible for informing the department/division director of the individual to whom the order applies.
- In circumstances where the subject of the order appears at the work location:
- The employee will notify the department/division director or immediate supervisor.
- The director or immediate supervisor will ask the individual to leave the work location.
- The employee or supervisor may call the police department for assistance without having to first interact with the individual, at their discretion.
Current References
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3.05.01 Standards of Conduct
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3.05.03 Discipline and Appeal Guidelines
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The policy was initially effective on December 13, 1995.
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The policy was approved and passed on December 31, 2016.
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