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HomeMy WebLinkAboutAdopted Administrative Regulation No. 416- Extends Regulatio Council/Agency Meeting Held: / 03 Deferred/Continued to: Approved ❑ Conditionally Approved ❑ Denied City Clerk's Signatu Council Meeting Date: 01/21/2003 Department ID Number: AS03-08 CITY OF HUNTINGTON BEACH REQUEST FOR COUNCIL = SUBMITTED TO: HONORABLE MAYOR AND CITY COUNCIL i SUBMITTED BY: RAY SILVER, City Administrator 14W PREPARED BY: CLAY MARTIN, Director of Administrative Services SUBJECT: ADOPT RESOLUTION REGARDING ACCESS TO SUMMARY CRIMINAL HISTORY INFORMATION oe,2o Statement of Issue,Funding Source,Recommended Action,Alternative Action(s),Analysis,Environmental Status,Attachment(s) Statement of Issue: A Council resolution is required to give the City of Huntington Beach access to summary criminal history information received by the State of California Department of Justice (DOJ). Funding Source: N/A Recommended Action: Adopt Resolution No..2003--5 of the City Council of the City of Huntington Beach Regarding Access to Summary Criminal History Information for employment, licensing, or certification purposes. Alternative Action(s): Do not adopt the resolution authorizing City access to summary criminal history information. This action would cause the City to be noncompliant with procedures established by the Department of Justice and would jeopardize the City's ability to continue accessing criminal history information for employment purposes. Analysis: The City of Huntington Beach is required by State law to fingerprint all volunteers and new hires that have supervisory responsibility over minors. Fingerprinting has been conducted by the Community Services Department in this regard and a managerial employee of the department has been the designated custodian of records for criminal history information received from the DOJ. Criminal history information obtained for employment purposes in regard to public safety personnel is maintained by the Huntington Beach Police Department. Recent discussions between the Community Services Department and the Human Resources Division has concluded that the Human Resources Manager is better positioned to act as the custodian of criminal history information for employment purposes and therefore, serve as advisor to the Community Services Department on placement recommendations for volunteers and employees. REQUEST FOR COUNCIL MEETING DATE: 01/21/2003 DEPARTMENT ID NUMBER: AS03-08 The adoption of this resolution will allow the City to access criminal history information for employment purposes in the Community Services Department, thereby allowing for the designation of the Human Resources Manager to act as the custodian of records. This resolution will also allow for the access to criminal history information for other City department new hire candidates or volunteers as administered by the Human Resources Division. Environmental Status: NA Attachment(s): Resolution City Clerk's Page Numbe r No. Description 1 Resolution # ?-o6,3 RCA Author: I. Youssefieh H:\Misc\DOJ Resolution for fingerprint records.doc -2. 1/7/2003 12:34 PM RESOLUTION NO. 2003-5 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH REGARDING ACCESS TO SUMMARY CRIMINAL HISTORY INFORMATION WHEREAS, Penal Code Sections 11105(b)(10) and 13300(b)(10)'authorize cities, counties, and districts to access state and local summary criminal history information for employment licensing or certification purposes; and Penal Code Sections 11105(b)(10) and 13300(b)(10) require that there be a requirement or exclusion from employment, licensing, or certification based on specific criminal conduct on the part of the subject of the record; and Penal Code Sections 11105(b)(10) and 13300(b)(10) require the city council, board of supervisors or governing body of a city, county or district to specifically authorize access to summary criminal history information for employment, licensing, or certification purposes. NOW, THEREFORE, the City Council of the City of Huntington Beach does hereby resolve as follows: 1. That the City of Huntington Beach be hereby authorized to access summary criminal history information for.employment(including volunteers and contract employees), licensing, or certification purposes. 2. That the City of Huntington Beach shall not consider a person who has been convicted of a felony or misdemeanor involving moral turpitude eligible for employment (including volunteers and contract employees), or licensing; except that such conviction may be disregarded if it is determined that mitigating circumstances exist, or that the conviction is not related to the employment, volunteerism or license in question. PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a regular meeting thereof held on the 21 s t day of January 2003 Mayor ATTEST: APPROVED AS TO FORM: Connie Brockway, City Clerk By, �� r Deputy City CIA 7�I ty Attorne REVIEWED AND APPROVED: INITIA P City A strator Adminis ive Se erector 02reso/crim hisdl/7/03 1 Res. No. 2003-5 STATE OF CALIFORNIA COUNTY OF ORANGE. ) ss: CITY OF HUNTINGTON BEACH ) I, CONNIE BROCKWAY, the duly elected, qualified City Clerk of the City of Huntington Beach, and ex-officio Clerk of the City Council of said City, do hereby certify that the whole number of members of the City Council of the City of Huntington Beach is seven; that the foregoing resolution was passed and adopted by the affirmative vote of at least a majority of all the members of said City Council at an regular meeting thereof held on the 215t day of January 2003 by the following vote: AYES: Coerper, Green, Boardman, Cook, Houchen, Hardy NOES: None ABSENT: Sullivan ABSTAIN: None CONNIE BROCKWAY City Clerk and ex-officio Clerk of the City Council of the, City of Huntington Beach, California By: Depu y City Clerk RCA ROUTING SHEET INITIATING DEPARTMENT: Administrative Services SUBJECT: ADOPT RESOLUTION REGARDING ACCESS TO SUMMARY CRIMINAL HISTORY INFORMATION COUNCIL MEETING DATE: January 21 , 2003 RCA ATTACHMENTS STATUS Ordinance (w/exhibits & legislative draft if applicable Not Applicable Resolution (w/exhibits & legislative draft if applicable) Attached Tract Map, Location Map and/or other Exhibits Not Applicable Contract/Agreement (w/exhibits if applicable) (Signed in full by the City Attorney) Not Applicable Subleases, Third Party Agreements, etc. Approved as to form by City Attorney Not Applicable Certificates of Insurance (Approved by the City Attorney) Not Applicable Financial Impact Statement (Unbudget, over $5,000) Not Applicable Bonds (If applicable) Not Applicable �- Staff Report If applicable Not Applicable Commission, Board or Committee Report (If applicable) Not Applicable Findings/Conditions for Approval and/or Denial Not Applicable EXPLANATION FOR MISSING ATTACHMENTS REVIEWED RETURNED' FORWARDED'` Administrative Staff Assistant City Administrator Initial City Administrator Initial Q� City Clerk `EXPLANATION FOR RETURN OF ITEM: Only)(Below Space For City Clerk's Use RCA Author: I. Youssefieh MEETING DATE: December 16, 2002 DEPARTMENT ID NUMBER: PD-02-021 Council/Agency Meeting Held: Deferred/Continued to: � Approved ❑ Conditionally Approved ❑ Denied City Clerk's SignatuA c-_- Council Meeting Date: December 16, 2002 Department ID Number: FR -02 021 1 cm-) r CITY OF HUNTINGTON BEACH REQUEST FOR ACTION I-Tj LI > SUBMITTED TO: HONORABLE MAYOR AND CITY COUNCIL MEMBER C SUBMITTED BY: RAY SILVER, City Administrator ��'� `:) PREPARED BY: KENNETH W. SMALL, Chief of Police SUBJECT: Adopt Administrative Regulation 416 pertaining to Workplace Violence Statement of issue,Funding Source,Recommended Action,Alternative Action(s),Analysis,Environmental Status,Attachment(s) Statement of Issue: The City of Huntington Beach Administrative Regulation Number 416 (AR 416), the Workplace Violence Policy, was approved by the City Administrator and became effective on October 9, 2002. The policy applies to all City of Huntington Beach employees; however, it currently does not apply to elected and appointed City officials. Adoption of this policy by City Council will expand the policy's authority to these officials. Funding Source: Not Applicable. Recommended Action: Adopt AR 416, Workplace Violence Policy, to expand the policy's authority to the City of Huntington Beach elected and appointed officials. Alternative Action(s): Do not adopt AR 416, Workplace Violence Policy and direct staff accordingly. -92/ RCA Workplace Violence Policy.doc 12/4/2002 6:33 PM . C REQUEST FOR ACTION MEETING DATE: December 16, 2002 DEPARTMENT ID NUMBER: PD-02-021 Analysis: Nationwide, workplace violence has become more common in the past few years. Violent acts have been perpetrated in various companies and organizations. The majority of the suspects have been disgruntled employees that have decided to exact revenge upon the employer and other employees. Disenfranchised students have committed violent acts on other students in schools. Therefore, employers and other organizations are taking a proactive approach in an effort to prevent any similar events from occurring. Research has identified behaviors and characteristics that are frequently found in those that commit acts of violence. The presence of one or more of these characteristics is not necessarily a prediction of a violent confrontation. They serve only as an assessment tool and cannot accurately predict if or when an individual may become violent. Nonetheless, the profile of a potentially violent offender may include any number of the following characteristics: • History of violence • History of thinking supervisors or co-workers are "out to get him" • Tendency to always blame their problems on others • High degree of interest/ownership of weapons • Exhibits signs of alcohol/drug use • Appears to be severely depressed • Exaggerated interest in law enforcement, the military or the power of weapons • Withdrawn, loner type, with lack of a support system • Extremely interested in stories of violent crimes, particularly those in a workplace • Overly involved in their job, very few outside interests or involvement with family/friends • Displays inappropriate and heightened emotional outbursts • Extreme mood swings • Overreacts to job related criticism and perceives it as a personal attack • Pattern of making inappropriate comments and uses offensive language • Exaggerated sense of importance at work and expresses that they are not being treated fairly or being given appropriate credit for the work they do • Enjoys confrontation • Displays reckless behavior with little thought of consequences • Makes indirect threats • Intimidates co-workers • Does not seem to be in touch with reality • Needs to always be correct and needs to `win' discussions • Known to be in despair over serious personal loss or problem • Has a history of filing grievances • Obsessively holds grudges • Is generally negative and angry • Is frustrated easily RCA Workplace Violence Policy.doc 12/4/2002 6:42 PM REQUEST FOR ACTION MEETING DATE: December 16, 2002 DEPARTMENT ID NUMBER: PD-02-021 • Unable to communicate effectively and appropriately about problems • Unexplained increase in absenteeism • Noticeable decrease in attention to appearance and hygiene • Suicidal-making comments about 'putting things in order' and the impact on others if they were gone • Large withdrawal from or closing bank accounts, etc. A committee of representatives from many City Departments began meeting in February 2001 to design a Workplace Violence Policy. The committee had representatives from the Police Department, Human Resources, Risk Management, Administration, Administrative Services, City Attorney's Office, Economic Development, Fire Department and the Police Officers' Association. The committee received and reviewed Workplace Violence policies from other agencies, both public and private. During the review process the committee extracted reasonable portions from the sample policies and incorporated specific information to suit the needs of Huntington Beach. With this information, the committee was able to draft a policy pertaining to Workplace Violence. In August 2001, the committee presented the draft Workplace Violence policy to the City Administrator and Department Heads for review. The policy was approved and became effective on October 9, 2002. Administrative Regulation 416 defines workplace violence as any act of aggression that causes physical or emotional harm, or causes damage to property. This includes physical assaults and threats, both overt and implied that are directed towards persons at work or on duty. Workplace violence can be between employees or employees and customers/citizens. The key element is not the relationship of the involved parties, but that the violence is "directed toward persons at work or on duty." Incidents that occur with an employee outside of work can become workplace violence if it carries over into the workplace. Although issues involving workplace violence are rare in Huntington Beach, AR 416 provides for a uniform and consistent response to any future incidents. It is designed to take a proactive, clear and simple approach to any act of violence in the workplace. The workplace violence policy is not, and cannot be, applicable to members of the general public who interact with public officials. The Workplace Violence Policy consists of nine sections: Section 1-Purpose Section 6-Responsibility Section 2-Authority Section 7-Reporting Procedure Section 3-Application Section 8-Training Section 4-Definitions Section 9-Crisis Management Team Responsibilities Section 5-Policy Currently, AR 416 is only applicable to employees of the City and not the elected and appointed officials. Adoption of this policy by City Council will expand the policy's authority to these officials. Often, the City of Huntington Beach has been a leader in developing innovative policy. Workplace violence is a serious issue. The City Council by adopting this RCA Workplace Violence Policy.doc 4- 12/4/2002 6:33 PM REQUEST FOR ACTION MEETING DATE: December 16, 2002 DEPARTMENT ID NUMBER: PD-02-021 policy, will demonstrate that workplace violence will not be tolerated at any level of the organization. Environmental Status: None Attachment(s): City Clerk's • - Number No. Description 1. AR 416, Workplace Violence Policy 2. Power oint Presentation RCA Author: Lt. Janet Perez/Shawna Krone-Schmidt RCA Workplace Violence Policy.doc -9- 12/4/2002 6:33 PM ATTACHMENT # 1 IOU ADMINISTRATIVE REGULATION HUNnNGTONBEACH Office of the City Administrator Number: 416 Sections: 1-9 Effective Date: 10-9-02 SUBJECT: Workplace Violence Policy 1. Purpose: 1.1 To establish a City policy regarding the prohibition of violence in the workplace and/or while engaged in any activity on behalf of the City of Huntington Beach. 1.2 To fully inform all employees, department heads, managers, and supervisors of the City, that any form of violence in the workplace will not be tolerated or condoned. 1.3 To inform employees of their rights and responsibilities pertaining to violence in the workplace. 1.4 To provide a means for prompt reporting and a full and effective investigation of all complaints. 1.5 To provide for remedial action against those who engage in acts prohibited by this regulation. 2. Authority: Section 401, Huntington Beach Charter. A violation of this policy may or may not be a violation of State and/or Federal law. 3. Application: 3.1 This regulation applies to all departments and employees of the City of Huntington Beach. Note: Employment Harassment is an act which in some cases involves violence. Harassment in Employment is dealt with under a separate policy(AR 412). When an act constitutes sexual harassment or other discrimination issues. AR 412 will be used. 4. Definitions: 4.1 Workplace violence is defined as any act of aggression that causes physical or emotional harm, or causes damage to property. This includes physical assaults and threats of assault, both overt and implied, that are directed toward persons at work or on duty. 4.2 Crisis Management Team (CMT) is a team of'employees trained to respond, defuse and investigate incidents of workplace violence. The team consists of representatives from various departments/units. (See Crisis Management Team Policy and Procedure) 4.3 Weapons include firearms, ammunition, explosive substances and other devices and objects that may either cause or threaten bodily harm. Prohibited weapons are further defined under California Penal Code Section 12020 (a). 4.4 Employee(s) applies to any individual, regardless of classification, employed by the City of Huntington Beach or volunteers working under the supervision of the City. 4.5 Violence refers to any physical assault or attempted assault, or destruction or attempted destruction of property(City or personal). Administrative Regulation Page 2 Office of the City Administrator 5. Policy: 5.1 The City of Huntington Beach has adopted this policy on workplace violence because it recognizes that this issue is a growing problem nationally that needs to be addressed by all employers. Consistent with this policy, any acts, threats or implied threats of physical violence, harassment, coercion and/or malicious destruction of personal or city property which involve or affect the City of Huntington Beach, any City employee, or which occur on City property will not be tolerated. 5.2 Employees who engage in actions or threats of violent behavior toward other employees or the public while working in any official capacity for the City will be disciplined, up to and including dismissal and/or arrest and prosecution. Note: Disciplinary issues stemming from violations of the Workplace Violence Policy shall be addressed through Personnel Rules 7 and/or 8. 5.3 It is the intention of this policy to deal with workplace violence proactively, through training, education, mediation, and/or consultation, before it escalates to the formal level of disciplinary action. Workplace violence incidents that reach the level of formal discipline will be dealt with by relevant rules, regulation, and policies. 5.4 Possession or storage by an employee of any weapon described under 4E3 is prohibited. This applies to weapons which are carried upon the person (concealed or visible)or within a City vehicle while on any City property or when acting as a representative of the City of Huntington Beach. California Consumer Affairs or Private Person's weapon permits issued by any federal, state or local agency are not honored by the City unless accompanied by the written authorization of the City Administrator, Chief of Police and the individual employee's department head. Employees may carry a pocket knife with a blade 3"or less. Pepper spray carried for personal protection is also permitted. Sworn peace officers who fall under California Penal Code section 830 and its subsections are exempt from this regulation. 5.5 Employees are strongly discouraged from storing any legally owned weapons in their personal vehicles when such vehicles are parked on City property. Employees who choose to store legally owned weapons in privately owned vehicles must follow all California Penal Code regulations regarding such weapon storage. 5.6 Appropriate measures will be employed to secure the workplace from violent acts and to reasonably protect employees from its effects, including removal of threatening persons from the premises. 5.7 Retaliation against and/or harassment of employees who, acting in good faith, report real or implied violent behavior or violations of this policy, is prohibited. 5.8 Knowingly and intentionally making false accusations of violent behavior is expressly and specifically prohibited. 5.9 If an employee obtains a protective or restraining order, which lists the City properties or employee's work area as protected areas, the following shall be provided to the police department: a) A copy of the petition and declarations. b) A copy of any Temporary Restraining Order(TRO). c) A copy of any final permanent protective or restraining order. d) A copy of any court order which modifies any of the above documents. 5.10 Any employee who makes substantial and verifiable threats, exhibits disruptive behavior, or engages in violent acts on any City property and is not immediately placed under arrest, shall be ordered to leave the premises and be prohibited from returning to any City property until otherwise notified. 5.11 Any citizen, visitor or guest who is present on any City property and engages in the aforementioned conduct, and is not immediately arrested, shall be ordered to leave the premises and be prohibited from returning to any City property until officially notified by the police department. AR416.doc Administrative Regulation Page 3 Office of the City Administrator 5.12 This procedure shall be enforced, with the assistance of the Huntington Beach Police Department when necessary, by any manager, supervisor or acting supervisor. 5.13 Any exception(s)to these policies shall be determined on a case by case basis by the City Administrator and/or the Chief of Police or their designee. 6. Responsibility: 6.1 The City Administrator, Department Heads and their designated representatives shall be responsible for implementation of this policy against violence in the workplace and all employees shall cooperate with any investigation of any alleged act of workplace violence. 6.2 Any employee who becomes aware of a threatened or actual act of workplace violence should obtain immediate emergency assistance (See Reporting Procedure). 6.3 All City employees should be aware of potential or actual violent acts and follow appropriate procedures to defuse those situations (See Training Procedure). 6.4 Employees have the responsibility to support the Violence in the Workplace Policy by practicing courtesy, respect and civility at all times. 7. Reporting Procedure 7.1 Employees shall immediately notify the Huntington Beach Police Department via 911 for any situation that constitutes an emergency. If the employee is outside the City on City business, the appropriate local law enforcement agency should be contacted immediately. 7.2 Employees who believe that they have been or are currently subjected to aggressive or potentially violent conduct shall report the occurrence(s) promptly to a supervisor. 7.3 An employee who receives information of a potential occurrence involving aggressive or potentially violent behavior toward themselves or another employee should promptly contact a supervisor. 7.4 Supervisors and managers who receive reports of workplace violence or potential workplace violence shall immediately assess whether or not the situation constitutes an emergency. All emergencies shall immediately be reported to HBPD via 911. 7.5 Instances that require immediate attention, but do not necessarily constitute an emergency, shall be reported promptly to the Crisis Management Team (CMT). During regular business hours this shall be accomplished by calling any one of the Primary Responders of the CMT. The names and telephone extensions for those CMT members shall be updated and distributed to all City personnel at least twice yearly. After business hours or on weekends incidents should be reported to the CMT via the Police Department Watch Commander at X8800. 7.6 Supervisors and managers shall, within twenty four hours after an incident (or on their next regular work day) complete the"Workplace Violence Incident Report" (See attached) and forward to the Police Department Community Liaison Team. The report may be forwarded via interoffice mail or e-mail. 7.7 Supervisors and managers shall follow any additional reporting requirements as determined by their individual department. 8. Training 8.1 The City shall provide the opportunity for all employees to be trained in the risk factors associated with workplace violence, and the proper handling of emergency situations in order to minimize the risks of violent incidents occurring in the workplace. 8.2 Training in workplace violence issues shall be mandatory for all first line supervisors and managers. AR416.doc Administrative Regulation Page 4 Office of the City Administrator 8.3 Supervisors and managers are responsible for ensuring that all personnel that they supervise are familiar with and understand this policy. 9. Crisis Management Team (CMT) Policy and Procedure 9.1 The lead member of the CMT shall be the Police Department representative. 9.2 The CMT is composed of representatives from the following departments/units: Police, Human Resources, City Attorney, Risk Management, Administration. Representatives from employee bargaining unit will be involved whenever appropriate. Outside consultants (i.e. behavioral scientists) may be utilized as part of the CMT on an as needed basis. 9.3 "Primary Responders" are those members of the CMT that are trained and equipped to respond to incidents of workplace violence or potential workplace violence where there is a need for an immediate threat assessment. The primary responders shall minimally consist of representatives from the following departments: a) Police b) Human Resources c) City Attorney d) Risk Management 9.4 The CMT members shall be appointed by their respective department heads. 9.5 The CMT provides support services before, during and/or after a crisis or traumatic event. The CMT's services are not limited to responding to violent acts; it also can be called upon to provide services in identifying ways and options on how to prevent or avoid potential acts of violence and assess and review workplace violence issues and incidents. CMT responsibilities include: a) Assess and manage incidents involving imminent danger or violence. b) Respond to acts of violence as appropriate. c) Determine appropriate action to assist the affected unit/department. d) Conduct investigations as appropriate. e) Develop and implement an action plan. f) Make recommendations for employee fitness for duty evaluations. 9.6 The CMT shall be responsible for making recommendations for workplace violence training and education for City Department Heads, managers, supervisors and all employees. Such training programs will be reviewed by the CMT at least annually. I have read'and understand this policy: Date: AR416.doc Administrative Regulation Page 5 Office of the City Administrator 0 �J CITY OF HUNTINGTON BEACH MUNTINCTON BEACH WORKPLACE VIOLENCE REPORT Date of Occurrence: Date reported to you: If ongoing, approximate date of onset of problem: Police Department notified/responded to incident? ❑ yes ❑ no Police Report taken? ❑ yes ❑ no If yes, what is the DR? Brief description of incident and any actions taken: Name of person reporting: Telephone: X Department: Today's Date: PLEASE RETURN COMPLETED FORM TO THE POLICE DEPARTMENT COMMUNITY LIAISON TEAM VIA INTEROFFICE MAIL OR E-MAIL TO: CLIAISON@HBPD.ORG AR416.doc ATTAC H M E N T # 2 P" N IN i�a I-WNW Sr a A, IJ la IN z4 A2111 FM" IL�� t _� WORKLAC r, _ CEP I Y qgg a. -1 .......... -1 fl, I �R �12 'try, �� ,��. -:���""„-, _. .��. �'•„ ..... . .�� n �„�'.,.F.,,..;CSC m .,� ..°�s;,�cc�• :".�';�' Pfffflose AR 416 (Workplace Violence Policy) approved by City Administrator in September of 2002 , tea_ ■ .; •., ^•• III IIW I I lll;li'� Applies to all City of ....... .. Z.,c= Huntington Beach - employees Recommend the City Council adopt policy o js of ace oIefiCe'FAI Workplace violence is defined as any act of aggression that causes ggl�' £: �: Id physical or emotional _ 6 m , harm, or causes damage _ to property. This includes x . Se pYhsical assaults and � �� �� �-�-�- threats, both overt and .. ..."Al imp lied, that are directed toward p ersons at work or on duty. ; . - l ; ors Draft policy written by committee made up of representatives from all City departments ❑ Lt. Janet Perez, Police Department (committee chair) • Bill Osness, Human Resources o Patti Wilder, Risk Management • Rich Barnard, Administration ® Jim Lewis, Administrative Services • Robert Dominguez, City Attorney's Office im Paul Emery, Public Works ❑ Gus Duran, Economic Development (MEO representative) • Frank Mead, Fire Department (HBFA representative) • Tom Hasty, Public Works (MEA representative) ❑ Officer Russ Reinhart, Police Department (POA representative) ac �ou� Reviewed by department heads and city administrator Put in place to allow for uniform and consistent response to future incidents �ityAdmiaistrati►reBe�u/ation Section 1 : Purpose ➢ Section 6: Responsibility Section 2: Authority ➢ Section 7: Reporting Section 3: Application Procedure Section 4: Definitions ➢ Section 8: Training Section 5: Policy ➢ Section 9: Crisis Management Team Responsibilities _ w4 e e 5.1 Policy statement: "...any ➢ 5.7 Retaliation prohibition acts, threats.. .which involve ➢ 5.8 False accusations or affect the City of ➢ 5.9 Procedure for employees Huntington Beach.. .will not be tolerated." who have obtained restraining orders 5.2 Employees who engage in ➢ 5.10 Immediate workplace violence are intervention/action for subject to discipline employees who engage in 5.3 Proactive intent of policy violent acts 5.4 Weapons prohibition ➢ 5.11 Removal of disruptive 5.5 Weapons in personal citizens vehicles ➢ 5.12 Enforcement 5.6 Workplace security ➢ 5.13 Exceptions , Notstfl/Sce FIVIell ce flisst Fa ctots "It is difficult to confidently determine the amount of danger any one individual poses to a community at any one time or at any time in the future. The relevant factors are infinite. : r:, a However, professional case studies have identified behaviors and W, characteristics often found in those ` who commit violent criminal acts. =Pr These are useful in assessing risk." 3" E; e. r .w .mvv a+a� is PQ riolefif Offefiffe f o es History of violence. ➢ Exhibits signs of alcohol / History of thinking drug use. supervisors or co-workers ➢ Appears to be severely are "out to get him." depressed. Tend to always blame their ➢ Exaggerated interest in law problems on others. enforcement, the military, High degree of interest and power of weapons. and/or ownership of ➢ Withdrawn and "a loner." weapons. Lack of a support system. 111 ffm I �o e� ofx e Extremely interested in stories of violent crimes, particularly crimes in the workplace. �y W Over-involvement in the job; few outside interests or involvement with family friends. Displays inappropriate and heightened emotional outbursts. Extreme mood swings. EE 3.: mr ,{. . ..<.._ ;.;,� m..+, t •,: .. , � --«-awaK9'..... ;'%,,,,ter,' c, r r/o/efit Overreacts to criticism and ➢ Seems to enjoy perceives criticism of job confrontation. performance as a personal ➢ Displays reckless behavior attack. with little forethought about Has a pattern of making consequences. inappropriate comments and ➢ Makes veiled threats, such uses offensive language. as "something is going to Has an exaggerated sense of happen to . . . . . .15 their importance to the ➢ Intimidates co-workers. company and expresses that ➢ Does not seem to be in touch they are not being treated with reality. Y or fair) beinggiven the credit Y they deserve. , n® flffefiffeff i7les o Needs to always be "right" ➢ Is generally negative and and always "win" any angry. discussion. ➢ Low tolerance towards Known to be in despair over frustration. serious personal loss or ➢ Unable to communicate problem. appropriately and effectively Has a history of grievances. about problems. Obsessively holds grudges. ➢ Unexplained increase in absenteeism. n W,. ., -xa "p- F/8/991 Offefilet Pf oliles Noticeable decrease in attention to appearance and hygiene. "N Suicidal . comments about putting things in MI order and impact on A _ others in case of their Y permanent departure. -t ,F ➢ Large withdrawals from t or closing bank accounts, etc. w" , r: *00ems, Offestivils eg pool egg _ �� ���'s�F===ter--=':.� •�: :,�='ter'- �i-� .���^•• i• ��� � ,