Workplace Violence

Date Established: October 19, 2020
Date Last Updated: October 19, 2020

Purpose
Violence in any form, or the threat of violence, has no place in the City organization. It is the policy of the City of Ames that all employees and those who have contact with City staff have the right to be free from violence. It is the goal of the City to rid all work sites of violent behavior or the threat of such behavior. The prevention of violence and the reporting and management of critical incidents are shared obligations of all employees and managers.

Policy Statement
Violence, or the threat of violence, by or against any employee of the City of Ames or any other person is strictly prohibited and will subject the perpetrator to serious disciplinary action up to and including termination of employment, and to possible criminal prosecution.

Possession, use, or threat of use of dangerous weapons, including all firearms, by any person, is not permitted at City work sites, including in a City vehicle, or in parking areas designated for employee parking, unless such possession or use of a weapon is a necessary and approved requirement of the employee’s City job. It is recognized that lawful possession of dangerous weapons by non-City employees at City work sites located on private property or the traveled portion of public streets cannot be prevented.

Dangerous weapons are as defined in Section 702.7 of the Code of Iowa and include, but are not limited to, any offensive weapon, pistol, revolver, or other firearm, dagger, razor, stiletto, switchblade knife, or knife having a blade exceeding five inches in length.

Definition
For the purpose of this policy, violence is defined as:

1. The use of physical force with the intent to cause harm.

2. Acts or threats in any form or manner which are intended to intimidate or cause fear of harm, or could be construed by a reasonable person as doing so.

3. Sabotage – The intentional damage of City-owned or personal property, or acts intended to cause such property to fail to operate, or to operate improperly; or, the movement or concealment of such property with the intent of interfering with the ability of the owner or authorized user to locate it.

Not included are any actions taken in the legitimate exercise of responsibility or authority by a City employee (e.g., police officers).

Guidelines for Violent Incident Response

In an emergency situation involving actual or potential violence, the first priority is to protect the safety and well-being of persons involved. Because each situation involves unique factors, the following guidelines are intended to provide general guidance. The key elements are safety, reporting, coordination, and control.

a. Immediate Emergency Situations – Call 911
The first step in any emergency is to immediately call 911 and report as many details as possible so that appropriate emergency response units can be dispatched. This will ensure that trained personnel are available to assist. Although not every situation may require such assistance, it is always best to call 911 if there is any question or doubt.

b. An employee who is involved in or who witnesses a critical incident shall immediately contact the supervisor, division or department head, or Human Resources Director. It is more important to notify a management representative immediately than to follow a specific chain of command.

c. The department director or other department management representative shall immediately contact the Human Resources Director, who shall provide guidance in matters such as investigation, discipline, benefits and the Employee Assistance Program.

Employee Assistance Program

The Employee Assistance Program has the capability of providing post-incident counseling for employees and their families. Critical incidents in the workplace may affect not only those directly involved, but produce psychological trauma to others in the organization as well.

Guidelines for Managing Workplace Altercations

These guidelines are intended to aid supervisors in dealing with violent or potentially violent situations at work where the supervisor is in a position to intervene and control the situation.

In circumstances deemed by the supervisor to be an emergency, call 911, then contact the departmental director and Human Resources Director. It is understood that the actions of a supervisor or other employee will depend on the seriousness and nature of the incident. However, consistent with personal safety, supervisors have a responsibility to make a good faith effort to defuse violent or potentially violent situations as quickly as possible in order to prevent their escalation and creating a threat to others. The term “altercation” as used in these guidelines includes actual or threatened violence including verbal or physical confrontation or assault, or attempts at such assault.

In general:

1. Separate the parties involved. Do not allow a minor altercation to escalate into something more serious. If the individuals cannot be separated, call 911 and follow the steps previously described.

2. Contact the department director and Human Resources Director.

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 in written form the statements of witnesses and others who were interviewed. Because of possible disciplinary actions, those employees involved in an altercation, if they are covered by a bargaining unit, have the right to the presence of a union representative. If an employee requests that a union representative be present, the interview should be postponed until a union representative can be available. In general, the City’s obligation to permit union representation does not require that an interview be delayed until a professional union staff member can be available; an employee designated as a union steward will suffice. In the investigatory process the union representative may advise the employee and witness the proceeding, but may not speak in the employee’s behalf.

Discipline
Most workplace altercations, including minor ones involving only verbal exchanges, justify disciplinary action, up to and including termination. The Human Resources Director should be contacted for guidance. Incidents can be reported to Human Resources using the Complaint Procedure.

Contact Information

Human Resources Department
hr@cityofames.org
515-239-5199

City Manager’s Office
515-239-5101