| SUBJECT: WORKPLACE VIOLENCE POLICY
APPLICABILITY: FACULTY, STAFF, STUDENTS AND VISITORS
1. Purpose:
The University of North Texas is
committed to providing faculty, staff, students and visitors with an environment of
respect and safety that encourages learning and productive employment and that is secure
and free from threats, intimidation, and violence.
2. Definition:
Workplace violence is any physical
or non-physical act that results in threatened or actual harm to a person or threatened or
actual damage to property. It includes any threatening words or actions whether verbal or
non-verbal, including the unlawful possession of a weapon, which creates in the mind of
another a reasonable belief of receiving immediate or future harm to any person or
property.
3. Policy:
The University of North Texas will
not tolerate physical or non-physical acts of workplace violence. All alleged violations
of this policy will be immediately reviewed to determine whether further investigation is
necessary.
Employees who commit violent acts or
who are found to engage in behavior in violation of this policy will be subject to
corrective and/or disciplinary action, up to and including termination. Students found in
violation of this policy will be subject to disciplinary action under the Student Code of
Conduct administered by the Center for Student Rights and Responsibilities. Appropriate
legal action may be taken against visitors who violate this policy, including, but not
limited to, trespassing them from campuses within the University of North Texas System.
The University may sanction
individuals involved in cases of misconduct in violation of this policy when any such act
occurs in one of the following circumstances:
the act is committed on university
property or at a university-sponsored activity;
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the act is committed by a university member while acting in an official capacity or while conducting or involving university business.
(Note: This policy shall not be
interpreted as inhibiting an employee’s First Amendment rights of free speech and
association except as specifically permitted by federal law ( Pickering v. Brd of
Education, 391 U.S. 563 (1968); Connick v. Myers, 461 U.S. 138 (1983))
4. Prohibited Conduct and
Behavior:
Any conduct or behavior that
threatens or endangers the health or safety of any person is prohibited. The following is
a non-exhaustive list of specific examples of physical and non-physical conduct and
behavior that may be considered workplace violence and are prohibited:
a. Intimidating, threatening or
hostile statements, actions or gestures.
b. Intimidation through direct,
conditional, or veiled threats.
c. Intimidation through unjust
exercise of power or authority.
d. Bomb threats.
e. Slurs regarding another
person’s ethnicity, national origin, gender, religion or religious affiliation,
disability, or sexual orientation, or profanity or obscene gestures which create in the
mind of another a reasonable belief of immediate or future harm, fighting words, etc. (all
allegations of discrimination will be addressed under the provisions and procedures
established by the Non-Discrimination Policy, No. 1.3.7)
f. Threatening comments regarding, or
references to, violent events and/or behaviors.
g. Physical abuse, assault or attack,
or physically touching another person in an intimidating, malicious, or sexually harassing
manner – includes, but are not limited to, such acts as hitting, slapping, poking,
kicking, pinching, grabbing, pushing, bullying, hazing, "getting in your face",
and fist-waving/shaking.
h. Vandalism, arson, or sabotage.
i. Throwing objects and things,
regardless of the size or type of object being thrown or whether a person is the target of
a thrown object.
j. Intentional damaging or
destruction or sabotage of university property or equipment or another’s property or
equipment or any substantial threat to destroy property or equipment.
k. Carrying weapons of any kind,
other than by a law enforcement officer or as otherwise provided by law, onto university
property or onto property utilized for university programs or activities.
l. Harassing phone calls –
includes calls made by one employee to another in the workplace or outside the workplace,
or by an employee in the workplace to an individual outside (non-member) of the
university.
m. Any other act or behavior that is
judged offensive or inappropriate and violent in the workplace or on campus.
5. Employing Unit and
Department Manager’s and Supervisor’s Responsibilities:
Managers and supervisors are
responsible for informing employees of this policy and for its enforcement. Managers and
supervisors should evaluate any alleged threat by assessing its perceived intent and the
capacity and the means to fulfill the threat. Factors to consider include the nature of
the threat and likelihood that harm will occur.
a. If the circumstances do not
indicate imminent danger to persons or damage to property:
(1) Document the circumstances
associated with the event to include a record of information from all involved employees
and witnesses, and an evaluation of the circumstances (Incident Report Forms are available
in Human Resources);
(2) Contact the Employee Relations
Section of the Human Resources Department to report incidences involving employees and
contact the Vice President for Student Development for incidences that involve students.
These Departments will provide guidance and assistance on items c and d below;
(3) Promptly develop and implement a
plan of action;
(4) Promptly initiate appropriate
corrective/disciplinary action based upon the individual’s degree of involvement, to
include possible counseling referrals through the University’s employee assistance
plan. Appropriate action may include obtaining written verification from an
individual’s physician or mental health provider that he or she does not constitute a
threat or harm.
b. In the event of imminent
danger or an incident of violence involving injury to persons or damage to property:
(1) Notify the UNT Police;
(2) Seek assistance for the persons
needing care;
(3) Document circumstances associated
with the event to include a record of information from all involved employees or
witnesses, and an evaluation of the circumstances (Incident Report Forms are available in
Human Resources.)
(4) Contact the Employee Relations
Section of the Human Resources Department to report the incident, and to request guidance
and assistance on items e and f below;
(5) Promptly develop and implement a
plan of action;
(6) Promptly initiate appropriate
corrective/disciplinary action based on the individual’s degree of involvement.
Appropriate action may include obtaining written verification from an individual’s
physician or mental health provider that he or she does not constitute a threat of harm.
6. Vice President for
Student Development Responsibilities:
a. Disseminate this policy to
students and enforce its provisions.
b. Evaluate any report of an alleged
threat by or towards a student by assessing its perceived intent and the capacity and the
means to fulfill the threat.
c. Process and review
corrective/disciplinary actions.
d. If appropriate, may require the
student to provide written verification from his or her physician or mental health
provider that he or she does not constitute a threat of harm.
e. Activate the crisis
assessment/response team as needed.
7. Faculty/Staff/Student
Employee Responsibilities or Action:
a. Be aware of the workplace violence
policy.
b. Report violations of the policy to
an appropriate administrator (e.g., immediate supervisor, manager, or department head,
University Police, and/or the Employee Relations Section of the Department of Human
Resources.)
c. In an effort to promote a safer
work environment, employees who are the victims of domestic violence should report
issuance of a restraining order against any individual who has threatened to act in
violation of this policy. Employees who believe they may be the recipients of violence are
encouraged to promptly notify an appropriate administrator, University Police and/or the
Employee Relations Section of the Human Resources Department. Confidentiality will be
maintained to the extent allowed by law.
8. University Police
Responsibilities:
a. Restore order in a conflict
situation.
b. Enforce criminal law.
c. Arrange for emergency medical
assistance.
d. Participate on a crisis
assessment/response team as appropriate.
9. Risk Management and
Environmental Services Department Responsibilities:
a. Enforce environment health and
safety regulations and policies.
b. Evaluate, assess and recommend
safety/security measures for prevention of workplace violence.
c. Participate on a crisis
assessment/response team as appropriate.
10. University Human Resources
Department Responsibilities:
a. Disseminate this policy to faculty
and staff.
b. Provide guidance and assistance to
the employing unit to resolve conflict and assess incidents and complaints.
c. Process and review
corrective/disciplinary actions; reviews all disciplinary actions involving suspension or
discharge prior to action being taken.
d. Activate the crisis
assessment/response team as needed.
11. Crisis Assessment/Response
Team (CART) Responsibilities:
The CART is composed of
representatives from the Human Resources Department, University Police, Risk Management
and Environmental Services Department, and other units when appropriate, such as Legal
Affairs, Public Information, Counseling and Testing, Student Development, and the Employee
Assistance Program. The CART provides support services before, during, or after a crisis
or traumatic event. The Team’s services are not limited to responding to violent
acts; it also can be called upon to provide services in identifying ways and options on
how to prevent or avoid potential acts of violence and assess and review workplace
violence issues and incidents. The CART is not designed to address workplace issues that
should be handled with appropriate procedures at the employing unit level. It is designed
to:
Assess and manage incidents
involving imminent danger or violence;
Respond to acts of violence as
appropriate;
Determine appropriate action to
assist the affected unit/department;
Conduct an investigation as
appropriate; and,
Develop and implement an action
plan.
See also Related Policies and
Programs:
Ethics
(Standards of Conduct) Policy, No. 1.2.9
Use of Alcohol Policy, No. 1.2.10
Illegal Drugs and Alcohol Policy, No. 1.2.12
Non-Discrimination Policy, No. 1.3.7
Sexual Harassment Policy, No. 1.3.19
Performance Counseling and Discipline Policy, No. 1.7.1
Employee Assistance Program 1.7.8
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