Workplace Violence Prevention · Thank you for participating in The City University of New York's...

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Workplace Violence Prevention

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Welcome from the Vice Chancellor for Human Resources

Dear Colleague,

Thank you for participating in The City University of New York's online training program in workplace violence prevention.

Unfortunately, the violence that occurs in our society can spill over into our workplaces. The City University of New York (CUNY) has a long-standing commitment to promoting a safe and secure academic and work environment. To that end, the University has implemented a policy against workplace violence, a program to help prevent violence from occurring on University premises, and procedures for addressing incidents of violence when they occur. As members of the University community, we all are expected to do our part to help maintain a working and learning environment that is free from violence, threats of harassment, intimidation, and coercion. Therefore, it is important that every employee have a basic understanding of what workplace violence is, of CUNY's policy and procedures for addressing workplace violence, and what to do when confronted with a violent or potentially violent situation at work. For that reason, the University has provided this convenient online training program to help you become better informed about workplace violence and your role in preventing it.

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Welcome from the Vice Chancellor for Human Resources

During the training program, you will learn about the University's violence prevention policy, and be provided with specific violence prevention information for the campus or campuses where you work. You will also be provided with contact information for the individuals on your campus responsible for coordinating training, awareness, and prevention efforts pertaining to workplace violence. If you have any questions, please contact the designated representatives for your campus.

Our University strives to create a safe, violence-free workplace, and you are an integral part of these efforts. I thank you for your cooperation.

Gloriana B. WatersVice Chancellor for Human Resources ManagementThe City University of New York

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Overview of Workplace Violence & Prevention

The impact of violence is pervasive in our society. Work-related violence is not a new phenomenon and can occur anywhere. More guns are on the street, and for reasons often theorized about but not fully understood, more people seem willing to use violence to address their problems.

This has led to disgruntled visitors, clients, students, employees, etc., considering violence as a means to resolve their issues and disagreements. Like other employers, CUNY has developed policies and procedures for addressing this growing concern.

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Overview

Although the media tends to focus on rampage shooting incidents, according to the U.S. Dept. of Education, the number of on-campus murders at public 2-year and 4-year institutions in New York State in 2010 and 2011 was zero, while in 2012 there was one incident reported.

The vast majority of workplace violence incidents are non-lethal, and violence among co-workers occurs very infrequently, with the largest percentage of non-violent workplace incidents being committed by non-employees.

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The following incidents have occurred at CUNY locations.

• A library staffer told a student who brought hot coffee into the library that beverages were not allowed. In response, the student simulated throwing the hot coffee into the staff member’s face, causing the staff member to flinch.

• A student was suspended from college for threatening a professor over a failing grade. After serving the suspension, the student returned to campus and stabbed the dean who had denied him readmission.

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The following incidents have occurred at CUNY locations.

• During an intense argument, a student threw a book at a faculty member, nearly striking the faculty member in the face.

• An irate faculty member threw a cup of hot tea at a security officer when asked to show an ID card, injuring the officer.

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• This training program has been designed to provide you with information about workplace violence, prevention laws and requirements, university policy and procedures, and your responsibility as a CUNY employee.

• As you complete this program, please record your questions about the policy, the prevention procedures at your campus, university procedures, or the training program itself. Resources for answering these questions will be provided during the training.

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Effects of Workplace Violence

• Academic environments are places where the future of society is trained and educated, whether on the physical campus or in off-site locations. Workplace violence and/or crime occurring in on campus can lead to a troublesome social problem.

• According to a noted government agency, violence in academic environments changes the environment in which learning is to occur from one of nonviolence to one of violence, presenting to the students the very situation “one does not wish the students to emulate.”

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Effects of Workplace Violence

Feeling safe in the work environment is significant to 47% of employees. They cite it as very important to their job satisfaction.*

When workplace violence occurs, additional security measures become necessary. These security measures can impact the public image of the institution and affect employee morale.

* From the Society for Human Resources Management 2012 Employee Satisfaction Report.

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Definition of Workplace Violence

The University's Workplace Violence Prevention Policy defines workplace violence as. . .

• Physical assaults or

• Acts of aggressive behavior

. . . occurring where an employee performs any work-related duty in the course of his or her employment.

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This can include but is not limited to:

• An attempt or threat, whether verbal or physical, to inflict physical injury upon an employee.

• Any intentional display of force that would give an employee reason to fear or expect bodily harm.

• Intentional and wrongful physical contact with an employee without his or her consent that entails some injury.

• Stalking an employee in a manner that may cause the employee to fear for his or her physical safety when such stalking has arisen through and in the course of employment.

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Workplace violence does not need to include physical contact with another person to be considered violence. It can also include:

• Damaging the property of the organization or another employee.

• Suicide at the workplace.• Possessing firearms, imitation firearms,

knives, or other dangerous weapons, instruments, or materials.

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The City University of New York's Rules to Maintain Public Order and Campus Codes of Conduct, also known as the Henderson Rules, forbid students, staff, faculty and visitors to possess firearms or other dangerous weapons while on campus without the specific written authorization of the college.

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Four Categories of Workplace Violence

There are four general categories of workplace violence:

1. Violence by Strangers from outside of the University – generally an intruder committing a violent act as part of a crime. This type of workplace violence accounts for 85% of all workplace violence homicides.

2. Violence by Students/Clients/Customers of the University – usually committed by someone with a legitimate relationship to the University and occurs on-campus or away from the campus at a college-sponsored activity.

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Four Categories of Workplace Violence

There are four general categories of workplace violence:

3. Violence by Co-Workers within the University –usually committed by prospective, current or former employees either on-site or off-site and usually results from conflict within work relationships. This type of violence makes up only about 7% of all workplace violence but is the most prevalent in the news media.

4. Violence in Personal Relationships – violence between friends or intimate partners that impacts or enters the workplace.

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Risk Factors Related to Workplace Violence

• Nearly 2 million Americans are victims of workplace violence each year.

• Knowing what to look for enables you to respond more appropriately to potentially dangerous or violent situations.

• Although it is often believed that workplace violence is random and unpredictable, a number of factors may increase the potential occurrence of workplace violence at your job.

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External risk factors . . .

• Occur outside of the workplace and are related to society as a whole.

• Examples include the increasing amount of violence in society today or the large number of weapons in circulation.

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Internal risk factors . . . • Are related to situations or workplace practices

that affect the entire workplace.

• Employees who work alone, handle money, or who are under conditions of high-stress should be aware of the risks.

• Supervisors/department chairs should work with college administration to provide prevention measures for these employees, if required.

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"People-related" risk factors . . .

• Are risk factors in which employees experience stress outside of work, most often caused by unpleasant situations in the employee's personal life.

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When incidents of violence occur, they usually can be attributed to the presence and interplay of elements from all three risk factor groups:

• External risk factors

• Internal risk factors

• “People-related” risk factors

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Violence in the News

Warning Signs

A New York Times study of 100 rampage murders concluded that, “Most of the killers ‘spiraled down a long, slow slide, mentally and emotionally.’ ”

Often, perpetrators of workplace violence will warn of their impending attack, making specific threats and showing co-workers weapons at work. Some may even discuss their plans openly.

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Warning Signs

Eruptions of violence at work may stem from a variety of long-term unresolved conflicts. This refutes the common misconception that individuals "just snap" without identifiable motives or goals.

Many employees will exhibit some of these behaviors at times and thus the behaviors do not necessarily predict violence.

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Warning Signs

Precursors of violent eruptions at work include:

• Newly acquired negative traits

• Direct or implied threats

• Intimidation

• Harassment

• Repeated confrontations

• Increasingly obstinate behavior

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Warning Signs

Pay attention if you observe the precursors indicated on the previous slide and to other more serious, inappropriate behavior.

Report these situations to your:• Supervisor/Department Chair.• Human Resources Department.• Public Safety Office.

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Question: Jessa and Carrie

Carrie likes to play music while she's working. Jessa, her office-mate, has never complained, so she's startled when Jessa yanks the speaker cord from her computer and tosses a pair of headphones at Carrie, just missing hitting her.

Should Carrie report the incident?

A. Not unless she thinks Jessa may become increasingly violent.B. No. Unless the same song is playing repeatedly.C. Yes. This was an aggressive act.

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Question: Jessa and Carrie

C. Yes. This was an aggressive act.

Aggressive actions toward others, including touching other people’s personal property in inappropriate ways, are forms of workplace violence. Jessa probably didn’t intend to be aggressive, but Carrie should be safe and report the incident.

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Legal Mandates and CUNY Policy and Procedures

The University is serious about its obligation to provide a safe workplace and academic environment.

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Legal Mandates and CUNY Policy and Procedures

In 2006, New York State enacted legislation requiring public employers to develop and implement programs to prevent and minimize workplace violence and to help ensure the safety of their employees. As a public employer within the state of New York, CUNY campuses are required to follow national and local laws (city and state) prohibiting violence in the workplace.

The University has created and adopted a university-wide policy, developed programs and procedures, specified appropriate and inappropriate behavior, and provided training in order to comply with these legal mandates.

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Workplace Violence Prevention Laws

Employees, students, and visitors to University campuses are required to conduct themselves in conformity with existing law, policy, and procedures.

The New York State Public Employee Safety and Health Act provides job safety and healthprotection for workers through the promotion of safe and healthful working conditions throughout the State.

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The New York State Public Employee Safety and Health Act requires:

• Employers to furnish a workplace free from recognized hazards.

• Employees to comply with all safety and health standards issued under the Act.

• On-site inspections by the Department of Labor’s Bureau of Public Employees Safety and Health.

• Employee and employer representatives to accompany the NYS inspection.

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The New York State Workplace Violence Prevention Law requires New York State employers to:

• Regularly evaluate the risks of workplace violence at each worksite.

• Implement programs to prevent and minimize workplace violence.

• Train employees on the requirements of the Law and identified workplace risk factors.

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The Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics is a federal law that requires colleges and universities participating in federal student aid programs to publish an annual report which:

• Contains three years of past campus crime statistics.

• Indicates where students should report crimes.

• Reports liquor law violations, drug law violations, and illegal weapons possession if they result in either an arrest or disciplinary referral.

• Indicates if any of the reported incidents, or any other crime involving bodily injury, was a "hate crime."

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The Clery Act requires crimes to be reported in the following major categories and sub-categories:

• Criminal homicide – sub-categories of murder and non-negligent manslaughter and negligent manslaughter

• Sex offenses – forcible sex offenses (including rape) and non-forcible sex offences

• Robbery• Aggravated assault• Burglary• Motor vehicle theft • Arson

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Domestic Violence in the Workplace

Domestic violence can enter the workplace and compromise the safety of both the intended victims and their co-workers. The New York State Domestic Violence Prevention Act addresses domestic violence throughout New York State.

CUNY has adopted a separate policy and procedures for preventing domestic violence in the workplace based on this NYS law, and has designated domestic violence liaisons on each campus as a resource for employees in need.

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Domestic Violence in the Workplace

Concerns about domestic violence that may impact the workplace may be reported to a campus Domestic Violence Liaison, a supervisor/department chair, the Human Resources Department, or the Public Safety Office.

Names and contact information for campus Domestic Violence Liaisons as well as a copy of The City University of New York Domestic Violence and the Workplace Policy and Procedures are also accessible via the University's and our campus website.

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CUNY Policy

Workplace violence presents a serious occupational safety hazard to the University and its employees.

CUNY is committed to the prevention of workplace violence and will respond promptly to threats and/or acts of violence. Incidents involving workplace violence will be given the serious attention they deserve.

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CUNY Policy

All employees are responsible for helping to create and maintain an environment of mutual respect, safety, and security, and must report any incidents of workplace violence of which they become aware.

The current University policy was adopted by the University's Board of Trustees in September, 2011, and supersedes and replaces all previous workplace violence prevention policies.

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Workplace Violations

The CUNY policy has zero tolerance towards workplace violence.

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Workplace Violations

Individuals who violate the CUNY Workplace Violence Prevention Policymay be:

• Removed from University property.

• Subject to disciplinary and/or personnel action up to and including termination consistent, with University policies, rules, and collective bargaining agreements.

• Referred to law enforcement authorities for criminal prosecution.

• Prohibited from seeing an employee or student on University property unless necessary to transact University-related business.

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Campus Workplace Violence Prevention Programs

Each CUNY College also has a Workplace Violence Prevention Program which has been designed to:

• Provide information about preventing, reporting, and responding to incidents of workplace violence on the campus.

• Reduce the probability of threats or acts of violence at the campus.

• Ensure that any incident, complaint, or report of workplace violence at the campus is taken seriously and dealt with appropriately.

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Campus Workplace Violence Prevention Plan

Campuses also are required to create written campus plans which include information on specific campus workplace violence threats and hazards and how they are being addressed.

Employees are responsible for reviewing the plan and for participating in training to learn of any campus risk factors, potentially hazardous locations, key campus contacts, and other violence prevention resources for the CUNY campus (or campuses) where they work.

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Workplace Violence Advisory Team

CUNY campuses and the Central Office have individual Workplace Violence Advisory Teams (WVATs) consisting of members designated by the College President, or, at the Central Office, by the Office of the Chief Operating Officer.

Members may include representatives from Public Safety, Human Resources, Labor Relations, Counseling Services, the Environmental, Health and Safety Office, Legal Affairs, and other staff and faculty.

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Workplace Violence Advisory Team

WVAT responsibilities include:

• Coordinating campus workplace violence prevention training.

• Leading the campus risk assessment and evaluation process.

• Reviewing investigation results of workplace violence incidents and complaints.

• Identifying and reporting to the President any violations of the Policy.

A listing of your campus WVAT members is posted on the college website.

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Campus Response Plan

Each campus WVAT conducts an annual review of potential workplace violence hazards and the previous year's incidents and complaints. The WVAT then develops or changes campus procedures for responding to workplace violence incidents and complaints based upon this annual review.

Campus workplace violence incidents and complaints are usually investigated by the Public Safety Office. Human Resources may investigate also, if required. Investigation results are reported to the College President or to the University's Chief Operating Officer in the case of the Central Office. Whenever appropriate and to the extent possible, confidentiality regarding the incident will be maintained.

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Campus Response Plan

Any employee who believes that their College Workplace Violence Prevention Program is in violation of CUNY's Workplace Violence Prevention Policy, or that a threat of imminent danger is not being adequately addressed, should bring such urgent concerns to the attention of:

CUNY's Senior University Executive Director of Human Resources located at 205 East 42nd Street, New York, New York,10017.

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Recordkeeping

Campuses are required to maintain documentation on incidents and complaints and how they were addressed.

All recordkeeping and reporting must be made in compliance with the applicable law and regulation, with CUNY Policy, and with the Campus Workplace Violence Prevention Program.

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Employee Responsibility

Workplace violence can present a serious occupational safety hazard to CUNY employees. Although the University and your campus take many steps to make your workplace safer . . .

CUNY employees are responsible for assisting in maintaining a safe and secure work environment

. . . including the reporting of any incidents or potential risk factors of workplace violence of which they become aware.

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Employee Responsibility

CUNY employees are required by law to participate in annual workplace violence prevention training

. . . in addition to the initial training received at the time of hire. This training may be conducted online, in the classroom or via both venues.

Finally, in order to maintain a safe working environment, employees are required to report incidents of workplace violence promptly.

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General Reporting Responsibilities & Procedures

All acts of workplace violence whether committed by employees, students, or visitors, must be reported promptly to a supervisor/department chair, or to the campus Human Resources or Public Safety Office.

Supervisors/department chairs are required to report such incidents to Public Safety and Human Resources.

Employees also are encouraged to report other behavior they believe may lead to workplace violence.

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General Reporting Responsibilities & Procedures

No employee will be subject to criticism, reprisal, retaliation, or disciplinary action for reporting what they legitimately believed to be an incident of workplace violence, even if an investigation later determines that the incident was not workplace violence. Individuals who make false and malicious complaints of workplace violence, however, may be subject to disciplinary or other appropriate action.

Forms for reporting workplace violence incidents are available at your campus Public Safety and Human Resources Offices, as well as on the campus websites. Reports of workplace violence also may be made orally.

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Question: Maritza and Niles

Niles complains a lot about being interrupted so he hangs a sign on his cubicle that says, “Trespassers will be shot.” Maritza thinks Niles is harmless, but the sign sets the wrong tone.

What should Maritza do?

A. Tell Niles the sign is offensive and ask him to remove it.B. Nothing. Niles has a First Amendment right to post the sign.C. Discuss the sign with her supervisor/department chair, Human Resources,

and/or Public Safety.

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Question: Maritza and Niles

A. Tell Niles the sign is offensive and ask him to remove it.B. Nothing. Niles has a First Amendment right to post the sign.C. Discuss the sign with her supervisor/department chair,

Human Resources, and/or Public Safety.

Inappropriate workplace aggression can manifest itself in many forms, often in subtle ways you might not expect. Niles’ posting a sign that states a colleague could be shot, even if he means it as a joke, is inappropriate in today’s workplace.

Note that Maritza does not have to speak to Niles first about the sign if she does not feel comfortable doing so. She can go directly to her supervisor/department chair, Public Safety, and/or Human Resources.

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Reporting Domestic Violence in the Workplace

The University's domestic violence prevention policy has designated domestic violence liaisons on each campus as a resource to employees in need.

Concerns about domestic violence impacting the workplace may be reported to a campus Domestic Violence Liaison, a supervisor/department chair, campus Human Resources, or Public Safety.

Names and contact information for campus Domestic Violence Liaisons and a copy of the CUNY Domestic Violence and the Workplace Policy and Procedures are available on our campus website.

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Some Tips for General Reporting

Reporting an incident can be uncomfortable, especially when behavioral concerns are involved. Here are some tips that might help:

• Be calm and clear. • Stick to the objective facts; don't make conclusions. • Write down the details so you don’t forget later.• Include names of anyone with relevant information. • Let the University or your campus handle/investigate the incident. • Notify your supervisor/department chair, Human Resources, or Public Safety if

additional incidents occur.

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Question: Ernesto and CrystalErnesto and Crystal decided to go out for dinner before teaching their respective classes’ late night review sessions on campus for the first time. Upon returning to campus, Crystal seemed really frightened as they drove up, stating to Ernesto that she had never been on campus that late and was worried about the safety of driving through the streets around campus on the way home. Ernesto reached under his seat and pulled out a gun to show Crystal, saying, “Don’t worry, I can protect you.” Ernesto also showed Crystal his permit and assured Crystal that he always leaves the gun in the car when on campus.

Which of the following statements is the most accurate?

A. Ernesto may leave the gun in his car while on campus.B. Ernesto may not leave the gun in his car while on campus.

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Question: Ernesto and CrystalA. Ernesto may leave the gun in his car while

on campus.B. Ernesto may not leave the gun in his car

while on campus.

CUNY’s Rules to Maintain Public Order and Campus Codes of Conduct, also called the Henderson Rules, forbids students, staff, faculty and visitors to possess firearms or other dangerous weapons while on campus without the specific written authorization of the college.

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Occasionally, we all say and do things we regret later –especially when we feel angry, embarrassed, defensive, or frustrated.

When this happens, conflicts sometimes arise, and sometimes these conflicts occur at work. When they do, it is important to remember to treat those involved with respect.

Being calm, clear-headed, nonjudgmental, and considerate will help you respond to difficult situations in the best possible manner – and keep you from escalating a bad situation into a dangerous one.

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Prevention Methods

Supervisors/department chairs as well as Human Resources and Public Safety are responsible for helping to ensure that employees have a workplace that is free of violence.

This includes instituting measures that can help prevent workplace violence in particular work locations as well as training employees in how to apply or use these measures.

Employees should not try to bypass the security measures that have been put into place at each individual office or campus as they have been established for the employee's safety and the safety of the employee's colleagues.

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Safety Measures

Safety measures can include but are not limited to:

• Security alarms and panic buttons.• Security guards/video monitoring.• Limited-access key card, locking delivery and other external doors when not in use.• Visitor sign-in policies.• Providing increased visibility in high-risk areas.• Installing adequate external lighting.• Minimizing available cash with drop safes and other methods.• Constant awareness of one's surroundings.• Established rules for arriving and leaving the campus, for opening and closing campus

buildings and offices.• Other methods as specified in individual campus Workplace Violence Prevention

Plans.

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Workplace Violence Prevention Training

Public Safety and Human Resources departments must ensure that employees are trained when they are hired and annually thereafter, as required by New York State law.

Employees are required by law to complete the Workplace Violence Prevention Training Program at the start of their employment at CUNY and annually thereafter.

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Colleges are responsible for providing opportunities for training in the prevention and awareness of workplace violence, and on campus risks and hazards.

This training must include CUNY's Campus and Workplace Violence Prevention Policy, how to report incidents of workplace violence, contacts at the campus level and at the University level for assistance, how to obtain medical assistance, and follow-up security procedures.

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The training also may include preventing and defusing situations and personal safety measures.

The University Office of Human Resources Management assists the campuses with this responsibility by identifying available training opportunities, tools, or resources that can be incorporated into campus prevention materials for dissemination to the college community.

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Resolving Conflicts

If you find yourself in a conflict with another person, remember to:

• Stay calm and focused.

• Pay attention to your body language as well as the other person's.

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Resolving Conflicts

Follow the steps below to help resolve the conflict:

• Let the other person know it is okay to share his or her view, as long as it is done in a nonviolent, non-threatening manner. The other person will have feelings to express, and it is okay to let this happen.

• Avoid inflammatory or accusatory language.

• Be sure the facts around the conflict are clear.

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Resolving Conflicts

Follow the steps below to help resolve the conflict:

• Use active listening; paraphrase and reflect back what has been said to ensure proper understanding of what has been stated.

• Form a plan of action to resolve the conflict.

• This may require you to call on additional resources such as your supervisor/department chair, Public Safety, and/or Human Resources. If at any point you start to feel threatened, speak up and/or contact your supervisor/department chair, Public Safety, and/or Human Resources.

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Question: Derrick and Consuela

During Derrick’s annual review, Consuela reviews Derrick’s poor student reviews. Consuela then says, “Look at yourself! You’re an embarrassment. No wonder your wife left you. Pull yourself together, man!”

How might this review affect Derrick?

A. Derrick may become more depressed and withdrawn.B. Derrick may respond violently if he thinks his

supervisor/department chair is acting unjustly.C. Derrick may decide that he has nothing to live for and

commit suicide.

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Question: Derrick and Consuela

A. Derrick may become more depressed and withdrawn.B. Derrick may respond violently if he thinks his

supervisor/department chair is acting unjustly.C. Derrick may decide that he has nothing to live for and commit

suicide.

Derrick is exhibiting signs that he is losing interest in his job and his appearance. Consuela’s unhelpful and potentially abusive review may serve as a triggering event. Supervisors and coworkers should provide feedback in a professional, non-confrontational manner. Avoid highlighting employees’ personal failures during performance reviews.

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Defusing a Situation

If you find yourself interacting with an aggressive or violent person, or someone displaying strong warning signs, follow these guidelines:

• If at all possible, situate yourself near a door or exit space so you can leave quickly, if necessary.

• Stay calm, speak in a low voice, avoid being judgmental or defensive, do not place blame on the individual, and don't argue.

• Treat the other person with respect regardless of his or her behavior, including avoiding challenging questions.

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Defusing a Situation

• Monitor your own and the aggressive person's non-verbal cues – tone, volume, pace, and body language.

• Be aware of everyday objects that could be used as weapons; if possible, remove these objects before they can be used to inflict harm.

• Avoid invasion of another's personal space – stay at least three feet away.

• Make others aware of the situation as soon as you can safely do so.

• If the other person is out of control, don't hesitate to call 911 and/or Public Safety.

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Immediate Threats

In the face of an immediate threat of workplace violence which may be committed by a person entering the workplace with weapons, all legal, human resource, employee assistance, community mental health, and law enforcement resources may be used to respond to the threat.

First and foremost, the risk of injury to all employees must be minimized.

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Immediate Threats

If possible…

• Get yourself and any others you can to a safe location.

• Know your exit routes, including non-traditional ones, in advance.

• If you can escape the building, keep going.• Warn others from entering the building.

• Get behind heavy furniture or concrete interior walls.

• Stay low to the floor.

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Immediate Threats

• Do not confront someone with a weapon, even if you know the person.

• Avoid confrontational looks or staring at someone with a weapon.

• Do not call attention to yourself.

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Immediate Threats

• Contact Public Safety and/or 911 immediately (or as soon as you are in a safe location) to report any of the following information:

• How many people there are, and if you can identify any of them.

• What kinds of weapons the person has.

• Where the person is, where you are, and where any others are.

• Are there people hurt?

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CUNY A!ert

CUNY A!ert is an emergency notification system.

• Enables campuses and the University to notify students, faculty, and staff of an emergency via email, voice (telephone), or text message.

• Each College decides when to contact its campus community with real-time information about campus-specific events from severe weather conditions and related closings to threats to public safety.

• Use your CUNYfirst account to sign-up for CUNY A!ert. After logging-in to CUNYfirst, click on Self Service, Personal Information, and then, CUNY A!ert Preferences. Enrolled students, faculty, staff, and other members of the community, including continuing education students, are eligible to register.

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Campus Contacts

Members of campus WVATs (Workplace Violence Advisory Teams) may respond to employee concerns or questions about campus workplace violence and its prevention.

The following contacts are listed in your campus written workplace violence prevention plan:

• Workplace Violence Advisory Team (WVAT) Chairperson

• Workplace Violence Prevention Training Administrator

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Campus Prevention Resources

Each campus has a written Workplace Violence Prevention Plan that includes information on the reporting of campus incidents and complaints, the members of your campus WVAT, and specific workplace violence risks at each campus.

Please refer to the Campus Specific information that you have received.

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Employee Assistance Program (EAP)

If needed, employees can be referred to a resource for crisis counseling. One such resource is the CUNY Work/Life Program (http://www.cuny.edu/worklife), a voluntary, free, and confidential benefit for CUNY employees and their families. Services include:

• Resources for dealing with workplace emergencies and safety issues.• Counseling for stress, family issues or substance abuse.• Access to legal and financial assistance.• Referrals for child care and elder care.

CCA's team of experienced, professional counselors is available around the clock to help assess your needs and can be reached by phone at 800-833-8707. Employees may contact this confidential service on their own at any time.

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Additional Training Opportunities

The OHRM Professional Development and Learning Management Office (PDLM) offers learning sessions in:

• Workplace Civility

• Negotiation Techniques

• Conflict Resolution

• Effective Communication

• Team- building

• Dispute Resolution

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Additional Training Opportunities

PDLM collaborates with New York City's Citywide Training Center (CTC) to provide violence prevention learning sessions to CUNY employees at various times throughout the year.

CUNY employees also may register for individual CTC courses via their Human Resources Offices. Campus Human Resources Offices also may work with PDLM to bring individual courses to their campuses.

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Questions?

We hope that this training program has provided you with a basic understanding of CUNY’s Workplace Violence Prevention Program and Policy and the general guidelines for preventing and responding to incidents of violence in the workplace at CUNY.

Please review the list of available resources for addressing any additional concerns about violence or the potential for violence on your campus.

Keep in mind that this material is provided for informational purposes only and is not intended as legal advice. If you have questions about how this material applies to your job responsibilities, please contact your supervisor/department chair, Public Safety, and/or Human Resources.

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Questions?

If you have recorded questions while completing this online training program, and your campus representative cannot assist you, the following individuals may answer questions about the training program between the hours of 10:00 am and 4:00 pm on weekdays:

Michael Lederhandler, Director of Public Safety, University Public Safety OfficePhone: 646-664-2909 Email: [email protected]

Rhonnye Ricks, Director, Professional Development & Learning Management, Office of Human Resources ManagementPhone: 646-758-7940 Email: [email protected]

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Test Your Knowledge: Kevin and Laura

Laura works in the Registrar’s office on campus. It’s the beginning of the fall semester late registration period and the wait time for students registering late sometimes exceeds an hour. Kevin grows impatient waiting for his turn. As Laura passes him, Kevin grabs Laura’s arm tightly, stands very close to her, grits his teeth and says “I have to get back to work. I don’t have time to wait around.”

Could Kevin’s behavior be considered workplace violence?

A. YesB. No

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Test Your Knowledge: Kevin and Laura

A. Yes

It is unlawful for visitors, colleagues, students, or anyone else to accost or assault you at work. Grabbing Laura’s arm may be an attempt to intimidate her. If a person commits such an act, you should notify your supervisor/department chair immediate and call Public Safety if needed.

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Test Your Knowledge: Dr. Marcus and Dr. Thompson

One morning, Dr. Marcus parks his car in the last open space in the Faculty/Staff parking lot. Dr. Marcus is immediately confronted by Dr. Thompson, who accuses Dr. Marcus of cutting him off and taking "his'" spot. When Dr. Marcus doesn’t apologize, Dr. Thompson goes nose to nose with him, loudly shouting degrading statements about Dr. Marcus’ driving and teaching.

What should Dr. Marcus do?

A. Yell back just as loudly.B. Walk away.C. Gently nudge Dr. Thompson back three feet, out of his "personal space."

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Test Your Knowledge: Dr. Marcus and Dr. ThompsonA. Yell back just as loudly.B. Walk away.C. Gently nudge Faculty and staff are responsible for:1) Refraining from acts of violence.2) Seeking assistance to resolve personal issues that may lead to violence in

the workplace.3) Reporting any dangerous or threatening situations that occur in the

workplace.4) Reporting situations that occur outside the workplace that may affect

workplace safety.

Accordingly, Dr. Marcus should walk away and report the incident. Yelling back or any kind of physical contact, no matter how gentle, is likely to escalate the argument. An angry person often wants to fight, and yelling back or making physical contact with Dr. Thompson may give Dr. Thompson the excuse he needs to do just that.

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Test Your Knowledge: Helena and Rudy

Helena’s husband, Rudy, calls her several times a day, on her office phone, and on her cell phone, as well as texting and e-mailing her constantly. Rudy calls again on Helena’s office phone, and Helena’s colleague, Colin, tells him Helena isn’t available. Rudy replies, “You’ll say anything for her. I know she’s cheating. I’ll catch her. You keep helping her, I’ll get you too!”

What should Colin do?

A. Transfer the call to Helena – Colin shouldn’t get involved.B. Tell Rudy he’ll pass the message on to Helena ASAP.C. Hang up and notify the supervisor/department chair,

Public Safety, and/or Human Resources about the call.

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Test Your Knowledge: Helena and RudyA. Transfer the call to Helena – Colin shouldn’t get involved.B. Tell Rudy he’ll pass the message on to Helena ASAP.C. Hang up and notify the supervisor/department chair, Public Safety, and/or

Human Resources about the call.

Although the immediate threat may not be physical harm, Rudy is making explicit threats to Colin, and acting in an abusive, intimidating, malicious and insulting manner on the phone. It doesn’t matter whether Colin is actually afraid of Rudy for Colin’s own safety or for Helena’s safety.

Colin should report the incident. Although it’s a personal matter, it is also Helena’s obligation to consider reporting the matter because it is affecting her workplace environment and she and her coworkers could be in danger.

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Test Your Knowledge: Kareem and Nate

Kareem sees a picture of Nate in an internet article about extremist activists. The article suggests the activists are terrorists. Kareem is surprised, but he does remember Nate wearing a “Vigilante” t-shirt once.

What work-related issues could the article and picture raise for Kareem?

A. Nate wearing the "Vigilante" t-shirt.B. Nate’s membership in an activist organization.C. None of the above.

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Test Your Knowledge: Kareem and Nate

A. Nate wearing the "Vigilante" t-shirt.B. Nate’s membership in an activist organization.C. None of the above.

Belonging to an activist organization is not an indication that someone will engage in an act of inappropriate aggression or workplace violence.

Kareem may not need to report Nate's participation in protests and affiliation with an extremist group since there is no evidence that Nate is threatening or intimidating anyone in work-related situations in this instance.

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Test Your Knowledge: Ephraim’s Story

Ephraim receives a package with a note and pictures of him leaving the building. The note says, “I know where you eat, where you work and where you sleep.” Ephraim begins to eat his lunch at his desk. Then his phone rings. The caller says, “You’ll pay for what you did!” While this feels threatening to Ephraim, he can’t be sure if it is actually a threat or just a prank.

What should Ephraim do?

A. If he thinks it’s a prank call, ignore it.B. Ask his coworkers if they received anything suspicious in the mail.C. Report the package and phone call to his supervisor/department chair, Public

Safety, and/or Human Resources.

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Test Your Knowledge: Ephraim’s StoryA. If he thinks it’s a prank call, ignore it.B. Ask his coworkers if they received anything suspicious in the mail.C. Report the package and phone call to his supervisor/department

chair, Public Safety, and/or Human Resources.

The note implies that someone is stalking Ephraim and because the package and phone call were received at work, the matter is a work-related incident. Ephraim should remain calm. If possible, he should ask questions to keep the caller on the line. He should also ask the caller to repeat the threatening message, listening to the tone of voice, accent, mannerisms, and any identifying background noise. He should then immediately notify his supervisor/department chair, Public Safety, and/or Human Resources. Threats that are detailed, specific, emotional, and preceded by a great deal of stress on the part of the aggressor are more likely to be dangerous.

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Test Your Knowledge: Paul and Mrs. Price

Paul works in the Bursar’s Office on a campus and often deals with parents who come in to settle outstanding tuition payments for their kids. Paul has met Mrs. Price twice and she was belligerent both times – even throwing her paperwork at the Bursar’s window.

What should Paul keep in mind when dealing with Mrs. Price?

A. Give Mrs. Price physical space.B. Expect that Mrs. Price will not act logically or rationally.C. Talk more than he listens to Mrs. Price.

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Test Your Knowledge: Paul and Mrs. Price

A. Give Mrs. Price physical space.B. Expect that Mrs. Price will not act logically or rationally.

It is important to approach potentially volatile situations and individuals in a non-confrontational and non-antagonistic manner. Paul should avoid placing blame on Mrs. Price or making “You always …” or “You never …” statements. Doing so may embarrass Mrs. Price or cause her to be hostile.

If you anticipate a situation or person becoming violent, notify your supervisor/department chair, Human Resources, and/or Public Safety in advance and request someone to accompany you. Employees who work alone or with money are sometimes more likely to be the target of violence.

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Thank you!You have now completed training onThe City University of New York'sWorkplace Violence Prevention Policy.

Workplace Violence Prevention · Thank you for participating in The City University of New York's...

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