HomeMy WebLinkAboutResolution No. 144-10 144-10
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• RESOLUTION
BE IT RESOLVED by the Common Council of the City of Rochester that the City adopt a
personnel policy regarding Violence in the Workplace. A copy of the policy is attached.
PASSED AND ADOPTED BY THE COMMON COUNCIL OF THE CITY OF
ROCHESTER, MINNESOTA, THIS /�I�1/ DAY OF /5�4 , 2010.
PRESIDENT OF SAID COMMON COUNCIL
ATTEST:
CITY CLERK
APPROVED THIS ZD-L DAY OF , 2010.
• MAYOR OF SAID CITY
(Seal of the City of
Rochester, Minnesota) x
Res10\Adopt.PersPo1icy.WorWo
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CITY OF ROCHESTER
ORGANIZATIONAL POLICY
VIOLENCE IN THE WORKPLACE
The City of Rochester strives to ensure a healthy and productive working environment. In that re-
gard, safety and security are of the utmost importance. The City of Rochester will enforce zero to-
lerance for any acts of physical assault or threats of bodily harm in the performance of work duties,
wherever those duties are performed.
Policy on Violence
The City of Rochester views aggressive and/or violent behavior as disruptive and contrary to the
development and maintenance of a safe, productive and supportive work environment. Such be-
havior is not tolerated. Employees who exhibit such behavior will be held accountable under the
policy and work rules, as well as local, state, and federal law.
All threats and acts of aggression or violent behavior should be taken seriously and addressed
immediately. Such threats or acts include, but are not limited to:
• harming or threatening to harm any employee or visitor;
• damaging or threatening to damage property or the property of any employee or visitor;
• possessing a dangerous weapon or incendiary device on property without prior authorization
(law enforcement officers who carry weapons in the performance of their duties are considered
authorized); and/or
• engaging in stalking behavior of any employee.
• Accountability
All personnel are responsible for notifying their immediate supervisor, or in the absence of their su-
pervisor, another member of the management team of any threats that they have witnessed, re-
ceived, or have been told that another person has witnessed or received. Even without an actual
threat, personnel should also report any behavior they have witnessed which they regard as
threatening or violent, when that behavior is job related or might be carried out on a public site, or
is connected to municipal employment. Employees are responsible for making this report regard-
less of the relationship between the aggressor and the individual to whom the threat or threatening
behavior was directed.
Directive
Any person who makes substantial threats, exhibits threatening behavior, or engages in violent
acts against employees, visitors, guests, or other individuals while on City of Rochester property
shall be removed from the premises as quickly as safety permits and shall remain off city premises
pending the outcome of an investigation. Law enforcement should be utilized to remove individuals
who are perceived as a threat. The city will initiate an appropriate response which may include,
but is not limited to, suspension and/or termination of any business relationship, reassignment of
job duties, suspension or termination of employment and/or criminal prosecution of the person or
persons involved.
Employees and supervisors should work together to identify and report situations or locations
where there is a potential for physical assault or threat of bodily harm.
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' CITY OF ROCHESTER
ORGANIZATIONAL POLICY
• Employees should record specific incidents, behaviors or conversations that may indicate a poten-
tial for violence. Documentation should be forwarded to their manager. In instances where their
supervisor is the source of potential violence, documentation should be forwarded to the next level
of management with a copy to the Director of Human Resources.
Supervisors must carefully review and assess information provided by employees or-other sources.
Appropriate precautions should be taken based on the specific situation. For example: If a prob-
lem situation or location is identified, it should be communicated to other employees who are likely
to become involved in the situation or come in contact with the location.
Individuals applying for a restraining order must provide their supervisor and the Director of Human
Resources with a copy of the petition used to seek the order, and a copy of any temporary and
permanent protective restraining order which is subsequently granted.
The Director of Human Resources will monitor and evaluate the violence reports on an ongoing
basis and will submit program reports to the City Administrator when requested.
Adopted April 19,2010
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