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through e-mail) which denigrates or shows hostility or aversion toward an individual or <br /> group. <br /> The City encourages individuals who believe they are being subjected to such conduct <br /> to advise the offender that the behavior is unwelcome and to request that it stop. Often, <br /> this action alone will resolve the problem, but the City recognizes that individuals may <br /> prefer to pursue the matter through complaint procedures. <br /> Such harassment is considered a form of unlawful discrimination. If relief is not obtained <br /> through informal means, employees may file discrimination complaints on such matters <br /> with state, and/or federal civil rights agencies. Procedures for filing such complaints are <br /> explained in section 2.1 of this Policy. <br /> 2.4 Workplace Violence. Workplace violence includes assault, criminal damage to <br /> property, disorderly conduct, harassment, larceny, menacing behavior, reckless <br /> endangerment, robbery and sex offenses (including lewdness, sex abuse, sodomy and <br /> rape) on the job. <br /> To minimize workplace violence, the City's corporate safety committee will assess <br /> employee and public vulnerability to workplace violence at all City locations, audit <br /> workplace violence prevention efforts, oversee employee training programs in violence <br /> prevention, regularly review reports of incidents of violence in the workplace to <br /> recommend changes to correct hazards, communicate with similar local governments <br /> concerning experiences with workplace violence, work with supervisors to determine the <br /> presence of hazards, conditions, operations and other situations which might place <br /> workers at risk of occupational assault incidents, and survey employees to identify the <br /> potential for violent incidents and to identify the need for improved security measures. <br /> Human Resources will provide training for all employees on identifying and reporting <br /> workplace violence incidents, recognizing signs of potential violence, reviewing <br /> measures instituted to prevent workplace violence, and describing post-incident medical <br /> follow-up, counseling, and reporting procedures. Employees should report signs of <br /> potential violence to supervisors immediately. <br /> The City of Decatur encourages employees to bring their differences with other <br /> employees to the attention of their supervisors or the Human Resources Division before <br /> such situations escalate into potential violence. The City of Decatur is eager to assist in <br /> the resolution of employee disputes, and will not discipline employees for raising such <br /> concerns. <br /> Victims of incidents and threats of workplace violence should report them to their <br /> supervisors immediately, and then on the City's "Incident Report Form". Supervisors will <br /> promptly investigate allegations of workplace violence, per the City's policy on workplace <br /> investigations, and will ensure copies of incident reports are forwarded on all incidents to <br /> Human Resources. In cases of incidents committed by an employee's supervisor, <br /> reports should be made directly to the offending supervisor's supervisor and to the City's <br /> Human Resources Manager. Human Resources will forward copies of final investigation <br /> reports to the Risk Manager for the Corporate Safety Committee's review, as described <br /> above. <br /> 3 <br />