EmployEE Handbook - Marymount University

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Violence in the Workplace I. Policy Statement Marymount University is committed to providing a safe work environment free from violence or threats of violence. The University will not tolerate any form of violence in the workplace including verbal or physical threats, or violence through intimidation that includes possession of weapons in the workplace. If evidence exists to support an allegation of violence or threats of violence, and the offender is an employee, disciplinary action may occur, up to and including dismissal. If the offender is not an employee, other appropriate action will be taken. When students, faculty or staff have concerns about alleged student violence, they should contact the Office of the Dean for Student Development for evaluation of appropriate corrective action in accordance with the Student Code of Conduct. II. Responsibility In all situations, if violence appears to be imminent, employees should take the precautions necessary to assure personal safety and the safety of others, and then call 911, pursuant to the procedure outlined below. Faculty, Staff and Student Employees a) Faculty, staff, and student employees must report workplace violence or threats of violence, as defined above, to their supervisor. b) Faculty and staff who are advised by anyone that workplace violence has occurred or may occur must report this to the Office of Campus Safety immediately. Retaliation and adverse treatment of employees who report concerns or incidents in good faith or who participate in an investigation are prohibited. c) In the event the complaint is against a student employee, the Office of the Dean for Student Development should be notified of the situation. d) If evidence appears to support the allegations of violence or threats of violence, faculty, staff, and student employees should follow appropriate procedures outlined in Section III. e) Recurring or persistent workplace violence that an employee reasonably believes is not being addressed satisfactorily, or violence that is, or has been engaged in by the employee’s supervisor should be brought to the attention of the Executive Director, Human Resource Services and the Director of Campus Safety. f) Any employee who has obtained an Order of Protection must notify his/her supervisor and the Director of Campus Safety. Victims of domestic violence who believe that violence may extend into the workplace, or employees who believe that domestic or other personal matters may result in their being subject to violence extending into the workplace, are encouraged to notify their supervisor and Campus Safety. Confidentiality will be maintained to the extent possible. 34
III. Procedures a) Non-emergency situations a. Contact Campus Safety, the immediate supervisor, and Human Resource Services when an employee is alleged to be involved in workplace violence or threats of violence. b) Emergency situations a. In all situations, if the violence appears to be imminent, take the necessary safety precautions to assure personal safety and the safety of others, and then call 911. b. Contact Campus Safety at extension 1600 or 1601. c. Contact supervisor/department head/director or designee. d. Contact Human Resource Services (when an employee is alleged to be involved in workplace violence). 35
Page 1 and 2: Marymount University Employee Handb
Page 3 and 4: Table of Contents Welcome Universit
Page 5 and 6: Standards of Conduct In their actio
Page 7 and 8: Free shuttle service to and from th
Page 9 and 10: 1. Administrator (Executive) 2. Fac
Page 11 and 12: immediately report this information
Page 13 and 14: An employee who has been subject to
Page 15 and 16: Progressive Discipline All employee
Page 17 and 18: from the HR website) within five (5
Page 19 and 20: 2. Any time prior to his/her last d
Page 21 and 22: 1. No staff employee separating fro
Page 23 and 24: Time Records and Payday Guidelines
Page 25 and 26: 4. Any employee seeking accommodati
Page 27 and 28: Sexual Harassment is a form of sex
Page 29 and 30: Early reporting and intervention ha
Page 31 and 32: employee’s role in the protection
Page 33 and 34: performance; and strained work rela
Page 35: Avoid unstable structures; smoke; e
Page 39 and 40: An unreported absence by an employe
Page 41 and 42: employment. Employees may not devel
Page 43 and 44: Enforcement Violations of this Comp
Page 46 and 47: In addition to salary, Marymount of
Page 48 and 49: Group Short Term Disability Insuran
Page 50 and 51: take a maximum of eighteen (18) cre
Page 52 and 53: Holiday Leave Leave Policies All re
Page 54 and 55: for benefits. Sick leave is accrued
Page 56 and 57: Jury or Witness Duty Required time

EmployEE Handbook - Marymount University

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