1. Policy The Medical University of South Carolina is committed to creating and maintaining a working, learning, and patient care environment, which is free from violence. Understanding and mutual respect toward all individuals are essential elements to excellence in teaching and learning, to the existence of a safe and healthy workplace, and to the maintenance of a campus culture and Medical Center environment which serves the needs of the community. The University prohibits violent acts or threats of violence. Any employee, student or visitor who commits a violent act, or threatens to commit a violent act, is subject to disciplinary action and/or civil or criminal prosecution as appropriate (Refer to Human Resources Policy No. 45, Disciplinary Action).

• any act that is physically abusive or
• any physical or verbal threat, behavior, or action which is interpreted by a reasonable person to carry the potential
• to harm or endanger the safety of others;
• to result in an act of aggression; or
• to destroy or damage property

2. PROCEDURES

1. Reporting Each allegation of violence or threat of violence will be taken seriously. Individuals (including students) are responsible for reporting acts of violence, threats of violence, or any other behavior, which by intent, act, or outcome could harm another person or property. Reports shall be made to the most appropriate of the following:

• Immediate supervisor,
• Medical Center Security, or
• Appropriate College Dean.

• Dropping hints about knowledge of firearms.
• Making intimidating comments, threats, or allusions to violence against others in the organization.
• Possessing at work reading or video material with themes of violence, revenge, and harassment.
• Acting out either verbally or physically.
• Expressions of excessive bitterness by disgruntled employee or ex-employee.
• Preferring always to work alone or on the night shift, and isolating oneself from fellow workers.
• Having a corroborating history of interpersonal conflict or police record for violence or threats of violence.
• Expressions of intense anger, lack of empathy.
• Having the risk factor of domestic problems; unstable/dysfunctional family situation.
• Exhibiting brooding, depressed, strange behavior.
• Displaying physical signs of hard breathing, reddening of complexion, menacing stare, loudness, fast profane speech.

2. The Workplace Violence Prevention Committee The Workplace Violence Prevention Committee is established to design, formalize, implement, and revise the policies and procedures needed to prevent and resolve threats of or violent acts in the workplace. Once the committee is notified of the occurrence of a workplace violence incident, the Workplace Violence Prevention Committee will determine if additional resources are necessary to resolve the matter. The members of this committee represent all aspects of MUSC, including the medical center, academics, and administration. The committee also serves as the oversight committee for the Threat Assessment Team (see below) and the Workplace Violence training function.
3. Sub-functions of the Workplace Violence Committee The Threat Assessment Team is a subgroup of the Workplace Violence Prevention Committee. The Threat Assessment Team’s primary function is to assess the workplace and identify the risks associated with threats and/or violence in the work areas. The Team is also responsible for assisting the Workplace Violence Prevention Committee with situations involving threats or violence. The Workplace Violence Prevention Committee assigns members to the Team based on their expertise in threat assessments and workplace analysis.
4. Training In order to eliminate and/or minimize the risks involved with violence in our workplace, the training division of Human Resources Management is responsible for scheduling workplace violence training for MUSC faculty, students, Medical Center staff, and employees. Public Safety and the Medical Center Security staffs are responsible for designing and implementing the training. The Workplace Violence Prevention Committee will review the training programs annually to ensure they are compliant with OSHA guidelines and are appropriate for MUSC. All employees, regardless of their level of risk, will receive the following training:

• Techniques for recognizing the potential for violence.
• Procedures, policies and work environment arrangements developed to control the risk of violence to workers.
• Proper use of security devices (i.e., burglar alarms, panic buttons, etc.).
• The appropriate response to incidents of or potential threats of violence, including emergency and hostage situations.
• How to obtain medical assistance and follow-up.
• Procedures for reporting, investigating and documenting threats and incidents of violence.
• Travel safety.
• Cash and other asset handling procedures.

Workplace Violence

Providing assistance to employees after a violent incident in the workplace is important to restoring a sense of well being to the assaulted or threatened employee(s) and calm in the workplace. Below is a list of procedures that should be followed after an incidence of violence. The list is not all-inclusive, therefore, depending on the nature and severity of the situation additional actions will be taken.

Immediately following the reporting of the incident to Public Safety (extension 2-4196), the Department of Human Resources Management must also be notified (extension 2-3348).