ACTIONS FOR RESPONDING
TO LEVEL ONE / TWO / THREE BEHAVIORS
The following actions(s)
are options that MAY be used depending on the situation, and are
noted in order to present an overview of the many areas that have
to be considered for developing / handling workplace violence here
for Responding to Acts of Violence which Do Not Involve Physical Harm,
and are Noted as Examples in Level One and Level Two Behaviors:
Employees must be informed/notified
that it is their responsibility to immediately report all behaviors
that could be taken as threats or acts of violence to their management
and/or Human Resources Department.
If all employees immediately
report a potential incident/or incidents HR can take the necessary
direction to provide assistance and communicate to the appropriate
sources. HR has the responsibility of establishing all documentation
that is needed and will maintain these files.
Once HR has completed
meeting with the employee, the following steps will be taken. These
Step by Step examples that follow are the suggested manner in which
HR will work and it must be noted that not all situations will need
any/or all steps. They are listed to provide Manager/Supervisors
with a better understanding of what does take place if a level one
or level two behavior has been cited and so noted.
Document behavioral information about the incident from the reporting
party. Who said/did what to whom, and when.
Notify the victim(s) of the behavior(s) that the incident is being
investigated, and that he/she will be advised as to the outcome
of the investigation.
If appropriate, visit the incident site and document the physical
layout and the conditions at site.
Privately interview witnesses for statements of the behaviors they
observed. Request statement in writing Who said/did what
to whom, and when. HR will be using their forms for all notations
and record keeping. Neither management nor employees are required
to document any findings other than to support the review being
conducted by HR.
Privately interview the accused employee regarding his/her actions
and intent. Request statement in writing. Remind the employee of
the Company's policy by informing them that violent threats or behaviors
are inappropriate and are not tolerated.
If appropriate, it may be necessary for HR to call in other support
services (Security, etc.), and if necessary to escort the employee
off Company property. All employees must be informed that the Company
policy is, if they are suspended, to wait for approval from HR before
returning to work and/or returning to Company property.
The HR representative will counsel employee. HR will at this time
determine if the employee should be directed to further Employee
Assistance Program (EAP) counseling.
If the incident is a
repeat of inappropriate behavior; or the incident is sufficiently
serious enough to warrant a professional evaluation, it is the recommendation
that the employee under review be directed to EAP assistance/service/counseling.
When an assessment
is made of high intent to harm (Behavior Level Three):
If the incident is MAJOR,
HR representative may contact Security, Safety, and/or seek external
assistance (Police, Fire, etc.) for consultation and/or referral
Fitness for Duty Evaluation:
When an assessment is
made of high intent to harm, the HR representative will contact
Safety. A medical source for consultation and/or referral may be
called in to assist.
Determine if any external sources should be contacted to participate
in the investigation. It is suggested that the Company Legal Department
participate if the employee has displayed similar violent behavior
in the past, if he/she has been uncooperative during the investigation,
if there is a potential for serious harm, or if there may be some
legal concerns related to the incident.
Notify security who will then notify law enforcement authorities
based on the criteria established in Step Eight.
Determine options for employee discipline as appropriate, up to
and including, termination and/or possible prosecution.
It is imperative that
all employees know the company policies: Cubic prohibits any violence
in the workplace that is verbal, written or physical in nature to
any employee, customer, vendor or guest to our company.
Legal is responsible
for handling any/all efforts if prosecution is to be pursued.
Procedures for responding
to acts of violence involving imminent physical harm that are examples
as noted for Level Three Behavior.
The first priority when
an act of violence is occurring is to avoid physical harm to people.
For the Level Three Behavior examples . . . Physical assaults MINOR;
(spitting, hitting, pushing, etc.), follow the steps outlined in
level one and level two behaviors. For all other level three behaviors,
the following steps are noted as typical steps that may be taken
to complete any action(s) in resolving the Level Three Behavior
Any employee who becomes aware of an act of violence which involves
imminent physical harm should alert/warn others of the danger and
immediately leave the area of danger, if possible.
All other persons who are on the premises should evacuate the incident
site and report to a safe area.
Notify Security personnel immediately.
Security will seek emergency assistance as needed: Police for support,
medical care for possible injuries. All employees must be made aware
that they are not to administer care unless qualified to do so.
Qualified to do so means certified for any medical assistance that
could or might be needed (CPR, etc.).
The leadership from HR and/or Security and/or Safety, will make
a count of persons to determine whether anyone is still in harm's
way; they will immediately report this information to Security,
which will handle the situation. External assistance may be called
in for support.
Security and/or Facilities will secure the incident site to prevent
anyone except authorized officials from entering.
The Business Unit CMT representative must be notified of the incident
who will notify the Corporate CMT office. These individuals will
assist in helping other employees get back to work, and assist in
getting help for non-involved employees if needed.
Public Relations (PR) will be notified by Security, Safety, or the
CMT office. If media attention develops, PR will be the focal point
for dissemination of "ALL" information and will provide
interviews, if necessary, and will inform the media of the situation.
PR is the only authorized "spokesperson" representing
the company, and employees must be informed that they are in violation
of Company policy by speaking on behalf of the company about the