HomeMy Public PortalAbout808.29 - Human Resources - Personnel Management - Prevention of Workplace ViolenceChief Administrative Office
Human Resources Division Section 808.29
Policies and Procedures Manual Page 1
808.29 SUBJECT: PREVENTION OF WORKPLACE VIOLENCE
:1 OBJECTIVE
To provide policy guidance on how to prevent workplace violence and how to manage
such situations if they occur.
:2 AUTHORITY:
This procedure amended by City Council May 10, 2010, Item A-2.
:3 DIRECTION:
Human Resources Division Manager or designee, as an appointed official, serves at the
pleasure of, and receives direction from, the Mayor through the Chief Administrative
Officer (CAO) or designee.
:4 METHOD OF OPERATION:
A. Definitions: For the purpose of this procedure, the following words and terms are
defined as:
1. Non-Verbal Violence: Includes making bodily gestures that are threatening or
abusive to persons or property.
2. Physical Violence: Typically involves the use or attempted use of force
against persons or property.
3. Verbal Violence: Involves verbal threats to damage or injure persons or
property, or abusive verbal outbursts.
4. Violence: Any behavior that abuses or injures a person in the workplace
and/or damages or destroys property in the workplace. Violence can be
physical, written, verbal or non-verbal in nature.
5. Written Violence: Includes making written threats of harm against persons or
property.
B. Policy: Workplace Violence: The City of Orlando has zero tolerance for violence
in the workplace. If an employee displays any acts of violence in the workplace,
the employee will be subjected to disciplinary action from written reprimand to
termination, depending on the nature of the violence and as stipulated in Policy and
Procedure 808.20 - Disciplinary Action.
Violence, by or against any employee or person, is unacceptable and contrary to
City policy and will subject the perpetrator to serious disciplinary action and
possible criminal charges. The City will work with law enforcement to aid in the
prosecution of anyone outside of the organization who commits violent acts against
City employees on City property.
1. Weapons: Possession, use, or threat of use of a weapon, including any
firearms, is not permitted at work or on City property, including employee
parking areas or in a City vehicle, unless such possession or use of a weapon
is: a) a necessary and approved requirement of the job; b) pursuant to F.S.
790.251, when a lawfully issued Florida Concealed Weapon’s license and is
both lawfully possessed and the weapon is at all times locked in or to a private
Chief Administrative Office
Human Resources Division Section 808.29
Policies and Procedures Manual Page 2
motor vehicle in a City provided parking lot; or c) otherwise specifically
approved by the CAO.
2. Reporting: No employee, acting in good faith, who reports an incident under
this policy, will be subject to retaliation or harassment based upon that report.
C. Procedure: Critical Incident Report: When a manager, supervisor, or employee
observes an act of violence at work, the steps to take are as follows:
1. In Immediate Emergency:
Step 1: Call 911. As with any other emergency involving fire, violence, or
medical incidents, the first step action is to call 911 and report as many details
as possible so that the appropriate emergency response unit can be dispatched.
Step 2: Immediate contact:
a) At City Hall – the Security Desk (407-246-2311).
b) Field Office – your Department Director and the Human Resources
Division Manager or designee.
The Human Resources Division Manager or designee may be contacted at
any time and will ensure coordination of support and response with
resources such as the City Attorney’s Office, Human Resources Division,
the Employee Assistance Program, Risk/Safety Division, family, and
others as needed.
2. Non-Emergency
The guidelines below apply to all City employees and are intended to aid
managers in dealing with violent or potentially violent situations at work if
there does not appear to be any immediate threat of violence or once an
immediate emergency situation has been controlled. Altercations between
persons at work are rare and usually minor, allowing time for supervisory
intervention.
In circumstances deemed by the manager to be an emergency, call 911 and
make the other contacts described above. It is understood that the actions of a
manager or other employees will be dependent on the seriousness of the
situation and the nature of an altercation, However, consistent with personal
safety, managers and supervisors have a responsibility to make an effort to
defuse violent or potentially violent situations as quickly as possible in order to
prevent escalation and creation of a threat to others.
In general:
Step 1: Separate employees involved if you can do so safely. Do not attempt
any interaction without adequate assistance. Do not allow a verbal, visual, or
written altercation to escalate into something more serious. If the employees
cannot be separated, call 911 and follow the steps in C.1. above.
Step 2: Contact your Department Director and the Human Resources Division
Manager or designee.
a) At City Hall – the Security Desk (407-246-2311).
Chief Administrative Office
Human Resources Division Section 808.29
Policies and Procedures Manual Page 3
b) Field Office – your Department Director and the Human Resources
Division Manager or designee.
Step 3: Once the situation is controlled, separately interview all persons
involved, including any witnesses, in order to obtain an accurate account of the
incident. Document the statements of witnesses and others interviewed in
written form. Those involved in an altercation and those who are possible
subjects for further disciplinary action based on the incident, have the right to
be represented, and to have a representative during the interview if one is
requested or guaranteed by contract. By contacting Human Resources
Division, advice and assistance in this process will be provided.
When appropriate, a referral to the City’s Employee Assistance Program will
be made.
3. Immediate Suspension With Pay: If the situation is serious enough that
possible termination may be involved and/or the continued presence of an
employee at the worksite would not be appropriate given the altercation or
particular circumstances, an employee may be immediately suspended with
pay and ordered not to return to the worksite until further advised. This action
is unusual but may be taken with the Department Director’s concurrence,
following consultation with the Human Resources Division Manager or
designee.
Most workplace altercations that do not warrant termination, justify
appropriate disciplinary action through the use of the City’s progressive
discipline policy. At any time during the review of an altercation, the Human
Resources Division will be available for assistance upon request.
:5 FORMS:
None.
:6 COMMITTEE MEMBERSHIP:
None.
:7 REFERENCE:
Procedure adopted by City Council October 21, 1996, Item 8 YY; amended May 24,
1999, Item 5-LL; amended April 3, 2000, Item 2PPP; amended September 15, 2003;
amended May 3, 2004, Item A1; amended September 8, 2008, Item A16; amend May
10, 2010, Item A-2.
:8 EFFECTIVE DATE:
This procedure effective May 10, 2010.