Workplace Violence Policy PDF

Policy 1024 Chesapeake Fire Department Policy Manual Copyright Lexipol, LLC 2023/04/01, All Rights Reserved.Published with permission by Chesapeake Fire Department Workplace Violence - 1 Workplace Violence 1024.1 PURPOSE AND SCOPE The purpose of this policy is to make clear that the...

Policy 1024 Chesapeake Fire Department Policy Manual Copyright Lexipol, LLC 2023/04/01, All Rights Reserved.Published with permission by Chesapeake Fire Department Workplace Violence - 1 Workplace Violence 1024.1 PURPOSE AND SCOPE The purpose of this policy is to make clear that the Department does not tolerate any direct or implied threats of violence or violent behavior in the workplace or any act or behavior that is or can be perceived as threatening, hostile, and/or violent. 1024.2 POLICY It is the policy of the Chesapeake Fire Department to provide and maintain a safe work environment for its employees, volunteers, and members of the public as outlined in City Administrative Regulation AR 2.46 . In responding to any violent behavior in the workplace, the Department is committed to providing protection to all involved parties, including protection from future physical and/or mental harm and the protection of the legal rights of victims, witnesses, and those instigating the harm. 1024.3 PROHIBITED BEHAVIOR No member shall engage in, encourage, or promote violent behavior toward any person while conducting department business or on department property. No member engaged in department business shall carry or possess weapons or explosives unless either: (a) Permitted by department policy (b) State or local law prohibits the Department from restricting the possession of the weapon or explosive 1024.4 REPORTING AND INVESTIGATING 1024.4.1 MEMBER RESPONSIBILITY Department members who experience, observe, or have knowledge of prohibited behaviors and actions in the workplace have a responsibility to report the situation as soon as practicable to a supervisor, a manager, or a human resources representative and to the local police department, if a threat has been made or a crime has occurred. Members should render aid to anyone who may be in need and be prepared to assist emergency responders, as requested, following any incident of violence in the workplace. 1024.4.2 SUPERVISOR, MANAGER, BATTALION CHIEF, AND DIVISION CHIEF RESPONSIBILITIES Upon receipt of a report of potential or actual workplace violence, supervisors shall gather as much information as possible to assess and determine the severity and potential of the situation. If the report is found to be credible, the next immediate supervisor shall be notified as soon as practicable and appropriate action taken. Chesapeake Fire Department Policy Manual Workplace Violence Copyright Lexipol, LLC 2023/04/01, All Rights Reserved.Published with permission by Chesapeake Fire Department Workplace Violence - 2 Local law enforcement personnel shall be notified immediately of all threatening or violent behavior. 1024.4.3 INVESTIGATION The Deputy Chief will promptly, impartially, and with as much confidentiality as practicable coordinate the investigation of all reports of violent behavior. Department members are required to cooperate in any investigation. A timely resolution of each report should be reached and communicated to all parties involved as quickly as possible. 1024.4.4 REPORTING NON-WORK-RELATED THREATENING OR VIOLENT BEHAVIOR Department members who are victims of domestic violence or other threatening behavior outside of the workplace, or who believe they are potential victims of such behavior and fear it may enter the workplace, are encouraged to report the situation as soon as possible to their supervisors. Supervisors receiving any such report shall contact the Deputy Chief as soon as practicable so that any appropriate safety measures or plans may be developed. 1024.5 RETALIATION PROHIBITED Any form of retaliation against a member for making a report concerning violent behavior in the workplace is prohibited. Any member who becomes aware of any retaliation or threatened retaliation shall immediately notify his/her supervisor. 1024.6 RESTRAINING ORDERS Members who obtain a restraining order listing their workplace, person, or the Department as a protected area must provide a copy of the restraining order to their immediate supervisor who shall forward it to the Deputy Chief through the chain-of-command. The Department needs this information in order to provide a safe workplace. 1024.7 FOLLOW-UP ACTION Any employee reported to have exhibited violent or potentially violent behavior will be afforded all rights provided by law before the Department takes any disciplinary action. Actions that may be taken when an employee has been found to have violated this policy include but are not limited to the following: • Mandatory participation in counseling • Placing the employee on paid administrative leave pending investigation into an alleged threat or act • Corrective/disciplinary action up to and including termination • Criminal arrest and prosecution • Special procedures, such as job relocation or initiation of a court order Chesapeake Fire Department Policy Manual Workplace Violence Copyright Lexipol, LLC 2023/04/01, All Rights Reserved.Published with permission by Chesapeake Fire Department Workplace Violence - 3 If, upon investigation, it is determined that an allegation is false or was made maliciously, the employee who provided the false information will be subject to disciplinary action, up to and including termination, as well as possible criminal arrest and prosecution. 1024.8 LEGAL ACTION The department’s legal counsel will determine if a temporary restraining order or injunction should be sought on behalf of the Department to reduce future or threatened violent behavior in the workplace. 1024.9 CORRECTIVE ACTIONS At the completion of the investigation and a review of the incident, or in the case of a threat of violence, non-disciplinary corrective actions should be implemented or requested to ensure overall workplace safety. These actions may include but are not limited to: • Placing the involved member on administrative leave pending further review and determination of permanent action. Administrative leave would be unpaid in the case of a volunteer. • Reassigning the member to a different work location. • Referring the member to conflict resolution training sessions. • Referring the member to the Employee Assistance Program (EAP). • Modifying workstation designs and office traffic flow patterns. • Requiring the member to attend a fitness-for-duty evaluation. • Developing specific workplace violence procedures for incident response, prevention, and corrective actions. 1024.10 WORKPLACE VIOLENCE PREVENTION All department members are responsible for assisting in the prevention of violence in the workplace. The Department will provide appropriate training to members regarding workplace violence. In the event a violent incident occurs in the workplace, the Fire Chief is responsible for ensuring that all responsibilities have been met and actions carried out, as detailed in this policy, and shall review the results of any investigation and ensure appropriate action is taken. Information gathered during an investigation should be used for the continuous improvement of policies and procedures to prevent workplace violence.