Workplace Violence Response and Prevention Policy

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1 Workplace Violence Response and Prevention Policy Policy Statement It is the policy of Sullivan County Community College to promote a safe environment for its employees, students, and visiting community members. The College is committed to working with the College community to maintain an environment free from violence 1, threats of violence, harassment 2, intimidation 3, and other disruptive behavior. Students, faculty and staff, including temporary and part-time staff and visitors, should be treated with courtesy and respect at all times and are expected to refrain from fighting, "horseplay 4," or other conduct that may be dangerous to others. Firearms 5, weapons 6, and other dangerous or hazardous devices or substances are prohibited from the premises of SCCC without proper authorization. Conduct that threatens 7, intimidates, or coerces 8 another employee, a student or a member of the public at any time, including off-duty periods, will not be tolerated. This prohibition includes all acts of harassment, including harassment that is based on an individual's sex, race, age, or any characteristic protected by federal, state, or local law. Incidents of violence, threats, harassment, intimidation, the possession of firearms and other weapons, or other disruptive behavior will not be tolerated. Harassment and/or intimidation are conduct that disrupts the College environment or results in fear for personal safety. Such behavior can include oral or written statements, gestures, and 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, up to and including dismissal or expulsion, and/or criminal penalties. Response In cases where there is a threat of loss of life or limb, call 911 immediately. Procedures for Responding to Incidents Upon notification that a violent act or the threat of violence has occurred, campus security personnel will be dispatched to stabilize the situation and determine the threat potential to an individual and/or others. Campus Security Personnel will safely isolate combatants, if possible, and isolate the general College population from the incident scene to limit the potential loss of life if weapons are involved.

2 If necessary, Campus Security Personnel shall contact the police at 911, request assistance, and remain on the line until advised by the police dispatcher to hang up. Communication between campus security personnel at the scene and the responding police units is essential to ensure a safe and successful emergency response. Once the police are on the scene, they are in charge until the scene is released. Campus Security Personnel will assist the emergency medical response, the incident documentation process, protect evidence, and provide scene security and crowd control. The Campus Security Personnel will act as liaison between the police and the College officers, (Vice Presidents or Deans). The officers may notify the Human Resources Director of any incidents involving employees. Campus security personnel will be dispatched to respond to all complaints, stabilize the situation to protect life and property, preserve evidence for prosecution, and document the incident in report form for further administrative action. Initial mediation between the involved parties may be a function of the response personnel, the Dean of Enrollment Management and Student Development, or the employee's supervisor. Post - Incident Procedures Whenever it is determined by the President of the College to be appropriate, the Dean of Enrollment Management and Student Development or the Vice President of Academic and Student Affairs will send a letter informing the perpetrator(s) that they are prohibited from coming on campus and may be arrested for trespassing. If an incident results in a loss of life or serious injury the incident scene shall remain secured until released by the police and the Campus Security Personnel. Once College authorities have completed all documentation of the incident scene, the Campus Security Personnel shall notify the buildings and grounds office to clean and/or repair the area. Once the area has been cleaned and/or repaired, the Director of Buildings and Grounds and the Campus Security Personnel shall inspect the area to determine compliance with safety protocols (such as the removal of blood-borne pathogens). Once the safety protocols have been verified, the area may be released for general occupancy.

3 Procedures and Process for Reporting Incidents a) Violent Incidents All threats of (or actual) violence, both direct and indirect, shall be reported as soon as possible to the Campus Security Personnel. This includes threats by employees, students, vendors, solicitors, or other members of the public. Individuals reporting a threat of violence should be as specific and detailed as possible. Once the Security Personnel has been notified, the Dean of Enrollment Management and Student Development shall be notified in cases involving students; and the Vice President for Academic and Student Affairs if employees are involved and the Ombudsperson shall be notified in cases involving others. b) Other Incidents Employees and students shall report threats of violence, harassment, intimidation, or other similar inappropriate conduct 9 to: - the Dean of Enrollment Management and Student Development, in the case of student involvement - the person s supervisor or Vice President for Academic and Student Affairs, in the case of employee involvement - the Ombudsperson in the case of a harassment complaint. Suspicious individuals or activities should also be reported as soon as possible. The telephone numbers to be used in this reporting process are extension 360 for emergencies only and extension 4315 for nonemergencies. Procedures for Investigating Complaints a) Initial Response Security Personnel will respond to the initial complaint and document the incident in report form, a copy of which will be submitted to the Intervention Team. When the situation involves students, the Dean of Enrollment Management and Student Development will be notified. When the situation involves employees, the employee s supervisor, and the Ombudsperson, or the Vice President will be notified. SCCC will promptly and thoroughly investigate all reports of threats of (or actual) violence, intimidation, harassment, and of suspicious individuals or activities. The identity of the

4 individual making a report will be protected as much as is practical. In order to maintain workplace safety and the integrity of its investigation, the College may suspend faculty and staff, either with or without pay, pending investigation or in accordance with the applicable collective bargaining agreements and laws. Students may be subject to disciplinary procedures in accordance with the Code of Student Conduct and/or any applicable law. b) Complaint Assessment Process The investigating officer will interview the complainant to obtain specific details pertaining to the complaint. In addition, the officer will interview appropriate witnesses in an effort to evaluate the threat potential. Whenever possible, the investigator will obtain written, voluntary statements from the complainant and all witnesses in an effort to seek all of the facts. After the preliminary investigation, a meeting shall be held between the investigating officer or supervisor, and members of the Intervention Team in order to complete the threat assessment process and develop an action plan, if necessary. The action plan may include disciplinary action for employees, or referral of students to the Dean of Enrollment Management and Student Development for action through the Student Code of Conduct Policy and or any applicable law. The College may suspend faculty and staff, either with or without pay, pending investigation and in accordance with applicable collective bargaining agreements, the relevant provision of Civil Service law, Section 75, the Professional Staff Association (PSA) Disagreement Procedures, or the Board of Trustees Policies and Procedures Manual. Prevention a) Program Orientation Employees shall receive a copy of the Workplace Violence Response and Prevention Policy and Program from the Human Resources Office during the employment interview. This information shall also be available during the new employee orientation. Students shall receive this information upon enrollment and copies will also be available at the new student orientation programs. The College encourages employees to bring their disputes or differences with other employees and/or students to the attention of their supervisors, the Human Resources Director or the Ombudsperson, (in the case of students to the Dean of Enrollment

5 Management and Student Development) before the situation escalates into potential violence. The College is eager to assist in the resolution of any disputes, and will not discipline employees or students for raising such concerns. b) Intervention Team As part of the program, an Intervention Team shall be created and comprised of the Human Resources Director, the Ombudsperson and/or the Dean of Enrollment Management and Student Development. The President may appoint other personnel to the team as necessary. The role of the Intervention Team is mediation 10, conflict resolution and prevention 11. The Intervention Team will, when appropriate, assist individuals in learning anger management techniques. The team might confer with outside agencies such as Community General Hospital, the Sullivan County Employee Assistance Program, and law enforcement officers. They may also make referrals to outside agencies. c) Training of Intervention/Response Team The Intervention Team training shall include, but will not be limited to, violence assessment, interview and investigation techniques, verbal intervention, conflict resolution, and incident management and command post operations. Campus security personnel, division chairs and department heads shall receive training on counseling, verbal intervention, and techniques of conflict resolution, interview and investigation techniques. Campus Security Personnel shall be trained on report writing and collection of witness statements. DEFINITIONS 1. Violent Acts - Physical force exerted for the purpose of violating, damaging, or abusing an individual or property. 2. Harassment - Subjecting a person to overt or covert threats, taunts, vilification, ridicule, degradation, or ethnic or sexual slurs. 3. Intimidation - Coercion or attempts at coercion of an individual through the use of fear-inducing conduct by another. 4. Horseplay - Rough or rude practical jokes or pranks.

6 5. Firearm - A weapon, especially a pistol or rifle, capable of firing a projectile and using an explosive charge as a propellant. 6. Weapon - An instrument of attack or defense. 7. Threat - An oral or written expression (or inference) of an intention to inflict pain, injury, or punishment on an individual or to damage property. 8. Coerce - To force to act or think in a certain way by use of pressure, threats, or intimidation. 9. Inappropriate Conduct - 1. Includes epithets, slurs, negative stereotyping, threatening/ intimidating/hostile acts that relate to race, creed, skin color, religion, gender, sex, national origin, age, disability, or veteran status; 2. Written or graphic material that denigrates or shows hostility or aversion toward an individual or group; 3. Lewd, profane, demeaning or indecent language, conversation, comments or acts which are audible to or observable by the general public, customers, co-workers, or persons who find that language, conversation, comment, or action offensive. 10. Mediation - Negotiation to resolve differences conducted by some impartial party; intervention. 11. Prevention - The act of preventing or hindering; anticipation of needs or wishes; hence, precaution; forethought; obstruction of action, access, or approach; thwarting. Additional applicable terms: 1. Abusive Conduct - Physical or verbal conduct directed toward an individual that can reasonably be expected to be found insulting, offensive, embarrassing, or contemptuous. 2. Assault and Battery - n. Law - An assault upon a victim that is carried out by striking the victim, knocking the victim down, or otherwise doing violence to the victim. 2. n. An intentional physical attack or beating that causes unlawful violence to another person. 3. Domestic Violence - Domestic violence includes all types of behavior that affect a person's ability to perform a job. For example, harassment by threatening phone calls, absent because of injuries, or less productive from extreme stress.

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