(A) Purpose.
(1) Violence is a substantial contributor to death and injury on the job. Data from the National Institute for Occupational Safety and Health (NIOSH) reports that homicide, due to workplace violence, is the leading cause of death for women in the workplace and the second leading cause of death for men. In addition, an estimated one million workers are assaulted annually in the U.S. workplace.
(2) Employees of York County are entitled to work in an environment, which is safe and free of unreasonable disruption or violence. Additionally, citizens, clients and patrons of county programs and facilities are entitled to conduct their affairs in a similar environment.
(3) It is the intent of this policy to ensure that everyone associated with York County, including employees and citizens, never feel threatened by another’s actions or conduct.
(B) Policy.
(1) It is the policy of York County to promote a safe work environment for its employees. The county is committed to working with its employees to maintain a work environment free from violence, threats of violence, harassment, intimidation, and other disruptive behavior. While this kind of conduct is not pervasive within our workplace, no employer is immune.
(2) Violence, threats, harassment, intimidation, fighting, and other disruptive behavior in our workplace will not be tolerated; that is, all reports of incidents will be taken seriously and will be dealt with appropriately. Such behavior can include oral or written statements, gestures, or expressions that communicate a direct or indirect threat of physical harm. Individuals who commit such acts may be removed from the premises and may be subject to disciplinary action, criminal penalties, or both.
(3) The county needs your cooperation to implement this policy effectively and maintain a safe working environment. Do not ignore violent, threatening, harassing, intimidating, or other disruptive behavior. If you observe or experience such behavior by anyone on county premises, whether they are an employee or not, report it immediately to a supervisor or department director. If the supervisor or department director cannot be notified, then the report should be given to the Human Resources Director immediately.
(C) Policy enforcement.
(1) If any part of this policy is determined to be unenforceable under state or federal law, the remainder of the policy, to the extent possible, will remain in full force and effect. No part of this policy, or any procedures related to it, is intended:
(a) To be considered a contract for employment; or
(b) To affect the county’s right to manage its workplace, or to discipline its employees, or to guarantee employment, continued employment, or terms and conditions of the employment.
(2) York County reserves the right to make changes to this policy.
(D) Training. As part of its commitment to preventing workplace violence, York County has established training programs for all employees. Training is a critical component of any prevention strategy. Training is necessary for all employees, including supervisors and department directors. Training sessions enable employees to get to know who can help them when potentially violent situations arise. Employees and supervisors seek assistance at a much earlier stage when they have met the people that can help them and understand the proper methods of reporting.
(E) Reporting violence.
(1) It is everyone’s responsibility to prevent violence in the workplace. It is the obligation of every employee to immediately report any threat of violence against any coworker, supervisor, citizen, visitor or other individual to a supervisor or department director. The potential loss of life associated outweighs the obligation to preserve any confidence requested by the employee articulating the threat. Accordingly, if any employee fails to report another’s threat of violence as outlined above, that employee will be subject to discipline up to and including termination.
(2) Employees should know that every reasonable attempt to preserve the confidentiality of any reported threat of violence will be made. However, the county must do everything possible to maintain a safe workplace, acting within the framework of the law. No employee acting in good faith, who reports real or implied violent behavior will be subject to retaliation or harassment based upon his or her report.
(F) Weapons. York County specifically prohibits the possession of weapons by any employee in a county building, including in a county vehicle, unless such possession or use is an approved requirement of the job.
(G) Danger signals.
(1) No one can predict human behavior and there is no specific profile of a potentially dangerous individual. However, the following indicators of increased risk of violent behavior have been identified by the Federal Bureau of Investigation’s National Center for the Analysis of Violent Crime, Profiling and Behavioral Assessment Unit:
(a) Intimidating, belligerent, harassing, bullying, or other inappropriate aggressive behavior;
(b) Numerous conflicts with supervisors and other employees;
(c) Bringing a weapon to the workplace, brandishing a weapon in the workplace;
(d) Making inappropriate references to guns, or fascination with weapons;
(e) Statements showing fascination with incidents of workplace violence, statements indicating approval of the use of violence to resolve a problem, or statements indicating identification with perpetrators of workplace homicides;
(f) Statements indicating depression (over family, finances, and other personal problems) to the point of contemplating suicide;
(g) Drug/alcohol abuse; and
(h) Extreme changes in behaviors.
(2) Each of these behaviors is a clear sign that something is wrong. None should be ignored. Identifying the problem and dealing with it appropriately may prevent violence. Be aware that an individual can exhibit one or more warning signs and never resort to violence. It is important to remember that people have different levels of sensitivity. What is a violence-triggering event to one person may not be to another. Each case must be examined on an individual basis and, to the extent possible, viewed from that person’s perspective.
(H) Responsibilities.
(1) County Manager or Human Resources:
(a) Complete criminal background investigations on new employees;
(b) Insure enforcement of Substance Abuse Policy for all employees;
(c) Offer Employee Assistance Program for counseling;
(d) Follow-up and document all workplace violence incidents or reports of possible incidents; and
(e) Provide training for employees.
(2) Employee:
(a) Obey all York County personnel policies;
(b) Attend workplace violence training;
(c) Report any suspicious activity to supervisor/department director;
(d) Report any incident to supervisor/department director; and
(e) Follow the Steps for Coping With Threats and Violence (listed in division (J) of the policy).
(3) Department directors/supervisors:
(a) Verify references and previous employers for all new hires;
(b) Consider all information given to you important and pass along to department directors or supervisors;
(c) Be aware of changes in employees work habits and attitudes;
(d) Promote a healthy workplace environment;
(e) Make necessary changes if dangerous procedures are being used; and
(f) Offer the Employee Assistance Program for counseling, when appropriate.
(I) Coping with threats and violence.
(1) For an angry or hostile customer or coworker:
(a) Stay calm;
(b) Listen attentively;
(c) Maintain eye contact;
(d) Be courteous and patient; and
(e) Keep emotions in control.
(2) For a person shouting, swearing, and threatening:
(a) Signal a coworker, or supervisor, that you need help (use an alarm system, if available or a prearranged code word);
(b) Do not make any calls yourself; and
(c) Have someone call 911.
(3) For someone threatening you with a gun, knife or other weapon:
(a) Stay calm, quietly signal for help;
(b) Maintain eye contact;
(c) Stall for time;
(d) Keep talking - but follow instructions from the person who has the weapon;
(e) Don’t risk harm to yourself or others;
(f) Never try to grab a weapon; and
(g) Watch for a safe chance to escape to a safe area.
(4) Telephone threats:
(a) Keep calm; keep talking;
(b) Don’t hang up;
(c) Signal a coworker to get on an extension;
(d) Ask the caller to repeat the message and write it down;
(e) Repeat questions, if necessary;
(f) For a bomb threat, ask where the bomb is and when it is set to go off;
(g) Listen for background noises and write down a description;
(h) Write down whether it’s a man or a woman; pitch of voice, accent; anything else you hear;
(i) Try to get the person’s name, exact location, and telephone number;
(j) Signal coworker to immediately call 911;
(k) Notify your immediate supervisor.
(J) Conclusion. It is the responsibility of all York County employees to participate in making and keeping their workplace a safe environment, which is free from violence. Any suggestions or questions regarding any issue related to workplace violence should be forwarded to the supervisor, department director. Employee cooperation and adherence to policies can make York County a safer and better community.
(Ord. 2501, passed 7-16-01; Am. Ord. 1214, passed 5-5-14; Am. Ord. 3918, passed 8-20-18)