Work Place Violence
Oct. 22, 2009
To: All Center
Directors
Workplace violence is a growing
concern throughout our country’s governmental
and private organizations. In our Forest
Service Job Corps Civilian Conservation
Centers, we have experienced instances of
workplace violence, whether it be staff to
staff, staff to student, student to staff,
and/or student to student. I insist that you as
leaders do everything that you can to curtail
this violence.
Workplace violence has been a subject of much discussion within the Civilian Conservation Centers’ Partnership Council. As leaders, you will ensure that all instances of workplace violence are handled appropriately.
In any incident which has resulted in physical violence or aggressive physical contact, the alleged student perpetrator(s) will not be allowed to remain on-center once the law-enforcement official(s) has conducted the initial interview(s). Students will be placed on leave until the appropriate Boards of Review (BOR) are completed, recommendations made, and the center director’s decision(s) rendered. Staff members who have been alleged as the perpetrators of violence resulting in personal injury will be removed from the situation pending the outcome of the investigation and requisite administrative action and/or criminal action taken.
Staff members are permitted to restrain students in events in which the students without restraint can do injury to themselves or others. No staff member is permitted to perpetrate or to threaten a student with physical violence.
All actions will take place according to the Policy and Requirements Handbook (PRH) concerning the reporting and disposition of violent actions. It is understood that law enforcement investigations can take time. You, as center directors, will be held accountable for any actions in which you had knowledge of measures taken to minimize, distort, or modify events or evidence of these acts of workplace violence. If you had no prior knowledge of these actions and you have knowledge and proof that other employees did, you will hold those employees accountable and will notify the appropriate law enforcement authorities of these actions. I will not tolerate this behavior, and failure to address such issues could lead to disciplinary actions.
Until now, I have largely addressed only those events of workplace violence that involve physical violence or aggressive physical contact. However, threats of physical violence are as well a serious issue in the prevention of workplace violence. Any staff or student who threatens physical violence to another is establishing the arena for workplace violence. Any staff member who threatens physical violence to another staff member or student will immediately be removed from the situation, and a full investigation of the incident conducted. Guidelines established in the Policy and Requirements Handbook (PRH) will be followed in reference to these occurrences involving threats of violence by students, and the appropriate sanctions applied. Threats of physical violence also include actions that do not involve actual physical injury, such as pushing or shoving or gestures of a violent or inappropriate nature. Such acts can well lead to instances of workplace violence that do result in physical injuries.
The center’s assigned Assistant Director (AD) or I will be immediately informed of any staff member who has allegedly perpetrated or threatened workplace violence against a student or another staff member. If a Bargaining Unit Employee (BUE) is involved, requisite union personnel will also be notified immediately. A full investigation will ensue. And all necessary personnel actions taken against this employee or employees will be in accordance with USDA Forest Service Table of Penalties. If a contracted employee is allegedly involved in the issuance of a threat of workplace violence or the perpetration of workplace violence, the contractor will be removed from the situation and the assigned Contracting Officer (CO) will be notified as well as the assigned AD.
Instances of workplace violence involving physical violence or threats of physical violence will not be tolerated at our centers. A workplace free of such occurrences must be the norm. You, as center directors, must bring all available resources at your disposal to bear to preclude workplace violence, such as training in conflict management, conflict resolution, conflict mitigation, all- staff meetings to discuss the prevention of workplace violence, etc.
Workplace safety is paramount. A safe workplace in which all are free to work and to train should be our common goal. I am directing that you share my concerns with your entire staff and that you consider the promotion of workplace safety for all of our employees and students to receive the priority which it deserves.
Workplace violence has been a subject of much discussion within the Civilian Conservation Centers’ Partnership Council. As leaders, you will ensure that all instances of workplace violence are handled appropriately.
In any incident which has resulted in physical violence or aggressive physical contact, the alleged student perpetrator(s) will not be allowed to remain on-center once the law-enforcement official(s) has conducted the initial interview(s). Students will be placed on leave until the appropriate Boards of Review (BOR) are completed, recommendations made, and the center director’s decision(s) rendered. Staff members who have been alleged as the perpetrators of violence resulting in personal injury will be removed from the situation pending the outcome of the investigation and requisite administrative action and/or criminal action taken.
Staff members are permitted to restrain students in events in which the students without restraint can do injury to themselves or others. No staff member is permitted to perpetrate or to threaten a student with physical violence.
All actions will take place according to the Policy and Requirements Handbook (PRH) concerning the reporting and disposition of violent actions. It is understood that law enforcement investigations can take time. You, as center directors, will be held accountable for any actions in which you had knowledge of measures taken to minimize, distort, or modify events or evidence of these acts of workplace violence. If you had no prior knowledge of these actions and you have knowledge and proof that other employees did, you will hold those employees accountable and will notify the appropriate law enforcement authorities of these actions. I will not tolerate this behavior, and failure to address such issues could lead to disciplinary actions.
Until now, I have largely addressed only those events of workplace violence that involve physical violence or aggressive physical contact. However, threats of physical violence are as well a serious issue in the prevention of workplace violence. Any staff or student who threatens physical violence to another is establishing the arena for workplace violence. Any staff member who threatens physical violence to another staff member or student will immediately be removed from the situation, and a full investigation of the incident conducted. Guidelines established in the Policy and Requirements Handbook (PRH) will be followed in reference to these occurrences involving threats of violence by students, and the appropriate sanctions applied. Threats of physical violence also include actions that do not involve actual physical injury, such as pushing or shoving or gestures of a violent or inappropriate nature. Such acts can well lead to instances of workplace violence that do result in physical injuries.
The center’s assigned Assistant Director (AD) or I will be immediately informed of any staff member who has allegedly perpetrated or threatened workplace violence against a student or another staff member. If a Bargaining Unit Employee (BUE) is involved, requisite union personnel will also be notified immediately. A full investigation will ensue. And all necessary personnel actions taken against this employee or employees will be in accordance with USDA Forest Service Table of Penalties. If a contracted employee is allegedly involved in the issuance of a threat of workplace violence or the perpetration of workplace violence, the contractor will be removed from the situation and the assigned Contracting Officer (CO) will be notified as well as the assigned AD.
Instances of workplace violence involving physical violence or threats of physical violence will not be tolerated at our centers. A workplace free of such occurrences must be the norm. You, as center directors, must bring all available resources at your disposal to bear to preclude workplace violence, such as training in conflict management, conflict resolution, conflict mitigation, all- staff meetings to discuss the prevention of workplace violence, etc.
Workplace safety is paramount. A safe workplace in which all are free to work and to train should be our common goal. I am directing that you share my concerns with your entire staff and that you consider the promotion of workplace safety for all of our employees and students to receive the priority which it deserves.
cc: Sharon M DeHart
Jane Eide
Del Templeton
Galen B Hall
Gerard O'Hare
Renee Turner
Rosie Wheeler
Bob Gonzales
Maria Temiquel
Larry King