FR-A-108 WORKPLACE VIOLENCE PREVENTION AND RESPONSE

Any conduct that creates a hostile work environment, including verbal threats, intimidation, and actual physical harm.

Specific examples of prohibited behaviors that constitute workplace violence, such as physical assault, verbal threats, and property damage.

The policy's goal is to protect Fire Rescue personnel and maintain a safe work environment.

The policy applies to all Fire Rescue personnel, including employees and reservists.

The Fire Rescue Administrator and the PPM Committee are responsible for implementing and updating the policy.

A reference to a separate policy that outlines the restrictions on weapons on County property.

The policy outlines how to respond to acts or threats of violence, including reporting procedures and safety protocols.

The policy is divided into five sections, addressing prohibited weapons, behaviors, identifiable characteristics, warning signs, and response to violence.

Use of inappropriate or vulgar language aimed at another person in a threatening or aggressive manner. This action is intended to instill fear or hostility.

Attempting to force someone into an action they don't want to do, often through intimidation or threats. This could involve making someone do something against their will or forcing them to break rules.

Intentionally following another person repeatedly, often making threats with the aim of causing them fear for their personal safety. This is also often described as stalking in the workplace.

A person who exhibits a few of these characteristics may be more likely to engage in workplace violence. It is important to remember that having one or more of these characteristics does not necessarily mean a person will commit violence.

Threatening to cause harm to oneself or others. This is a serious indication of potential instability and violence.

Displaying uncontrolled anger and rage, often disproportionate to the situation. This indicates a potential for aggressive behavior.

Feeling hopeless or depressed, often accompanied by isolation or withdrawal. This could indicate an emotional state that's vulnerable to violence.

Believing unfairly treated or wronged, often with exaggerated complaints. This can escalate into resentment and hostility.

Acting unpredictably or erratically, shifting moods or behaviors. This suggests potential impulsivity or lack of control.

Any instances of physical aggression targeting a family member. This can signal a potential risk for extending violence to the workplace.

Being persistent in harassing and stalking someone, displaying obsessive behavior. This is a serious form of workplace violence.

Having suspicions or beliefs that aren't based in reality, often involving persecution or threats. This can lead to erratic and possibly violent reactions.

Excessive use or dependence on alcohol or drugs. This can impair judgment, reduce inhibitions, and increase the risk of violent behavior.

Any reported threat of violence or violent act, even if it does not appear imminent, must be reported immediately to a supervisor. This includes when the supervisor is the individual committing the behavior.

This protocol is triggered when there is an immediate danger of violence. The primary focus is on ensuring the safety of everyone. This involves emergency calls, a unified response with law enforcement, and possibly locking down facilities.

threats of violence conducted against persons or property that are sufficiently severe, offensive, threatening or intimidating enough to alter employment conditions or to create a hostile, abusive, or intimidating work environment for any Fire Rescue personnel or reservist.

oral or written statements, gestures, or expressions that communicate a direct or indirect threat of physical harm or damage to property.

i. Hitting, kicking, punching, slapping or shoving an individual. ii. Threatening to harm an individual or their family, friends, associates, or damage their property. iii. The intentional destruction or threat of destruction of property owned, operated, or controlled by the Fire Rescue. iv. Making harassing or threatening telephone calls, letters or other forms of written or electronic communications. v. Use of foul language directed at another person in a threatening or hostile manner. vi. Intimidating or attempting to coerce a Fire Rescue personnel to do wrongful acts. vii. Harassing surveillance, also known as “stalking”; the willful, malicious and repeated following of another person and making a credible threat with intent to place the other person in reasonable fear of their safety.

i. A 35 - 50 year old male. ii. Prefers their own company to that of colleagues. iii. A fascination with weapons and military subjects. iv. Displays a few outside interests.

v. Equates their job to their self-esteem. vi. Has a history of interpersonal conflicts, including conflicts at work. vii. Demonstrates a sense of being entitled to some perceived debt owed. viii. Exhibits extreme views, paranoid behavior, and difficulty accepting criticism.

ix. Has experienced a stress such as health or family trouble. x. Displays unwelcome comments or behaviors at work, related to sex or violence. xi. Senses a real or perceived danger of discipline, layoff, or other negative event at work.

a high level of awareness for the warning signs.

i. Threats to self or others ii. Inappropriate anger and rage iii. Despondence

iv. Persistent and exaggerated perceptions of injustice v. Erratic behavior vi. Violence against a family member

vii. Obsessive harassment and stalking viii. Paranoia and delusions ix. Substance abuse

Next level supervisor, Deputy Chief

must immediately report it to their supervisor. If the supervisor is the individual committing the behavior, then it should be reported to the next level supervisor.

the Internal Affairs Officer and Union officials.

1. The Fire Rescue personnel entry swipe card shall be temporarily deactivated.
2. A Notice of Formal Investigation (NOFI) shall be initiated with associated discipline as appropriate.
3. The employee’s access to the Fire Rescue staffing software program shall be temporarily restricted.
4. The employee’s Fire Rescue email access shall be restricted.

5. A Mandatory Employee Assistance Program (EAP) referral shall be issued to the employee.
6. When the employee returns to duty, an EMS Captain and/or Battalion Chief shall be assigned to run calls with the employee to determine if they are “fit for duty” and if their conduct is becoming of a Fire Rescue personnel.

any available personnel or supervisor must immediately make an emergency 911 call.

the Fire Operations Officer (F.O.O.) or Fire Rescue Communication Center shall be notified and updated on the situation by the employee or supervisor.

1. Fire Rescue shall work with the involved Law Enforcement agency with a Unified Command structure for the incident.
2. Fire Rescue must provide information to potentially affected personnel as to how they should respond in the event the perpetrator presents at a work location.

3. Fire stations or other work locations (Headquarters, Support Services, etc...) may be put on “lock-down” based on the threat assessment and routine police patrol of fire stations or other work locations may be requested.
4. Possible targeted victims shall be identified to Law Enforcement and their addresses shall be flagged in their database for periodic patrols.

5. Possible targeted work locations shall have their personnel relocated to other locations, as needed, based on the threat assessment.
6. The accused Fire Rescue personnel shall be relieved of duty and access to all Fire Rescue facilities shall be restricted.
7. Fire Rescue personnel entry swipe card shall be temporarily deactivated.

8. A Notice of Formal Investigation (NOFI) shall be initiated with associated discipline as appropriate.
9. The employee’s access to the Fire Rescue staffing software program shall be temporarily restricted.
10. The employee’s Fire Rescue email access shall be restricted.

11. A Mandatory Employee Assistance Program (EAP) referral shall be issued to the personnel.
12. When the employee returns to duty, an EMS Captain and/or Battalion Chief shall be assigned to run calls with the employee to determine if they are “fit for duty” and if their conduct is becoming of a Fire Rescue personnel.