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