Purpose and Objective:

The purpose of this policy is to prevent and/or reduce the potential for workplace violence and
threatening behavior, to benefit the employees and residents of the City of Elberton.  This policy
is intended to enable supervisors to recognize the potential warning signals and the steps to take
before violence erupts and to teach employees how to communicate on how to handle potential
 violence.  The City values its employees and customers, and this policy affirms its commitment
 to providing workplaces and facilities that are free from violence.

Avoiding Potential Violence:

• A complete background check is conducted on all potential employees of the City of Elberton;

• Employees are trained in how to promptly handle frustrated customers in order to avoid
  violent confrontations.  All employees should be trained in the proper steps to take
   when confronted with a violent situation, including notifying their immediate Supervisor
   and/or Department Head;

• Each employee is accountable to the City for the consequences of his/her own inappropriate
   behavior.

• A supervisor who attempts to control through threats, or who fails to intervene with truthful
  information when rumors spread, is directly contributing to a toxic environment. 
  Everyone in the organization shares a responsibility to be part of a workplace culture
  that does not accept unlawful or inappropriate conduct. 

• The City of  Elberton works to identify stressed employees by noticing signs such as drop
  in work, absenteeism, personality change, grooming changes, difficulty concentrating,
  emotional outbursts, antisocial behavior, romantic obsession, chemical dependency;

• Being able to recognize frustrated customers by identifying such signs as a pointed finger,
   speaking in a load voice, conflicts, intimidation, belligerence, harassment and
  aggressiveness.

Roles and Responsibilities:

• Administration. The City Manager shall ensure that this Policy is fully implemented and
   adapted to unique needs at each department level, and that the City organization
  maintains an effective support structure for responding to acts and threats of workplace
  violence;

• Department Heads. Department Heads are responsible for ensuring that this Policy is
  implemented in their respective departments and that the unique needs of their
  department are addressed through procedures and training;

• Supervisors. It is the responsibility of Supervisors to make safety their highest concern. 
  When made aware of a real or perceived threat of violence, management shall conduct
   a thorough investigation, provide support for employees, and take specific actions to
   help prevent acts of violence.  Supervisors should not allow problems to go unresolved.  They have a responsibility to stop, interrupt and correct behavior and job performance problems.
    In order to encourage a positive and productive workplace, supervisors should
  encourage positive behavior by paying special attention to recognizing and praising
  employees.  Supervisors should also provide information and training for employees
  as needed;

• Employees. Employees should learn to recognize and respond to behaviors by potential
  perpetrators that may indicate a risk of violence.  Employees shall also place safety
  as the highest concern, and shall report all acts of violence and threats of violence.

Potential Perpetrators:

• Strangers.  To help protect employees from violent strangers in the community, the
   City of Elberton will provide crime prevention information to employees and will
  address security issues involving worksites and facilities.

• Customers. Employees in many departments deal with customers who are distressed
  and who may make threats or commit acts of violence.  The City will provide support
   and guidance to employees so that threats of violence can be recognized and prudently
   addressed, and so those acts of violence can be prevented if possible.  As a matter
   of policy, the City of Elberton will not tolerate violent acts or threats of violence by
   customers or other members of the public towards employees.

• Family Member or Acquaintances.  If the workplace is affected by a violent act or threat
  of violence by an employee’s family member or acquaintance, the City will provide
  support and guidance for the victims and his/her co-workers.

• Employees.  The City of Elberton will not tolerate violent acts or threats of violence
   (either verbal or implied) by employees.  In such cases, the City endorses
   immediate and definitive use of the disciplinary process up to and including
  dismissal from City employment, consistent with ensuring the safety of co-workers. 
   Criminal prosecution will be pursued as appropriate. 

Disciplinary Actions:

• Oral Reprimand – an oral reprimand is a progressive disciplinary measure which may be
   issued for an incident, action, or behavior which does not warrant more severe
  disciplinary action.  In the oral reprimand, the supervisor will verbally and privately
  explain to the employee that he/she is being reprimanded, describe the problem,
  and indicate what must be done to correct the problem (Section 11(C )(1)(a), of the
   Personnel Policies and Procedures Manual);

• Written Reprimand – where the incident, action, or behavior of the employee is such as
  not to initially warrant a more severe type of disciplinary action, a written reprimand
   may be issued for first or second offenses.  Written reprimands shall be issued by
  the department head to the affected employee, and a copy of the same shall be
   forwarded to the Personnel Director and filed in the personnel folder of such employee
  (Section 11(C )(1)(b), of the Personnel Policies and Procedures Manual);

• Suspension – if the action continues and the offense threatens the safety of co-workers
  and the workplace environment, a department head may suspend without pay any
  employee under his/her supervision for a period of not less than one (1) nor more
   than ten (10) working days. This action includes a written statement specifically
  setting forth the reason for such action and the length of time of such suspension,
  and a copy of the same shall be forwarded to the Personnel Director and filed in the
   personnel folder of such employee (Section 11(C )(2), of the Personnel Policies and
  Procedures Manual);

• Dismissal – when an employee’s actions persist after suspension, this will result in the
  termination of the employee. A copy of the same shall be forwarded to the Personnel
   Director and filed in the personnel folder of such employee (Section 11(C )(4), of the
  Personnel Policies and Procedures Manual).

Scope

The Policy is applicable to all employees of the City of Elberton.  Residents, visitors, family
 members and the general public are expected to adhere to the rules of conduct and directives of this policy while on the premises of any and all of the City of Elberton grounds or departments.

Policy Adoption

This policy was adopted by the Mayor and Council on ______________________ and is to be
distributed to all employees upon hire.

                                                                                                           ____________
City Manager                                                Date
 

Acknowledge of Policy:

_________________________                                                               ____________
Employee                                                     Date