Sheriff's Policy Manual - Workplace Violence PDF

SHERIFF’S POLICY MANUAL 3.23 WORKPLACE VIOLENCE: 3.23.1 General: This policy attempts to identify and prevent workplace incidents of actual or threatened violence in a BSO facility. BSO is committed to a coordinated and rapid response to these incidents. Violence...

SHERIFF’S POLICY MANUAL 3.23 WORKPLACE VIOLENCE: 3.23.1 General: This policy attempts to identify and prevent workplace incidents of actual or threatened violence in a BSO facility. BSO is committed to a coordinated and rapid response to these incidents. Violence, or the threat of violence, will not be permitted in BSO workplaces. Perpetrators will face serious disciplinary action (if employed by BSO) and if applicable, criminal prosecution. 3.23.2 Policy: A. Definition: For the purpose of this policy, “deadly weapon” includes all firearms (i.e., handguns, rifles, etc.) and explosive devices. Knives, cutting utensils, clubs, brass knuckles, or other devices such as defensive mace, pepper spray canisters, stun guns, or other objects may be considered deadly weapons when exhibited, used, or threatened to be used in an offensive or aggressive manner in relation to the facts of a given situation. B. Possession, use, or threatened use of deadly weapons or firearms will not be permitted at work, on BSO property, in BSO vehicles, or among BSO employees unless possession or use is in accordance with job duties. C. Desks, lockers (including lockers with privately owned locks), briefcases, purses, packages, and similar containers as well as BSO vehicles and private vehicles parked at a BSO facility will be subject to search when BSO has reasonable grounds to believe an employee may be in violation of this policy. D. An exemption to the possession, use, or threat of use of a deadly weapon will be made only when possession or use of the weapon is a necessary and approved requirement of the job. E. Severe disciplinary action including termination may occur for violation of this policy. Refusal to permit a search of property will constitute cause for disciplinary action to include termination. F. Employees who witness or are aware of an act or threat of imminent violence or behavior which they regard as threatening or violent towards an employee or non-employee at a BSO facility, in a BSO vehicle, or among BSO employees will immediately contact Communications, via radio or 911, and any available supervisor. The supervisor will immediately contact the Internal Affairs Commander or designee. 3.23 10/01/2008  SHERIFF’S POLICY MANUAL G. If an act or threat is not imminent or observed behavior causes concern for potential violence in the future, employees will immediately contact their supervisor. Supervisors who are notified of an act or threat will contact Internal Affairs as soon as feasible. H. The Internal Affairs Commander will act as the critical incident coordinator. The Internal Affairs Director or designee can be contacted at any time and is responsible for the coordination of any needed BSO resources (i.e., Employee Assistance Program, Employee Benefits, legal counsel, etc.). I. Supervisor Responsibility: 1. Supervisors will take appropriate immediate action to defuse violent or potentially violent situations and prevent their escalation. 2. Supervisors should remove any person from the facility who makes a substantial threat, exhibits threatening behavior, or engages in violent acts as quickly as possible and instruct them to remain off the premises until the outcome of the investigation. 3. Supervisors will separate involved persons and not allow a verbal altercation to escalate. If persons cannot be separated, supervisors will secure the area and request additional assistance from Communications. 4. If the offender is arrested, supervisors will complete all required documentation such as Event Reports, Probable Cause Affidavits, Property Receipts, etc. 5. If the offender is a BSO employee, copies of all documentation will be forwarded to the Internal Affairs Commander and arrest procedures for employees, outlined in the Sheriff’s Policy Manual, will be adhered to. 6. When the incident is under control, supervisors will take written statements if possible, from all persons involved or witnessing the incident. Statements from employees will follow proper investigative protocols in the Sheriff’s Policy Manual. 7. Supervisors will evaluate each violent or potentially violent situation and complete a written report including their threat assessment as soon as practical after the incident. Completed reports will be distributed as soon as possible, as follows: 3.23 10/01/2008  SHERIFF’S POLICY MANUAL a. Original - Internal Affairs Commander b. Copy - reporting supervisor c. Copy - Human Resource Director d. Copies - offender's chain of command if offender is a BSO employee e. Copies - supervisor's chain of command J. When evaluated, an employee may be immediately suspended and ordered not to return to the workplace until further advised, if the incident is so serious that possible termination may be involved and/or continued presence of the employee at the workplace would not be appropriate given the altercation or particular circumstances. This action may be taken upon the employee's Department Executive Director and Internal Affairs Commander’s concurrence. K. Most workplace altercations, including minor ones involving only verbal exchanges, justify appropriate disciplinary action through the use of the discipline policy. At any time during the review of an altercation, the Human Resources Director will be available for assistance upon request. Other actions may include: 1. Re-assignment 2. Restricted administrative assignment 3. Arrest of involved persons 4. Suspension or termination of the business relationship if the offender is not an employee L. No employee acting in good faith who reports a real or implied violent behavior act will be subject to retaliation by any employee. 3.23 10/01/2008  SHERIFF’S POLICY MANUAL 3.23.3 Domestic Violence in/at the Workplace: A. The Employee Assistance Program will be available for employees who are victims of or fear being victims of domestic violence. B. Temporary Restraining Order: 1. Domestic violence case procedures will be handled in accordance with the Department of Law Enforcement SOP. 2. Issuance of a Temporary Restraining Order or Protective Order listing any BSO property as a protected area must be reported immediately to the employee's director, Internal Affairs Commander, Human Resources Director, and the Office of the General Counsel. 3. All directors will ensure no employment retaliation is suffered due to the good faith reporting of a Temporary Restraining Order or Protective Order. C. If an accommodation to the work schedule or work location for an employee who is a victim of domestic violence is appropriate, the employee, Department Executive Director, Internal Affairs Commander, and Human Resources Director will assess and implement any needed accommodation. 3.23 10/01/2008