Administrative Policy #3.09 - Prevention of Violence in the Workplace

Purpose

The City of Corvallis is committed to a violence-free work environment. This Policy is intended to prevent incidents of violence in the workplace and to provide procedures for reporting and investigating any incidents that occur.

Policy

This policy applies to all City of Corvallis employees, volunteers, interns, contractors, vendors, and customers. Violent behavior of any kind or threats of violence, either implied or direct, are prohibited. Such conduct by an employee will not be tolerated. An employee who exhibits violent behavior may be subject to criminal prosecution and shall be subject to disciplinary action up to and including termination. Violent threats or actions by a non-employee may result in criminal prosecution. The City of Corvallis will investigate all complaints or suspected violations of this Policy. Retaliating against employees who report or experience workplace violence or who participate in an investigation of workplace violence is prohibited.

Procedure

Incident Investigation

Acts of violence or threats will be investigated immediately. If necessary, Human Resources will refer the matter to local police for their review of potential violation of civil and/or criminal law.

Procedures for investigating incidents of workplace violence may include:

1. Visiting the scene of an incident as soon as possible;
2. Interviewing injured and threatened employees and witnesses;
3. Examining the workplace for security risk factors associated with the incident, including any reports of inappropriate behavior by the alleged perpetrator;
4. Determining the cause of the incident;
5. Taking mitigating action to prevent the incident from recurring;
6. Recording the findings and mitigating actions taken.

In appropriate circumstances, Human Resources will inform the reporting individual of the results of the investigation. To the extent possible, the City will maintain the confidentiality of the reporting employee and the investigation but may need to disclose results in appropriate circumstances; for example, in order to protect individual safety.

Retaliation

Retaliating against employees who report or experience workplace violence or who participate in an investigation of workplace violence is prohibited. Any employee found to have engaged in retaliatory action or behavior may be subject to discipline, up to and including termination.

Training and Instruction

Departmental safety committees, in conjunction with Department Directors, are responsible for ensuring that all employees, including managers and supervisors, are provided training and instruction on general workplace security practices. Human Resources is responsible for ensuring that safety committee members are provided training and instructions on job-specific workplace security practices.

Workplace security training and instruction includes, but is not limited to, the following:

1. Preventive measures to reduce the threat of workplace violence, including procedures for reporting workplace security hazards;
2. Methods to diffuse hostile or threatening situations;
3. Escape routes;
4. Explanation of this Prevention of Violence in the Workplace Policy.

In addition, specific instructions shall be provided to all employees regarding workplace security hazards unique to their job assignment.

Definitions

Domestic Violence: While often originating in the home, domestic violence can significantly impact workplace safety and the productivity of victims, as well as their co-workers. For the purposes of this Policy, "domestic violence" is defined as abuse committed against an adult or fully emancipated minor. Abuse is attempting to and/or causing bodily injury, sexual assault, threatening behavior, harassment, or stalking, or making annoying/inappropriate phone calls or text(s) using any electronic form of communication to a person who is in any of the following relationships:

1. Spouse or former spouse;
2. Domestic partner or former domestic partner;
3. Co-habitant or former co-habitant and/or other household members;
4. A person with whom the victim is having, or has had, a dating or engagement relationship;
5. A person with whom the victim has a child.

The City of Corvallis recognizes that domestic violence may occur in relationships regardless of the marital status, age, race, or sexual orientation of the parties.

Intimidation: Making others afraid or fearful through threatening behavior.

Threat: The implication or expression of intent to inflict physical harm or actions that a reasonable person would interpret as a threat to physical safety or property.

Weapons: Any firearm, switchblade, knife, dangerous chemical, explosives, blasting cap, chains, and any other objects used to injure or intimidate others.

Workplace Violence: Behavior in which an employee, former employee, or a member of the public inflicts or threatens to inflict damage to property and/or commit serious harm, injury, or death to others at the workplace. Violence in the workplace may include, but is not limited to, the following list of prohibited behaviors:

1. Direct threats or physical intimidation;
2. Implications or suggestions of violence;
3. Stalking;
4. Possession of weapons of any kind on City property, including parking lots and other exterior premises, or while engaged in activities for the City of Corvallis in other locations or at City-sponsored events, unless such possession or use is a requirement of the job;
5. Assault of any form;
6. Physical restraint, confinement;
7. Dangerous or threatening horseplay;
8. Loud, disruptive, or angry behavior or language that is clearly not part of the typical work environment;
9. Blatant or intentional disregard for the safety or well-being of others;
10. Commission of a violent felony or misdemeanor on City property;
11. Any other act that a reasonable person would perceive as constituting a threat of violence.

Zero-tolerance: A standard that establishes that any behavior, implied or actual, that violates this Policy will not be tolerated

Review/Update

The Human Resources Director will update this Administrative Policy as needed and submit to City Manager for review and approval.

Last reviewed: 12-2018

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