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By Larry B. Dendy
ldendy@uga.edu
A university employee found guilty of committing any form of physical, verbal or psychological threat or abuse in a work setting could face disciplinary action, including possible firing, under a new workplace violence policy that is now in effect.
The policy, recently approved by the university’s senior administration, forbids “any physical assault, threatening behavior or verbal abuse” in the work setting. The policy specifically covers, but is not limited to, “beatings, stabbings, shootings, sexual assaults, psychological traumas such as threats, obscene phone calls and an intimidating presence.” The policy also prohibits any kind of harassment, including stalking, swearing or shouting.
Employees have a basic right to a “safe and humane working environment” and will be treated “at all times with dignity, respect and fairness,” according to the policy, which was developed by the Human Resources Division. “Threats, threatening conduct, or any other acts of aggression or violence in the workplace will not be tolerated,” the policy states.
Sige Burden, employee relations coordinator in Human Relations, says the policy was not prompted by any incident or problem, but simply formalizes rules that have always been in place but were not clearly spelled out.
“It’s just good management practice to provide a safe environment for employees, and to make it known that certain kinds of conduct will not be tolerated,” Burden says. “Human
Resources is being pro-active in addressing an important issue that is on people’s minds.”
Violators will receive “appropriate disciplinary action” that could include dismissal from the university. Non-employees who commit violent acts on university property will be reported to law enforcement authorities and fully prosecuted.
Employees who are victims of violence, or who witness violence, should notify their supervisors or the Human Resources Division. Employees should also report if they are told that someone else has seen or received any form of violence.
All reports of unacceptable behavior will be confidential and information will be disclosed only on a need-to-know basis.
Anyone who deliberately makes a false accusation or report of violence will be subject to disciplinary action. But employees who in good faith make an accusation or report that turns out not to be true won’t be punished. Anyone who fears retaliation for making such an accusation or report, or for cooperating in an investigation, should contact the Human Resources Division.
Burden says Human Resources is responsible for implementing and monitoring the policy and will try to solve problems “at the lowest level” through counseling and negotiation rather than discipline. “We want to work in partnership with employees and with organizations, and to use appropriate channels and protocols to solve problems instead of resorting to harsher measures,” Burden says.
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