Section 4150 Workplace Violence

Section 4150 Workplace Violence

General Policy Statement:

Our goal is to provide a safe workplace for all employees, members, vendors, and guests and to protect Credit Union property. To promote a safe workplace and to reduce the risk of violence, all threatening, aggressive, and violent behavior, including verbal and written threats and physical attacks are prohibited. The possession of firearms, ammunition, and dangerous or deadly weapons on Credit Union premises or Credit Union controlled space, except by authorized personnel, is also prohibited. Such conduct by employees or non-employees will not be tolerated

Definitions:

Workplace violence may take many forms. The following definitions describe the most common threats:

(1) ASSAULT. The intentional attempt to cause hostile contact or physical injury (impairment of physical condition or substantial pain) to another person, with or without a weapon or dangerous instrument.

(2) BATTERY. A voluntary act that causes intentional harmful or offensive contact to another. Actual harm is not required.

(3) CRIMINAL MISCHIEF. Intentional or reckless damaging of the property of another person without permission.

(4) DISORDERLY CONDUCT. Intentionally causing public inconvenience, annoyance or alarm or recklessly creating a risk thereof by fighting (without injury) or in violent, ominous or threatening behavior or making unreasonable noise, shouting abuse, misbehaving, disturbing an assembly or meeting or persons or creating hazardous conditions by an act which serves no legitimate purpose.

(5) HARASSMENT. Intentionally striking, shoving or kicking another or subjecting another person to physical contact, or threatening to do the same (without physical injury). Also, using abusive or obscene language or following a person in or about a public place, or engaging in a course of conduct which alarms or seriously annoys another person (Refer also to the Credit Union's Sexual Harassment Policy).

(6) LARCENY. Wrongfully taking, depriving, or withholding property from another person (with no force involved). Victim may or may not be present.

(7) MENACING. Intentionally placing or attempting to place another person in fear of imminent serious physical injury.

(8) RECKLESS ENDANGERMENT. Subjecting another to danger by recklessly engaging in conduct which creates substantial risk of serious physical injury.

(9) ROBBERY. Forcibly stealing another person's property by use of threat of immediate physical force. Victim is present and aware of the threat.

(10) SEX OFFENSE.

(a) Public Lewdness: Exposing sexual organs to others.

(b) Sexual Abuse: Subjecting another to sexual contact without consent.

(d) Rape: Sexual intercourse without consent.

Guidelines:

(1) GENERAL CATEGORIES. Workplace violence can generally be divided into the following four categories. Care should be exercised to examine and protect the risk associated with each category.

Co-workers

Personal Relationships

Members/Third Party Contractors

Strangers

(2) EMPLOYEES' RESPONSIBILITIES.

(a) Reporting. All potentially threatening, dangerous, or suspicious situations should be immediately reported to the employee's supervisor, or another member of management.

(b) Do Not Challenge Potentially Violent Individuals. In no event should an employee attempt to investigate or resolve a potentially violent, suspicious, or threatening situation. All such incidents will be handled by management. Employees should never endanger themselves attempting to disarm or remove a potentially violent individual.

(c) Police. Employees should not hesitate to call the police or base security if confronted with potentially violent or dangerous situations that require emergency assistance.

(3) MANAGERS' RESPONSIBILITIES. Managers have special responsibility through leadership and example to implement this policy. Their responsibilities include:

(a) Reporting. Managers should be especially alert to potentially violent or threatening situations and report all possible instances to Senior Management. Workplace violence incidents will be reported to the appropriate police jurisdiction as dictated by the facts of the incident. Further, the Credit Union will adhere to all other regulatory reporting requirements triggered by the incident.

(b) Communicating to Employees. Managers are to inform employees of our Credit Union's commitment to a safe workplace, convey our policy to them, and encourage them to report potential problems.

(c) Recognizing Problems. With increasing reports of workplace violence and warnings not to ignore the signals of a potential incident, managers must balance workplace safety concerns with the rights of individuals. It is often difficult to decide if a particular statement or action constitutes a threat or creates a hostile working environment. Good judgment should always be exercised in making such determinations. Managers should immediately notify Senior Management and/or local law enforcement officials, as appropriate, for assistance in assessing threats and selecting courses of action.

(d) Resolving Disputes. Managers should actively work to identify and resolve worker disputes fairly and in a timely manner to minimize the escalation of emotions and potentially violent behavior.

(e) Suggestions. Provide suggestions as to how to best implement our commitment to workplace safety and make ongoing improvements.

(f) Implementing Policies. Ensure that workplace safety rules are implemented and that any related corrective actions are implemented immediately.

(4) PROHIBITED CONDUCT. Our Credit Union will not tolerate any form of workplace violence or threat of violence committed by employees or non-employees. Such prohibited behavior includes, but is not limited to:

(a) Injuring or threatening physical injury to another person;

(b) Hitting, shoving or fighting with an individual;

(d) Behaving in a hostile or aggressive manner that creates a reasonable fear of injury or subjects another to extreme emotional distress;

(e) Damaging or threatening to damage Credit Union, employee or non-employee property intentionally, recklessly, or because of gross negligence;

(f) Possessing a firearm or other weapon in Credit Union facilities, on Credit Union property or while on Credit Union business;

(g) Committing acts of harassment;

(h) Behaving in a manner which disrupts another's work performance or the Credit Union's ability to execute its mission.

(5) INVESTIGATIONS. All reports of potentially violent or threatening situations will be taken seriously and investigated immediately by Senior Management. Employees are required to cooperate in any investigation.

(6) CONFIDENTIALITY. Confidentiality will be maintained as much as possible; however, a guarantee of absolute confidentiality cannot be made. Information will be shared on a need-to-know basis only.

(7) ANONYMITY. Reports to management may be made anonymously, as situations require.

(8) RETALIATION PROHIBITED. No employee may be discriminated or retaliated against because he/she has reported any potential workplace threat or violence or has participated in a related investigation or proceeding.

(9) CORRECTIVE ACTION. Appropriate corrective action up to and including termination will be taken against any employee found to have violated this policy.

(10) SHARING OUTCOMES. As is appropriate, management will inform the involved and affected employees of the investigation process and/or outcome of the situation.

(11) RECORD KEEPING. The Credit Union will maintain records of all workplace violence incidents. In addition, activities to identify and minimize workplace violence risks will be documented. All records will be kept for the time specified under state law.