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State of Iowa & University of Iowa Violence-Free Workplace 2014 Training for Clerical Bargaining Unit Members and Their Supervisors.

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Presentation on theme: "State of Iowa & University of Iowa Violence-Free Workplace 2014 Training for Clerical Bargaining Unit Members and Their Supervisors."— Presentation transcript:

1 State of Iowa & University of Iowa Violence-Free Workplace 2014 Training for Clerical Bargaining Unit Members and Their Supervisors

2 2 What is your name? What unit do you work for? What do you do there? Introductions of Trainers

3 3 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

4 4 History of this Training - Union During contract negotiations between the State and AFSCME the parties agreed to provide training to employees and managers.

5 5 What is Workplace Violence, Mobbing and Bullying? - UNION

6 6 State of Iowa SECTION 9.70 VIOLENCE-FREE WORKPLACE POLICY VIOLENCE-FREE WORKPLACE POLICY for 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 personal contact which will be insulting or offensive to another, coupled with the apparent ability to execute the act. (Iowa Code sections and 708.7)

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 7

8 University of Iowa Operations Manual Part II, Chapter 10 VIOLENCE POLICY - MGMT Prohibited Behavior Definition Bringing a Complaint Informal Resolution Investigation Other University Policies 8

9 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 9

10 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. 10

11 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. 11

12 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. 12

13 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. 13

14 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. 14

15 15 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.

16 16 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.

17 17 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.

18 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.

19 19 Inappropriate Behavior - MANAGEMENT Unwelcome name-calling Obscene language Intimidation through direct or veiled threats Property damage or destruction Lists included are not all inclusive

20 20 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

21 21 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

22 22 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

23 Reporting Workplace Violence - UNION … It is Everyone’s Responsibility!

24 24 Filing a Report- UNION 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

25 25 Responsibility to Report – UNION 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.

26 26 Why Do People Not Make A Report? UNION 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

27 Everyone Has Responsibilities - Union

28 28 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.

29 29 Management Responsibility- MANAGEMENT Take all complaints seriously. Investigate complaints. Keep complainant and dept. informed regarding status of any safety concerns.

30 Things Everyone Can Do to Minimize Violence - UNION

31 31 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

32 32 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

33 33 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.

34 34 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.

35 35 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.

36 36 Behavior to Minimize Violence… don’t have to be noisy or brave, just report it! UNION

37 37 Recap of Filing a Report – MANAGEMENT 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 * * *

38 38 Of Course there is a Report Form! - MGMT

39 39 SECTION 9.80 VIOLENCE-FREE WORKPLACE REPORT FORM Last Update: 11/03 - MGMT STATE OF IOWA Iowa Department of Administrative Services – Human Resources Enterprise WORKPLACE VIOLENCE REPORT Complainant/Witness: Telephone #: Department/Division: Work Location: Person Completing Form: (Name/Title) Date: Telephone #:

40 40 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)

41 41 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]

42 42 Confidentiality - 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.

43 43 Employee Assistance Program - UNION 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: State of Iowa EAP –EAP in Des Moines: –Outside of the Des Moines area: EAP-IOWA ( )

44 44 References - UNION State of Iowa State of Iowa –http://das.hre.iowa.gov/ Union Union –www.afscme.org/health/ University of Iowa Operations Manual Violence Policy University of Iowa Operations Manual Violence Policy –http://www.uiowa.edu/~our/opmanual/ii/10.htm University EAP University EAP State of Iowa EAP State of Iowa EAP –www.efr.org –1-800-EAP-IOWA

45 45 State of Iowa & University of Iowa Violence-Free Workplace Thank You!


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