Washington State University
BUSINESS POLICIES AND PROCEDURES MANUAL

SAFETY AND SECURITY
50.30
Revised 12-13
Finance and Administration
335-5524

Workplace Violence and Bullying

PDF link

POLICY

The University is committed to maintaining an environment that is free from all acts or threats of violence perpetrated by or against employees, students, or members of the public, including workplace bullying.

While on University property or while conducting University business at other locations, each employee, student, or representative is prohibited from subjecting any other employee, student, or individual to any violence or threat of violence.

Retaliation Prohibited

Retaliation against any person for bringing forward or participating in the investigation of a complaint under this policy is prohibited. Such acts may form independent grounds for taking appropriate corrective or disciplinary action.

Retaliatory acts must be immediately reported to Human Resource Services (HRS).

Applicability

Except where otherwise indicated, this policy applies to:

RESPONSIBILITIES

All Individuals Noted Above

All individuals as noted above:

Employees and Volunteers

All employees and volunteers:

This prohibition does not apply to:

Employees lawfully possessing firearms or dangerous weapons may travel to and from University-provided weapon storage facilities.

Rules applicable to students are available in WAC Chapter 504-26. Rules applicable to the entire campus community are available in WAC Chapter 504-31.

WORKPLACE VIOLENCE

Defining Workplace Violence

Workplace violence includes physical assault, or threatening, intimidating, or abusive conduct. A single act may constitute workplace violence if it is especially severe or egregious. If a manager or supervisor is unsure whether a particular act constitutes workplace violence, she or he should contact HRS.

Procedures

Urgent or Direct Threat, or Violent Incident

Any employee who perceives an immediate threat of bodily harm should:

Hostile Intruders

University Police have prepared special guidelines for extreme situations, i.e., when hostile intruders cause death or serious bodily injury, or when there is a real threat of death or serious bodily injury. Refer to the "Emergency Action Plan" on 50.30.5-7. The guidelines are formatted to facilitate printing and posting on bulletin boards.

Emerging or Potential Threat

If a situation has the potential for becoming violent over time, call the University campus or local police department, as appropriate, and report the incident to HRS. (See below.)

Employee/Manager/Supervisor Responsibilities

Employees

Employees must report any incident of workplace violence to an immediate manager or supervisor. NOTE: Repeated unfounded complaints of workplace violence may constitute misconduct or employee abuse.

If the immediate supervisor or manager is the perpetrator of the violence, the employee reports the incident to the next level higher supervisor or to the campus HRS office.

Managers/Supervisors/HRS/Police

Personnel are to contact the University campus or local police department as indicated above, depending on the nature of the incident.

The appropriate manager, supervisor, the campus HRS office, or the University campus or local police department is responsible for promptly investigating the incident and recommending appropriate action. (HRS offices are located at the Pullman, Spokane, Tri-Cities, and Vancouver campuses.)

Workplace Violence Incident Report

The manager or supervisor must route a completed Workplace Violence Incident Report form to the campus HRS office. To obtain copies of the form, complete and/or print the blank master on 50.30.8.

Injury or Illness

If an injury or illness results from the workplace violence incident, the manager or supervisor must also complete an online Incident Report within 24 hours. See SPPM 2.24.

Victims of physical injuries should be examined by medical personnel. Injuries should be reported.

Suspected Criminal Activity

The manager or supervisor is to report any incident involving suspected criminal activity to the University campus or local police department for assessment and/or investigation.

Additional Reporting Requirements

HRS is responsible for notifying Student Affairs and Enrollment when an incident involves a student. When suspected criminal activity is involved, HRS notifies the Office of the Provost or the office of the appropriate vice president.

Protection or Restraining Order

An employee who obtains a protection or restraining order that lists a University location as a protected area must immediately provide a copy of the order to his/her supervisor, the campus HRS office, and the University Police Department or local police department.

Sanctions/Consequences

Violent action on University property or facilities, or while on University business, is not tolerated or ignored. Individuals who engage in violent or threatening behavior may be:

WORKPLACE BULLYING

Defining Workplace Bullying

Workplace bullying refers to repeated, unreasonable actions of individuals (or a group) directed towards an employee (or a group of employees), which intimidate, degrade, humiliate, or undermine; or which create a risk to the health or safety of the employee(s).

Employee/Manager/Supervisor Responsibilities

Employees

Employees are strongly encouraged to report any incident of workplace bullying to an immediate manager or supervisor. NOTE: Repeated unfounded complaints of workplace bullying may constitute misconduct or employee abuse.

If the immediate supervisor or manager is the perpetrator of the bullying, employees are strongly encouraged to report the incident to the next level higher supervisor or to the campus HRS office.

Managers/Supervisors

Managers and supervisors who witness or receive a report of workplace bullying should contact HRS.

Sanctions/Consequences

Workplace bullying on University property or facilities, or while on University business, is not to be tolerated or ignored. Individuals who engage in workplace bullying may be subject to corrective and/or disciplinary action, up to and including dismissal or expulsion, or other action as determined appropriate by the appointing authority, in consultation with HRS.

See PDF guidelines:
50.30.5-7: Emergency Action Plan--Hostile Intruder Response
Print as needed.

See the PDF form:
50.30.8: Workplace Violence Incident Report
Complete and/or print as needed.