Agenda - Council Work Session - 08/22/2017

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• 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 may, 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 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 may 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. 7.4 Domestic Violence 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. Due to the need to allow public access to City facilities and services, the City cannot guarantee that violence will not occur on its premises. The City subscribes to the concept of a safe work environment and supports the prevention of workplace violence. Prevention efforts include, but are not limited to, informing employees of this policy, instructing employees regarding the dangers of workplace violence, communicating the consequences for violating this rule, and providing a hierarchy within which to report incidents of violence without fear of reprisal. Any City employee who violates this policy may be subject to disciplinary action, up to and including immediate termination. Any customer of the City who violates this policy may be denied access to City business locations. Anyone who engages in violence may be subject to criminal sanctions. 7.5 Appearance and Dress Policy 421Page