Town of DeRuyter Workplace Violence Policy
Pursuant to the Workplace Violence Protection Act, New York Labor Law § 27-b, this policy was adopted
on August 13, 2009 and is subject to annual review by the DeRuyter Town Board.
All employees of the Town of DeRuyter have the right to work in an environment free from threats and acts
of violence. The DeRuyter Town Board will take direct and immediate action to prevent such behavior and thoroughly investigate
all reported threats and acts of violence.
The purposes of this policy are to maintain a healthy and safe work environment
and to provide procedures for reporting, investigating, and resolving any threats or acts of violence involving employees,
suppliers, contractors, or members of the general public utilizing the Town services.
refer to all Town employees, including officers and appointed positions.
Elected Town Official refers to any person
elected to a Town Office including; Town Supervisor, Town Highway Superintendent, Town Clerk, Town Councilman, and Justice.
to an expression of intention to scare, frighten, terrorize, or harm another. This includes hand gestures, words, and body
Violence refers to an act of physical force used to harm or injure another.
This policy applies
to all employees who work from all locations owned, leased, or used by the Town of DeRuyter.
Violations of Policy:
Employees who violate this policy are subject to disciplinary action up to and including discharge.
The following conduct is strictly prohibited:
Town of DeRuyter’s Responsibility:
The Town of DeRuyter
is responsible for creating an atmosphere that will prevent threatening behavior and acts of violence. These responsibilities
Monitoring the work environment for signs is inappropriate behavior.
all employees on the types of prohibited behavior and the procedure for reporting and resolving complaints.
Stopping any observed prohibited acts by taking the appropriate steps to intervene, documenting the incident, and resolving
the situation as quickly as possible.
Taking immediate action to limit further contact between
individuals when misconduct is either observed or reported.
Ensuring that no retaliation occurs to
anyone reporting an incident.
All employees are responsible for assisting in the prevention
of threatening behavior and acts of violence. This includes:
Refraining from participation in or
the encouragement of actions that could be perceived as threatening or violent.
If comfortable doing so, telling
the person(s) who makes the threat that his/her actions are unwelcome and offensive.
Assisting an employee whom
confides in you that he/she is a victim and encouraging them to report the incident.
The following procedure
should be used to report complaints:
Employees should report any threat of violence to the Elected
Town Official acting as their direct supervisor as soon as possible. (If the Elected Town Official is involved in the threat
or the employee feels uncomfortable reporting to this person, it should be reported to any other Elected Town Official.)
The employee may be asked to provide the following information when reporting threats or threatening conduct: The date,
time and location of the incident that took place, a description of the incident including any physical contact made and what
was said and/or done, the name of anyone present during the incident.
It is imperative that the employee immediately
reports conduct that he/she feels is threatening. Any such complaint will be investigated promptly and, if found to have merit,
immediate steps will be taken to end the threat or threatening conduct.
The complaint and the complainants identity
will be revealed strictly on a “need to know” basis and, under no circumstances, will the complainant be subject
to retaliation for registering the complaint.
The following procedure should be followed
by an Elected Town Official once a complaint has been made:
Complete the Workplace Violence Form providing as much detail
Complete a thorough investigation into the incident, detailing as much information as
possible on the Workplace Violence Form.
Immediately take corrective actions as necessary.
Report the incident to the Town Board at the first possible meeting for Board approval of corrective actions taken.
File completed report with the Town Clerk.
Cases that involve specific injuries or illnesses, or where the employee requests
that his/her name not be entered on the report, are considered to be “privacy concern cases,” In all privacy concern
cases, the name of the employee who was victim to the workplace violence will be removed before disclosing or sharing a copy
of the report with anyone other than the Commissioner of Labor or his or her duly authorized representative.