VIOLENCE IN THE WORKPLACE
RESPONSE PROCEDURES

PANIC BUTTON SITEMAP CMP HOME DISASTER VIOLENCE PREVENTION


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 at Cubic.

Procedures 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.

Step One:
Document behavioral information about the incident from the reporting party. Who said/did what to whom, and when.

Step Two:
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.

Step Three:
If appropriate, visit the incident site and document the physical layout and the conditions at site.

Step Four:
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.

Step Five:
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.

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Step Six:
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.

Step Seven:
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.

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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 information.

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.

Step Eight:
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.

Step Nine:
Notify security who will then notify law enforcement authorities based on the criteria established in Step Eight.

Step Ten:
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.

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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 situation.

Step One:
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.

Step Two:
All other persons who are on the premises should evacuate the incident site and report to a safe area.

Step Three:
Notify Security personnel immediately.

Step Four:
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.).

Step Five:
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.

Step Six:
Security and/or Facilities will secure the incident site to prevent anyone except authorized officials from entering.

Step Seven:
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.

Step Eight:
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 incident.

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