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Threats, threatening conduct or any other acts of aggression or violence in the workplace will <br /> not be tolerated. Any employee determined to have committed such acts will be subject to <br /> disciplinary action, including reprimand, suspension and/or discharge. Non-employees <br /> engaged in violent acts on the city's premises or directed toward a City of Decatur employee <br /> conducting city business will be reported to the proper authorities and fully prosecuted. <br /> Supervisors will refer perpetrators of incidents and threats of workplace violence to the <br /> City's employee assistance program (EAP), and will determine appropriate follow up and <br /> disciplinary action. Employees will not be permitted to return to the workplace until such <br /> time as the EAP professional indicates in writing that the employee is complying with <br /> EAP recommendations, and is fit to return to duty. Such referrals shall be considered <br /> "directed referrals". Employees failing to cooperate with directed referrals will be <br /> considered "absent without leave", and will be subject to possible disciplinary action, up <br /> to and including reprimand, suspension and/or discharge. <br /> Human Resources will maintain an accurate record of all workplace violence incidents. <br /> Any on-duty injury that requires more than first aid, that is a loss-time injury, that requires <br /> modified duty, or that causes loss of consciousness will be recorded on the OSHA 200 <br /> log, and should be reported on the City's standard job injury reporting forms, per <br /> administrative policy F-532. Doctors' reports and supervisors' reports of each incident <br /> will be kept with workers compensation files. Incidents of abuse, verbal attack, or <br /> aggressive behavior which may be threatening to the employee, but not resulting in <br /> injury, will also be recorded. <br /> 2.5 Retaliation. Retaliation includes overt or covert acts of reprisal, interference, restraint, <br /> penalty, discrimination, intimidation and/or harassment against an individual or group <br /> exercising proper rights in regard to discrimination, harassment and/or workplace violence. It <br /> is a violation of this policy to act in retaliation to an individual for 1) filing a charge of <br /> discrimination, harassment, workplace violence or retaliation, 2) participating in an <br /> investigation or opposing discriminatory, harassing, violent practices or retaliation, or 3) <br /> being the target of discrimination, harassment,workplace violence and/or retaliation. <br /> 2.6 False Reporting. The filing of false, malicious, frivolous and/or groundless reports <br /> and/or complaints of discrimination, sexual harassment, workplace violence and/or <br /> retaliation is an abuse of this policy and is prohibited. <br /> 3.0 RESPONSIBILITY: It is the responsibility of each department director to ensure that all <br /> supervisory personnel are aware at all times of this policy. It is the responsibility of all <br /> supervisors to ensure that all of their employees are aware of this policy and of the confidential <br /> means available to them for reporting incidents. <br /> Training on this policy will be provided to all new employees by the Human Resources Division. <br /> The City's Training Officer will assist with these tasks by coordinating new employee <br /> orientations and periodic refresher training on the subject. Such refresher training should be <br /> made available on a three (3) year cycle, and at any time material changes are made to this <br /> policy. <br /> It is the responsibility of the Human Resources Manager to effect investigations of informal <br /> allegations of incidents. Such investigations may be assigned to the Human Relations Specialist or <br /> direct supervisor, per terms of the city policy on employee investigations. The Human Resources <br /> Manager shall keep the City Manager informed of the progress of such investigations. <br /> 4 <br />