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: Human Resources
: President
: 09/20/2018
: 09/20/2018
: 09/20/2019

Workplace Violence Policy

Comment on Policy

AUDIENCE

All University employees, clients, visitors, vendors, volunteers, and third parties.

PURPOSE STATEMENT

The purpose of this Policy is to promote a safe workplace by prohibiting violent actions on campus.

DEFINITIONS

Violence: includes, but is not limited to, the following acts: threats of violence, intimidation, coercion, fighting, assault, battery, or any other type of conduct that is severe, offensive or intimidating enough to make an individual reasonably fear for his/her personal safety or the safety of family, friends, or property.

THE POLICY

The University does not tolerate any sort of workplace Violence and strives to provide a safe workplace.   

Any employee who witnesses or is the victim of any Violence must report such actions immediately to a supervisor, other management personnel, Campus Safety, or local law enforcement.  Nothing in this policy is intended to prevent quick action to stop or reduce the risk of harm to anyone, including requesting immediate assistance from law enforcement or emergency response resources.  Failure to report any threats or acts of violence in violation of this Policy is itself a violation of this Policy, and may subject any employees involved to corrective action up to and including termination of employment.  

Any employee who makes a report of an actual or suspected violation of this Policy in good faith will not be retaliated against in any way by the University, its employees, or agents.  Retaliation against anyone for reporting an actual or suspected violation of this Policy in good faith will not be tolerated and will subject the individual engaging in the retaliation to corrective action up to and including termination. Any complaints about retaliation may be reported in the same manner as violations of this Policy are to be reported.

Anytime an employee reports feeling threatened by the action or words of another employee, client, visitor, vendor, volunteer, or third-party, the action or words will be investigated under this Policy.  Confidentiality of employees reporting violations of this Policy to the University will be protected to the extent deemed reasonable and appropriate by the administration.  Only those people with a legitimate need to know will be informed, which may include persons who are potential targets of workplace violence.

RELATED POLICIES AND APPLICABLE LEGAL OR ACCREDITATION STANDARDS

Staff Corrective Action and Discharge Policy
Faculty Corrective Measures Policy
Faculty Discharge for Cause Policy
Weapons Policy

PROCEDURES

I. Investigating Workplace Violence

The University will conduct a prompt and thorough investigation with regard to any reports of Violence.  The investigation will include interviews with the victim, alleged perpetrator and all witnesses.  Employees have a duty to cooperate with such an investigation and to be forthright.  Any employee who attempts to impede an investigation will be disciplined up to, and including, termination.  At the conclusion of the investigation, if it is determined that this Policy has been violated, appropriate action will be taken against the alleged perpetrator up to and including termination of employment in accordance with the appropriate disciplinary policy.

If necessary, law enforcement will be contacted.

II. Workplace Searches and Inspections

To protect the property and safety of employees, students and others present at the University, and to prevent the use and possession of weapons in the workplace, the University may conduct a search of any employee’s work area and property/equipment.  Employees have no expectation of privacy in any University property or equipment or in any personal property or equipment brought onto University property.  In the event that a search reveals violations of University policies, the offending employee(s) will be subject to corrective action up to and including termination of employment.  Any illegal activity discovered during an inspection is subject to referral to the appropriate law enforcement authorities.

REFERENCING THE POLICY

HISTORY

This is a new policy, replacing language in the Staff Manual (May 2014).

APPENDIX

There are no appendices to this policy.

APPROVALS

Laura Custer, Director of Human Resources

Dr. Kathleen Jagger, Acting President