(a) Policy. The City is committed to providing a safe workplace for all employees free from the risk of violence, threats, and intimidation.
(b) The City does not tolerate any type of workplace violence committed by or against its employees. Employees are prohibited from making threats or engaging in violent, threatening, or intimidating behavior. This list of behavior includes, but is not limited to, the following:
(1) Causing physical injury to another person.
(2) Making threatening remarks.
(3) Displaying aggressive or hostile behavior that creates a reasonable fear of injury to another person or subjects another individual to emotional distress.
(4) Intentionally damaging City property or property of another employee.
(5) Possessing an unauthorized weapon during working hours while on City-owned property or while occupying a City-owned vehicle.
(6) Committing acts motivated by, or related to, sexual harassment or domestic violence.
(c) Any employee who is the victim of any threatening or harassing conduct, any witness to such conduct, or anyone receiving a report of such conduct, whether the perpetrator is a City employee or a non-employee, shall immediately report the incident to any of the following. (There is no need to follow the chain of command).
(1) Immediate supervisor;
(2) Any supervisor or manager within or outside of the department;
(3) Department head; or
(4) Director of Human Resources.
(d) Any employee who is the victim of any threat of violence or violent contact with an employee or non-employee shall immediately seek safety and report the incident.
(e) Reporting Procedure.
(1) Emergency situations. If possible, distance yourself from the perpetrator, then call 9-1-1. The report should include your name, location, the name of the perpetrator, the nature of the problem and whether weapons are involved. Try to remain calm.
(2) Non-emergency situations. Call dispatch at 440-933-4567 or notify your department head. Reports can be made anonymously; and
(3) All reported incidents will be investigated. Reports or incidents warranting confidentiality will be handled appropriately, and information will be disclosed to others only on a need-to-know basis. All parties involved in a situation will be counseled, and the results of investigations will be discussed with them.
(f) Any employee who has received a court protective order (e.g. emergency protective order, restraining order or injunction) against another individual or individuals, based upon fear or threat of physical harm by a third party, should, immediately upon returning to work, provide a copy of such order to his/her/their direct supervisor and the Director of Human Resources and provide a physical description of the person(s) that is (are) the subject of such order. The employee should carry a certified copy of the order on his/her person at all times. This information may be shared on a need-to-know basis to ensure safety and security, including providing such information to those who work at entrances to City buildings or facilities (e.g. front counter staff).
(g) Any employee, reported to be a perpetrator, will be afforded due process and an opportunity to obtain representation prior to an administrative interview or in the event City disciplinary action is taken.
(h) In the event the City fears for the safety of the perpetrator or the safety of others, law enforcement will be called.
(i) Warning Signs. All employees are encouraged to be familiar with and know how to recognize the warning signs of workplace violence, including:
(1) The person is unusually argumentative or uncooperative.
(2) The person exhibits extreme or bizarre behavior.
(3) The person displays obvious changes in work patterns such as tardiness, absenteeism or poor work performance, emotional swings.
(4) The person talks about guns or other weapons, or violent acts.
(j) Any employee, supervisor or department head who perceives a potentially volatile situation should notify his/her/their supervisor, department head or the Director of Human Resources and take appropriate steps to warn others of the potential threat immediately.
(k) Security and Assessment. A work site analysis may be conducted to identify existing conditions, operations and conditions that might create or contribute to potential workplace violence issues. Employees may request a work site analysis by contacting the Human Resources Manager at 440-930-4127. Work site analyses will be coordinated with the department and Police Department personnel and a report outlining recommendations will be submitted to the appropriate department head and Mayor.
(l) Violation of this Policy.
(1) Any employee engaging in violent acts is in violation of this policy and will be subject to disciplinary action up to and including termination.
(2) Reporting of a violent occurrence is mandatory and failure to do so could result in disciplinary action up to and including termination.
(m) Retaliation or harassment against any person acting in good faith that initiates a complaint or reports an incident under this policy will not be tolerated by the City and will subject any employee engaging in such harassment or retaliation to discipline, up to and including termination.
(Ord. 21-147. Passed 12-13-21.)