WDLT Employee Handbook

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WORKPLACE VIOLENCE

Manager Responsibilities

While it is up to everyone to make our agency a safe place free of violence,

managers have additional responsibilities to assist in preventing workplace

violence, including but not limited to:

Ensuring employees understand and adhere to this policy

Taking all reported incidents of workplace violence seriously and reporting any

incidents to their immediate manager, a Program Director or HR immediately

Assisting with investigations, as needed

Being aware of situations that have the potential to produce violent behavior

and promptly addressing them with all concerned parties

Encouraging employees who show signs of stress, anger or are perceived to have

the potential to engage in violent acts to seek assistance from HR or another

source, as appropriate

Ensuring employees attend any required workplace violence prevention and

mandated reporter training

WDLT’s Responsibilities

WDLT takes all reports of workplace violence or potential workplace violence

seriously. WDLT will promptly investigate all legitimate complaints of workplace

violence under this policy. While WDLT will attempt to protect the identity of the

complainant and the target of the act of violence, confidentiality cannot be

guaranteed as it may be necessary to disclose a person’s identity to conduct a

thorough investigation.

Personal Property Search

WDLT reserves the right to conduct searches of WDLT property and personal

belongings on WDLT premises if there is a reasonable suspicion an employee is in

violation of this policy. This includes, but is not limited to:

Desks, lockers, and storage areas

WDLT-owned vehicles

Personal bags, purses, backpacks, and other belongings brought onto WDLT’s

premises

Failure to consent to such searches may result in disciplinary action, up to and

including termination of employment

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