Be Prepared @ CNU: Workplace Violence

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PURPOSE

Christopher Newport University does not tolerate acts of workplace violence / hostility committed by or against employees. The University strictly prohibits employees from making threats or engaging in violent or hostile acts. This is a zero-tolerance policy, meaning that the University disciplines or terminates every employee found to have violated this policy. State policy on workplace violence may be found on the Department of Human Resource Management website: Workplace Violence Policy 1.80

DEFINITIONS

• Third Parties: Individuals who are not state employees, such as relatives, acquaintances, or strangers.
• Workplace: Any location, either permanent or temporary, where an employee performs any work-related duty. This includes, but is not limited to, the buildings and the surrounding perimeters, including the parking lots, field locations, alternate work locations, and travel to and from work assignments.
• Workplace Violence / Hostility: Any physical assault, threatening behavior or verbal abuse occurring in the workplace by employees or third parties. It includes, but is not limited to, beating, stabbing, suicide, shooting, rape, attempted suicide, psychological trauma such as threats, obscene phone calls, an intimidating presence, and harassment of any nature such as stalking, shouting or swearing.

PROHIBITED CONDUCT

Prohibited conduct includes, but is not limited to:

• Injuring another person physically;
• Engaging in behavior that creates a reasonable fear of injury in another person;
• Engaging in behavior that subjects another individual to extreme emotional distress;
• Possessing, brandishing, or using a weapon while on University premises or engaged in University business;
  • Note: Employees may be authorized by their agencies to possess weapons in the workplace if they are required as a part of employees' job duties with the Commonwealth.
• Damaging property intentionally;
• Threatening to injure an individual or damage property;
• Committing injurious acts motivated by, or related to, domestic violence or sexual harassment;
• Retaliating against any employee who, in good faith, reports a violation of this policy.

IDENTIFYING AND RESPONDING TO RISKS

The University identifies and responds to workplace violence/hostility hazards that involve employees and are reported to University Police and the Office of Human Resources as follows:

• Workplace Violence/Hostility Review Team
  The Vice President of Human Resources or Director of Human Resources and the University's Chief of Police will serve as co-chairs of the University Workplace Violence/Hostility Review Team (hereto referred as "Team") to review the University's vulnerability to employee violence, determine the appropriate preventative measures and will handle critical incidents that have occurred due to a workplace violence/hostility situation.
  • Standing members of the Team include: the Vice President of Human Resources/Director of Human Resources, the University Police Chief, the Director of EO and Faculty Recruitment, a personal counselor from Counseling Services, and other individuals as needed.
• Guidelines for Handling and Reporting Violent Situations
  While the Christopher Newport University endeavors to provide employees with a safe and secure workplace, the University recognizes that crime and violence sometimes can spill over into the workplace. We are providing you with these guidelines so you can be better prepared to handle violent and threatening situations.
  • The guidelines and procedures for handling emergency situations are included as CNU Emergency Procedures - Attachment A to this policy and can also be found in the campus directory published annually.
  • The cnualert.info website at: http://cnualert.info/ also provides notification of emergency conditions.
  • University Police maintains the Silent Witness Program to protect the safety and anonymity of anyone who comes forward with concerns about a threat or act of violence and wishes to remain anonymous.
• Workplace Violence Policy and Information Distribution and Training for Employees, Supervisors and Managers
• The Office of Human Resources helps schedule the workplace violence prevention program training as provided and implemented by University Police.
• Employees will be provided a copy of the policy, guidelines for recognizing and responding to emergency situations, utilizing cnualert.info website, and trained on the CNU workplace violence policy.
• Updates of CNU Emergency Procedures - Attachment A and the cnualert.info website will be updated as needed.

SUPPORT FOR VICTIMS OF VIOLENCE

Victims of violent / hostile incidents in the workplace might have to contend with a variety of medical, psychological, and legal consequences. As needed and appropriate, the University can accommodate victims of workplace violence/hostility by:

• Referring victims to appropriate community resources, such as health care facilities, counseling services, victim advocacy groups, legal aid, and domestic violence shelters;
• Providing flexible work hours or short-term or extended leave;
• Cooperating with law enforcement personnel in the investigation of the crime and the prosecution of the offender.
• Providing a debriefing for employees as needed after a serious violent or hostile occurrence to explain what happened and what steps are being taken by the University to support affected employees.

POLICY VIOLATIONS AND ENFORCEMENT

Applicable laws and human resource policies will be used to respond to workplace violence. Such policies may include disciplinary action under DHRM's Policy 1.60, Standards of Conduct and / or the University Handbook up to and including termination, based on the situation. Violent acts of employees occurring outside the workplace also may be grounds for disciplinary action, up to and including dismissal.

Workforce Violence Policy approved by the Christopher Newport University Board of Visitors on February 27, 2008.