Agenda - Council Work Session - 11/25/2025

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Employees are not permitted to bring a weapon into the City workplace or onto City property unless the weapon is required to fulfill the employee's job duties, such as those of a police officer. City employees should not ignore violent, threatening, harassing, intimidating, or other disruptive behavior. If anyone on City premises displays such behavior, regardless of whether they are a City employee, such behavior should be reported immediately to the employee's supervisor. Employees are responsible for making the report, regardless of the relationship between the individual who initiated the threat or threatening behavior and the person(s) who was threatened or who was the focus of the threatening behavior. Employees should remain alert to and immediately report suspicious or threatening behavior and incidents of workplace violence to their supervisor. Employees should contact 911 in the case of an immediate, serious threat or crime. In the event of imminent danger to persons or property, employees shall always take action to safeguard individuals or property before making a foiival report. Except as noted above, reports shall be made as soon as possible after a threat or act of workplace violence — preferably within 4-6 hours, or sooner if reasonable. Even without an actual threat, employees shall report any behavior they have witnessed that they regard as threatening or violent. Employees who have identified City work locations as being protected for purposes of restraining or protective orders shall immediately notify their supervisor. The City understands the sensitivity of the information and will endeavor to handle the matter respectfully while also providing necessary notification and advance warning to fellow employees. Supervisory Responsibilities Supervisors are expected to appropriately and safely intervene when an employee is subjected to abuse, whether from another employee or a member of the public. Supervisors and Department Heads who witness workplace violence or receive a complaint of workplace violence must notify the Administrative Services Director as soon as possible. The responding supervisor shall assess whether there is a significant current risk of violence that could result in physical harm to people and/or property. The supervisor should establish command and determine the appropriate level of emergency response. Actions supervisors or Department Heads may take include: • Ensuring that 911 has been called. • Alerting other employees in the immediate area about the situation. • Attempting to move individuals at risk to a safer location. • Implementing the appropriate evacuation procedures if rapid evacuation of the building seems warranted. • Controlling staff involved to prevent interference with or hinderance of law enforcement or emergency personnel efforts. • Ensuring that necessary medical attention and/or emotional support is provided to the employees affected by the incident. 54