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HomeMy WebLinkAboutC.054.93010_0306 (2)5. REQUEST FOR APPROVAL OF A WORKPLACE VIOLENCE POLICY STATEMENT& THE APPROVAL OFA SERVICE RECOGNITION PROGRAM POL.ICV STATEMENT: (The following two policy items were approved for inclusion in the Iredell County Code. They were explained by Personnel Officer Carolyn Harris during the briefing.) Add to Article V. Conditions of Employment Section 8. Workplace Violence It is the polic�v of Iredell Con/ply to promote a safe environment for its emplgrees. Tire COaltty is committed to working with its ennplgyees to maintain it work environment free fi-onn violence, threats of violence, harassment, intimidation, and other disruptive behavior. 0olence, threats, harassment, intimidation, and other disruptive behavior in our workplace Will not be tolerated. All reports of incidents will be taken seriously and will be dealt u-ith promptly and appropriately. Such behavior call include, but is not Ruined to, oral or written statements, gestures, or expressions that communicate it direct at, indirect threat of phvsical harm. Acts of violence include: "Physical violence"- the unjustified threat of fnunre or immediate phvsical injur upon another under circumstances where the ability to carry out the threat appears reasonable, inhnotent or any phvsical action such as hitting, kicking, or action causing phvsical ntjurry. "Verbal hostiltty"- verbal threats toward persons or property, the use of vulgo, or protime language toward others, disparaging or derogatorl, comments m- slurs, offensive sevaul f irthions and propositions, a- verbal intimidation. The term also includes language which, although not derogatory to the personal attributes of another, is unduly hash or severe in relationship to the business purposefor which it is utilized, i.e., profanity - "Visna( hostility" - derogato v a- offensive posters, cartoons, drawings, or publications. Employees are responsible for refraining front participating in violent coons. Employees are also asked to cooperate in maintaining a safe working environment. Do not ignore violeru, threatening, harassing, intinnidating, or other disrxiptive behavior. lj j ou observe or experience such behavior by tirryone on County premises, i epoT it innrrtediately to a supervisor- or department head. Supervisors and department heads that receive such reports should investigate the incident mid initiate appropriate action Threats or assaults that require immediate attention by police shoed he reported first to police at 911. Unless authorized, under no circumstances are the following items permited on County pr operty, inchiding parking areas: all hpes offtrearms, switchblade knives or explosives and other objects carried for the purpose of injuring or intimidating. Because of the great value macer our the sille(v and well-being of, employees by Iredell Count substantiated incidents ofviolence will be considered Failure in Personal Conduct and the eniplgyee will be subject to disciplowry action up to and including dismissal. Since most serious incidents of workplace violence represent it personal crisis that the individual is unable or unwilling to solve aloe, Intervention at an early stage provides the individual with the necessary assistance to resolve these issues, prevent escalation, and allover continued productive employment. Emplgvees who are experiencing a personal crisis cure encouraged to seek help through the County's Employee Assistance Program. Attendance is confidential and the program provides advice, assessments, and treatneni plans based on individual evaluations. Supervisors anddeparinientheads can also uldize the FAPto develop intervention strategies upe yisorsanddepartmentheadscartalsoutilizetheF.APtodevelopinterventionstrategies and iunake decisions that will prevent violent incidents from occurring.