state of iowa & university of iowa violence-free workplace 2014
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State of Iowa & University of Iowa Violence-Free Workplace 2014. Training for Clerical Bargaining Unit Members and Their Supervisors. Introductions of Trainers. What is your name? What unit do you work for? What do you do there?. Class Objectives - Union. - PowerPoint PPT PresentationTRANSCRIPT
State of Iowa & University of IowaViolence-Free Workplace
2014
Training for Clerical Bargaining Unit Members and Their Supervisors
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What is your name? What unit do you work for? What do you do there?
Introductions of Trainers
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Review the State's and University’s policies and procedures regarding a Violence Free Workplace -
UNION
Review the University’s Universal Competencies -
MANAGEMENT
Identify department/institutional-specific policies and resources - MANAGEMENT
Discuss workplace violence issues - UNION
Recognize inappropriate behavior -MANAGEMENT
Clarify employee/management responsibilities and reporting - UNION
Class Objectives - Union
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History of this Training - Union
During contract negotiations between the State and AFSCME the parties
agreed to provide training to employees and managers.
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What is Workplace Violence, Mobbing and Bullying? -UNION
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State of IowaSECTION 9.70 VIOLENCE-FREE WORKPLACE POLICY
VIOLENCE-FREE WORKPLACE POLICYfor Executive Branch Employees
Violence Defined -UNION
Violence is any act which is intended to intimidate, annoy, or alarm another person; or any act which is intended to cause pain or injury to, or which is intended to result in physical or personalcontact which will be insulting or offensive to another,coupled with the apparent ability to execute the act.
(Iowa Code sections 708.1 and 708.7)
University of Iowa – Universal Competencies-MANAGEMENT
Apply to all University jobs, support our mission, and are consistent with our core values
They are:
Positive Impact/Achieving Results
Service Excellence/Customer Focus
Collaboration and Embracing Diversity
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University of IowaOperations Manual Part II, Chapter 10
VIOLENCE POLICY- MGMT
Prohibited Behavior Definition Bringing a Complaint Informal Resolution Investigation Other University Policieshttp://www.uiowa.edu/~our/opmanual/ii/10.htm
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Policy Intent - MGMT
The State of Iowa and UI are committed to a violence-free workplace, and its goal is to prevent violence in the workplace.
All officials, managers, supervisors, and employees will treat each other with courtesy, dignity, and respect
Threats, intimidation, harassment, or acts of violence will not be tolerated
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Policy Intent - MGMT
State of Iowa is committed to: – Preventing the potential for violence in the
work environment.– Reducing the negative consequences for
employees who experience or encounter violence.
– Maintaining a work environment of respect and positive conflict resolution.
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Policy Intent - MGMT
Employees are prohibited from engaging in harassment of another employee, supervisor, manager, vendor, customer, or client in accordance with the State of Iowa's Equal Employment Opportunity, Affirmative Action, and Anti-Discrimination Policy and the University’s Nondiscrimination Statement and Harassment Policies.
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Policy Intent- MGMT
Employees shall cooperate fully with all appropriate individuals in the investigation and prosecution of criminal acts, this policy, and the pursuit of any civil remedies in order to create and maintain a violence-free workplace.
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Remedies for Violations- MGMT
Corrective action will be taken to remedy violations of these policies when
warranted, up to and including the discharge of parties whose conduct
violates these policies.
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MGMT
An employee who is the victim of workplace violence shall report the incident immediately in accordance with the procedures established by University policy.
An employee witnessing workplace violence or the potential for such violence directed at another person or property of the state shall report such incidents in accordance with the procedures established by University policy.
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Mobbing Defined - UNION
Mobbing is a ‘ganging up’ on
someone to force the person out
through the use of rumor, innuendo,
discrediting, humiliation, isolation,
and intimidation. It is a group
bullying process that occurs repeatedly
over a period of weeks, months, or even years.
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Bullying Defined - UNION
Bullying is unwanted repeated, negative,
offensive, hurtful, malicious, cruel, and/or
mean-spirited behavior directed at another
person that leads to isolation, alienation,
exclusion, and/or separation from others
and creates a highly stressful workplace.
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Harassment Defined-UNION
Harassment… conduct that is unwelcome, severe or pervasive that is based on a protected class. Includes communications without legitimate purpose and in a manner likely to cause the other person annoyance or harm (Iowa Code section 708.7).
– Intentional conduct directed toward a person that is sufficiently severe, pervasive, or persistent that it interferes with work.
– Personally abusive epithets that are likely to provoke a violent reaction, or is a serious expression of an intent to commit an act of unlawful violence.
Recognizing Inappropriate Behavior - MANAGEMENT
It would be ideal to have some way of predicting who will become violent; however, there is no test, instrument, or method that can accurately predict
whether an individual will become violent.
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Inappropriate Behavior - MANAGEMENT
Unwelcome name-calling
Obscene language
Intimidation through direct or veiled threats
Property damage or destruction
Lists included are not all inclusive
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Inappropriate Behavior- UNION
Throwing objects in the workplace
Physically intimidating others – Obscene gestures– “Getting in your face”– Fist-shaking– Finger in your face
Lists included are not all inclusive
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Inappropriate Behavior –MANAGEMENT
Physically touching another employee in
an intimidating, malicious, or sexually
harassing manner…
• Kicking• Pinching• Grabbing• Pushing
• Hitting• Slapping• Poking• Flicking
Lists included are not all inclusive
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Why Do People Join In? - UNION
Want to be accepted Afraid of becoming a target Don’t see the target as a person Don’t understand the misery they cause Think they’re doing the right thing Think it doesn’t matter Don’t know how to stop it Don’t think for themselves Get caught up in the “power-trip” of the situation Follow the “leader” and do things usually would not do
Reporting WorkplaceViolence - UNION
… It is Everyone’s Responsibility!
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Filing a Report-Filing a Report-UNIONUNION
Can file complaint many ways:– Your direct supervisor– Someone in your department’s chain of command
• College/Unit Human Resources Rep or Senior Rep• Academic or Administrative Officer
– If harassment is of a sexual nature:• University EOD or Sexual Misconduct Response Coord.
– Board of Regents (For Universities and Special Schools Only)– President, American Federation of State, County, and
Municipal Employees, Iowa Council 61– Chief Operating Officer, Dept of Administrative Services –
Human Resources Enterprise
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Responsibility to Report – Responsibility to Report – UNIONUNION
EVERYONE has a responsibility to report violent behavior or threats… failure to do so can have consequences…– The behavior could escalate.– The “victim” employee could feel forced
out of their job, performance can be impacted, can become depressed, etc.
– It appears that YOU support those who are harassing, intimidating, picking on another employee.
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Why Do People Not Make A Report? Why Do People Not Make A Report? UNIONUNION
The behavior is taken for granted Unaware of policies Lack of confidence Unaware of the importance of reporting Unaware of behaviors that indicate a potential
of violence Fear of retaliation or confrontation
Everyone Has Responsibilities - Union
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Employee Responsibility UNION
Be familiar with workplace violence policies. Recognize and report inappropriate behavior. Conduct yourself in a manner that will
minimize and defuse potentially violent situations.
Cooperate fully in an investigation of complaints in order to create and maintain a violence-free workplace.
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Management Responsibility-MANAGEMENT
Take all complaints seriously.
Investigate complaints.
Keep complainant and dept. informed
regarding status of any safety concerns.
Things Everyone Can Do to Minimize Violence - UNION
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Behavior to Minimize Violence –MANAGEMENT
If, at any time, a person’s behavior starts to escalate beyond your comfort zone, withdraw from the situation and seek assistance.
>> IF IN DOUBT – GET OUT <<
Do not confront individuals who are a threat. Take all threats seriously and report them. If you leave the situation to minimize violence be
sure to report that fact immediately to someone in the chain of command
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Behavior to Minimize Violence -MGMT
REMINDER – if violent, GET OUT and call 911
Project calmness
Be a good listener
Focus your attention on the person
Maintain relaxed, attentive posture
Acknowledge the person’s feeling
Ask the person to move to a less or more public area – as appropriate
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Behavior to Minimize Violence-UNION
Use delaying tactics which will give the person time to calm down.
Be reassuring and point out choices.
Identify and deal with specific issues.
Avoid arguing - accept criticism in the moment.
Ask for his/her recommendations.
Position yourself so that a visitor cannot block your access to an exit.
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Behavior to Minimize Violence –MANAGEMENT
If you are assigned to monitor a client and that client “acts out”, do not abandon the client. Respond as trained - seek assistance as needed/trained. At UI Health Care: Consult your supervisor about calling a
Code Green or dialing “192”
Call 911 in case of EMERGENCY, if part of response policy.
Note: Not all locations have policy to call 911 in all situations – check with your supervisor if you do not know YOUR specific policy.
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Behavior to Minimize Violence –UNION
Always be aware of your work environment Arrange furniture to allow escape Remove potential “weapons” from desk Wear “break-away” lanyards Tell others present, you “will not participate!” Employees should not attempt to protect
property or possessions over personal safety.
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Behavior to Minimize Violence… don’t have to be noisy or brave, just report it! UNION
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Recap of Filing a Report Recap of Filing a Report ––MANAGEMENTMANAGEMENT
Inform supervisor – verbal or written (use State Form) If the matter involves your direct supervisor – bypass. Go to next person in your chain
of command. Want to go outside your chain of command but within your Department? Go to your
Institution/College/Unit/Department HR Rep/Senior Rep or Academic or Administrative Officer.
Want to go outside your Department? Go to:
– University Human Resources– EOD – University Department of Public Safety– Board of Regents (For Universities and Special Schools Only)– President, American Federation of State, County, and Municipal Employees, Iowa
Council 61– Chief Operating Officer, Dept of Administrative Services – Human Resources
Enterprise
* * * Be prepared to share your name * * * * * * Anonymous complaints are difficult to investigate * * *
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Of Course there is a Report Form! - MGMT
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SECTION 9.80 VIOLENCE-FREE WORKPLACE REPORT FORM
Last Update: 11/03 - MGMT
STATE OF IOWA
Iowa Department of Administrative Services – Human Resources EnterpriseWORKPLACE VIOLENCE REPORT
Complainant/Witness:
Telephone #:
Department/Division:
Work Location:
Person Completing Form: (Name/Title)
Date:
Telephone #:
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ALLEGED OFFENDER INFORMATION(Complete the following information, if known)
Name:
Address:
Employer:
Job Title:
Relationship to Complainant/Witness: (For Example: Client, Vendor, Co-Worker, Supervisor, Spouse)
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Law Enforcement Contact (If Applicable)
Date:
Agency:
Officer(s) Name:
Report Number:
INCIDENT DESCRIPTION[Describe the alleged incident(s) in detail: who, what, when, where, why, how.]
[Attach additional pages if necessary]
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Confidentiality Confidentiality - UNION- UNION
Confidentiality and safety of all parties will be protected to the greatest extent possible. However, legal obligations may require management to take some action once it is made aware that violence has occurred or is threatened, even when an alleged victim is reluctant to proceed.
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Employee Assistance Program Employee Assistance Program - - UNIONUNION
A supervisor should encourage use of the EAP when an employee is experiencing difficulty coping with work or personal concerns.
Employees may get additional information from their supervisor or contact Faculty & Staff Services/University EAP at:
319-335-2085 State of Iowa EAP
– EAP in Des Moines: 244-6090– Outside of the Des Moines area:
1-800-EAP-IOWA (515-327-4692)
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References References - UNION- UNION
State of IowaState of Iowa– http://das.hre.iowa.gov/
UnionUnion– www.afscme.org/health/
University of Iowa Operations Manual Violence PolicyUniversity of Iowa Operations Manual Violence Policy– http://www.uiowa.edu/~our/opmanual/ii/10.htm
University EAP 319-335-2085University EAP 319-335-2085 State of Iowa EAPState of Iowa EAP
– www.efr.org– 1-800-EAP-IOWA1-800-EAP-IOWA
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State of Iowa State of Iowa & University of Iowa& University of IowaViolence-Free WorkplaceViolence-Free Workplace
Thank You!