Agenda - Council Work Session - 07/22/2014

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supervisor or Department Head' o dipertrtiart: head's efforts maychould include the following actions: • Assuring that 911 has been called. -( Formatted: Font: Not Bold • Alerting other employees in the immediate area about the situation. • Attempting to move individuals at risk to a safer location. • Implementing the appropriate evacuation proceeding if rapid evacuation of the building seems warranted. • Controlling staff involved so that they do not interfere with or hinder the efforts of law enforcement or other emergency personnel who may respond to the incident. • Assuring that necessary medical attention and/or emotional support is provided to the employees affected by the incident. • Contacting the Human Resources Manager to arrange for relief from duty of the employee(s) who committed the workplace violence, coordinate an investigation and to handle disciplinary/return to work issues. • The Human Resources Manager mays hall, in addressing the situation, consider the following: • Assessing the needs of victims and other employees impacted by the incident. • Any additional security measures that need to be put into place, taking into consideration: - the likelihood of violence - the costs and benefits of security measures - the impact of security measures on the employee(s) involved and the rest of the workforce - the impact of security measures on the City's ability to meet the needs of its customers • When a supervisor or Department Headdopartmont head is notified of an employee having identified City work locations as being protected areas for purposes of restraining or protective orders, OR of a domestic violence situation, the Human Resources Manager is to be consulted immediately to determine what actions may be appropriate. • The Human Resources Manager mayviill consult with the Police Department to determine what appropriate security measures need to be taken with regard to any reported or potential workplace violence incident. 7Z.4 Domestic Violence -I Formatted: Font: Arial, 14 pt Formatted: Heading 2 If an employee's pen mil wctivitiis intorfirt with thi intployu's job porformancur with ilia ability of othor City employ' is to p ir`orrri the it job `unctions, theta till City has the right to Alta spproprieta wstion to rnwitttsitt w productive work onvironmas t. With rlspoct to domestic violence, dhe-Gita-y-be:,a x tako action whcn violcnt behavior takes p1s a hk :`such action is indicated, while the impioyi i is on thi job or xt worll. At the request of the employee, the City will attempt to make reasonable accommodations for a period of time to shield or protect an employee from abuse while at work through the screening of telephone calls and visitors, or other temporary measures. In accordance with Minnesota law, employees may also use sick leave for "safety" leave related to domestic violence situations. { Formatted: Font: 12 pt 4 Formatted: Footer, Line spacing: single 221Pago