1C.0.3 Zero Tolerance of Workplace Violence

Responsible Position

Human Rights Officer

RELATED ITEMS

Minnesota State Laws

• 1.50 Freedom from Violence
• 15.86, State Agency Actions
• 609.713, Threats of Violence

PROCEDURES

Implementation Plan

1. The college will provide a safe workplace.
• Alexandria Technical and Community College is committed to ensuring that the workplace provides for the safety of employees, students, and guests and for reasonable protection from workplace violence.
• An Emergency Crisis Response Plan is prepared by the college. The plan addresses physical security requirements of each facility and includes procedures for appropriate response to threats and acts of violence.
2. The college will attempt to limit violence from external sources by positively affecting the attitudes and the behavior of its customers.
• Customer Service:
  The college continues its emphasis on customer service; the use of a "We Care" strategy to achieve a comfortable environment for all visitors; and works toward a friendly, safe educationally sound system that is fair, efficient, reliable, competitive, and understandable. In doing so, and by treating customers with the respect and dignity they are entitled to, the potential for workplace violence from external sources is greatly reduced.
• Appeals:
  Customers have the right to make both informal and formal appeals of college decisions or actions which may affect them adversely. The college will continue to work with customers to make them aware of their appeal rights. Conscientious administration of a fair appeals process is another means by which the college can positively affect the potential for workplace violence from external sources.
3. The college will attempt to reduce the potential for internal workplace violence by positively affecting the attitudes and the behavior of its employees.
• Creating a Low-risk Work Environment:
  Leadership and supervisors are expected to promote positive behavior and to lead by example by treating employees, students, and third-parties with the respect and dignity they deserve. Emphasis is placed on creating a workplace where established standards of conduct are clear, communicated regularly, and consistently enforced. Additionally, disciplinary measures are fair and appropriate based upon the employee's behavior.
• Supervisory Training:
  All supervisors are provided with training on how to deal with threats and acts of violence. This training will focus on prevention and de-escalation of violence, suggestions for appropriate responses to threats and acts of violence, and identification of resources which are available for use once a potential problem has been identified, or an incident has occurred.
• Employee Training:
  All employees will be given the opportunity to receive training in threat awareness and appropriate responses to aggressive, threatening, and violent behaviors. Assessment of additional training needs for employees will be made upon request of the supervisor, and appropriate training programs will be developed and presented.
• Employee Counseling and Assistance:
  Leadership and supervisors will encourage use of the Employee Assistance Program (EAP). The EAP is primarily an assessment, short-term counseling, and referral agency. While supervisors, union representatives, or family members may encourage employees to seek help from the EAP, the decision to use the services must be voluntary. Employees may also choose to seek assistance from private health services to deal with pressures, stress, emotional problems, or other personal issues which could, if ignored, lead to threats or acts of violence.
• Self-help:
  Information and other media will be used to make all employees familiar with the services offered by the EAP and other college resources. Information is provided about other options for the resolution of personal and work-related problems which may have a potential for escalating to a violent incident. Employees will be encouraged to utilize all available resources.
• Valuing and Respecting Diversity:
  It is the college's policy and practice to value and respect individual differences among people. Harassment of any person in the workplace is strictly prohibited. Harassment can be any behavior which is unwelcome, personally offensive, insulting, or demeaning when
• submission to such conduct is explicitly or implicitly made a term or condition of an individual's employment or academic status;
• submission to, or rejection of, such conduct is used as the basis for employment decisions or academic status affecting such an individual; or
• such conduct has the purpose or the effect of unreasonably interfering with an employee's or student's educational performance or creating an intimidating, hostile, or offensive working environment.



Harassment and discrimination are serious concerns. Incidents of this nature, if not corrected, may result in workplace violence. Leadership treat reports of harassment and discrimination seriously. Complaints of alleged harassment or discrimination are promptly investigated, and appropriate disciplinary action is taken, as necessary.

4. The college will effectively deal with threats of violence and with actual incidents of violence.
• Supervisory Responsibilities:
  Supervisors have primary responsibility for ensuring a safe work environment and are specifically empowered to take immediate action to resolve or stabilize violent situations in the workplace and protect people from harm. Supervisors ensure that when a threat is made or a violent incident occurs, appropriate incident response resources are notified immediately. Supervisors will also ensure that appropriate disciplinary responses to internal workplace violence and aggression are made.
• Incident Response Coordinator (IRC):
  The college has appointed an "Incident Response Coordinator" (IRC) who is responsible for coordinating responses to violent or threatening situations in the workplace. The IRC will:
• assist supervisors in the development of applicable training programs;
• serve as a resource referral agent and information source for supervisors and others with regard to workplace violence concerns; and
• respond, as needed, to incidents involving threats or acts of workplace-related violence. While each situation will be unique, this will often require that the IRC:
• perform situation assessments and evaluations;
• assist with attempts to de-escalate/properly manage potentially violent situations when possible;
• facilitate and coordinate response actions of appropriate resources, both internal and external; and
• ensure that appropriate follow-up action is taken (investigation, victim assistance, preventative and corrective actions, etc.)
• The IRC will carry out these responsibilities with the assistance of appropriate college, state, and local government resources.
5. The college will work to eliminate dangerous weapons from the workplace.
• Dangerous Weapon Prohibition:
  The possession of any dangerous weapon, including firearms, in the college workplace by any person, other than a law enforcement officer or under the control and supervision of the Law Enforcement training program as pursuant to the Law Enforcement curriculum, is strictly prohibited.
  
  Dangerous weapons included in this prohibition, include but are not limited to:
• any weapon which, per applicable law, is illegal to possess.
• any firearm, loaded or unloaded, assembled or disassembled, including pellet, "BB," and stun guns (electronic incapacitation devices).
• replica firearms as defined in Minn. Stat. 609.713.
• knives (and other similar instruments) with a blade length of more than three inches other than those present in the workplace for the specific purpose of food preparation and service.
• any "switchblade" knife.
• "brass knuckles," "metal knuckles," and similar weapons.
• bows, cross-bows, and arrows.
• explosives and explosive devices, including fireworks and incendiary devices.
• "throwing stars," "nun chucks," clubs, saps, and any other item commonly used as, or primarily intended for use as a weapon.
• any object that has been modified to serve as, or has been employed as, a dangerous weapon.
• any other item so designated by the ATCC President.

Implementation

Copies of this procedure are distributed to all employees and posted on employee bulletin boards. Supervisors are responsible for informing employees of this procedure and for enforcing compliance. This procedure is discussed at new employee orientation, and all new employees are provided a copy of this procedure.

The college will continue to provide information about the services available through the Employee Assistance Program and the Health and Wellness Program to help employees address concerns and issues related to workplace or family violence. Training needs will be assessed; and training sessions for supervisors and employees will be developed and presented. The college will work to further advance this procedure and identify and address specific action items.

Employees will receive informational materials on the role and responsibilities of the IRC.

The IRC assumes responsibility for coordinating the college's response to threats and acts of violence. Supervisors continue to have primary responsibility for ensuring a safe workplace, monitoring and resolution of employee conflicts or disputes, taking appropriate corrective action when potentially violent situations develop, and for working with the college's IRC when threats or acts of violence do occur.

Related ATCC Documents:

• 1C.0.1 Employee Code of Conduct
• 1C.0.2 Respectful Workplace

Approved by: College President

Effective Date: 11/26/2024

Next Review Date: November 2027

Archive: 1.6 Zero Tolerance of Workplace Violence