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• Contacting the Administrative Services Director to: <br />o Arrange for relief from duty of the employee(s) involved in the workplace violence. <br />o Coordinate an investigation. <br />o Handle disciplinary actions and return -to -work procedures. <br />The Administrative Services Director may address the situation by: <br />• Assessing the needs of victims and other employees impacted by the incident. <br />• Evaluating and implementing additional security measures based on the following <br />considerations: <br />o The likelihood of violence. <br />o The costs and benefits of security measures. <br />o The impact of security measures on the employee(s) involved and the rest of the <br />workforce. <br />o The impact of security measures on the City's ability to meet customer needs. <br />If a supervisor or Department Head is notified of an employee identifying City work locations <br />as being protected areas due to restraining or protective orders, or in cases involving domestic <br />violence, the Administrative Services Director must be consulted immediately to determine the <br />appropriate course of action. <br />Due to the need to allow public access to City facilities and services, the City cannot guarantee <br />that violence will not occur on its premises. <br />The City subscribes to the concept of a safe work environment and supports the prevention of <br />workplace violence. Prevention efforts include, but are not limited to, informing employees of <br />this policy, instructing employees regarding the dangers of workplace violence, communicating <br />the consequences for violating this rule, and providing a hierarchy for reporting incidents of <br />violence without fear of reprisal. <br />Any City employee who violates this policy may be subject to disciplinary action, up to and <br />including immediate termination. <br />Any customer of the City who violates this policy may be denied access to City business <br />locations. Anyone who engages in violence may be subject to criminal sanctions. <br />7.4 Domestic Violence <br />At the request of the employee, the City will attempt to make reasonable accommodations to <br />shield or protect the employee from abuse while at work. These accommodations may include <br />screening telephone calls and visitors or implementing other temporary measures. In accordance <br />with Minnesota law, employees may also use sick leave for "safety leave" related to domestic <br />violence situations. <br />55 <br />