[HISTORY: Adopted by the Town Board of the Town of Elma as
indicated in article histories. Amendments noted where applicable.]
[Adopted 8-19-2009]
A.
It is the policy of the Town of Elma to ensure a safe workplace and
to reduce the risk of violence to our employees and citizens. It is
a shared obligation of all employees and citizens, individually and
collectively, to prevent and/or defuse actual or implied violent behavior
(verbal or physical) at work.
B.
Any person who engages in a violent or threatening manner, either
verbal or physical in nature, will be removed from the premises as
quickly as safety permits.
C.
At the Town's discretion, employees and/or the public may be barred
from the Town's premises pending the outcome of an investigation.
Any employee who engages in such behavior may be subject to disciplinary
action up to and including termination, criminal penalties, or both.
As used in this article, the following terms shall have the
meanings indicated:
Includes, but is not limited to:
Causing or attempting to cause physical injury to another person;
Intentional destruction or threat of destruction of Town property
or another person's personal property;
Expressing intent to cause physical harm or emotional duress;
Acting in a hostile manner through unwelcome words, actions
or physical contact not resulting in physical harm to another person;
Surveillance or stalking;
Possession of a weapon while on Town property or while on Town
business without proper authorization;
Veiled threats of physical harm or intimidation;
Expression of suicidal or homicidal intent or thoughts; and
Unusual agitation or excitement, which may be accompanied by
incoherent and/or irrational behavior or harassment.
A.
Law enforcement officials will be notified as soon as possible of
any situation that has the potential for immediate danger to the safety
of an employee or any other person.
B.
All employees are responsible to inform their immediate department
head of any condition or behavior that the employee experiences or
witnesses and believes places the employee and/or others at risk of
injury. Such actions may include, but are not limited to, any of the
violent behavior definitions referenced above.
D.
The Personnel Committee will assure that a full investigation is
made and will assist the Town Supervisor in resolving the issue.
E.
Reports should be made regardless of whether the potentially dangerous
person is a coworker or a nonemployee. Reports or incidents warranting
confidentially will be handled appropriately, and information will
be disclosed to others on a need-to-know basis. This policy does not
prevent employees from directly notifying law enforcement officials
of the problems.
F.
Emergency situation. It is recommended that employees who are confronted
by or who encounter an armed or dangerous person not attempt to challenge
or disarm the individual. The employee should use his/her best judgment
under the circumstances to avoid injury to him/her or others. If the
employee is able to contact the Police Department or emergency assistance
safely, then the employee should do so immediately or as soon as possible.
G.
Enforcement. Threats, threatening conduct, or any other acts of aggression
or violence in the workplace will not be tolerated. Any employee determined
to have committed such acts will be subject to disciplinary action,
up to and including termination. Reports to law enforcement officials
will be made as appropriate. Nonemployees engaged in violent acts
in or affecting the workplace will also be reported to the proper
authorities. The Town will cooperate fully with law enforcement authorities
during any investigation.
H.
Eligibility for rehire. Employees terminated for violating a provision
of this policy shall not be eligible for rehire with the Town in any
capacity.
