Workplace Violence
Prevention
1
Welcome from the Vice Chancellor for Human Resources
Dear Colleague,
Thank you for participating in The City University of New York's online training
program in workplace violence prevention.
Unfortunately, the violence that occurs in our society can spill over into our workplaces. The City
University of New York (CUNY) has a long-standing commitment to promoting a safe and secure
academic and work environment. To that end, the University has implemented a policy against
workplace violence, a program to help prevent violence from occurring on University premises, and
procedures for addressing incidents of violence when they occur. As members of the University
community, we all are expected to do our part to help maintain a working and learning environment
that is free from violence, threats of harassment, intimidation, and coercion. Therefore, it is
important that every employee have a basic understanding of what workplace violence is, of
CUNY's policy and procedures for addressing workplace violence, and what to do when
confronted with a violent or potentially violent situation at work. For that reason, the University has
provided this convenient online training program to help you become better informed about
workplace violence and your role in preventing it.
2
Welcome from the Vice Chancellor for Human Resources
During the training program, you will learn about the University's violence
prevention policy, and be provided with specific violence prevention information
for the campus or campuses where you work. You will also be provided with
contact information for the individuals on your campus responsible for
coordinating training, awareness, and prevention efforts pertaining to workplace
violence. If you have any questions, please contact the designated
representatives for your campus.
Our University strives to create a safe, violence-free workplace, and you are an
integral part of these efforts. I thank you for your cooperation.
Gloriana B. Waters
Vice Chancellor for Human Resources Management
The City University of New York
3
Overview of Workplace Violence & Prevention
The impact of violence is pervasive in our society. Workrelated violence is not a new phenomenon and can occur
anywhere. More guns are on the street, and for reasons
often theorized about but not fully understood, more people
seem willing to use violence to address their problems.
This has led to disgruntled visitors, clients, students,
employees, etc., considering violence as a means to
resolve their issues and disagreements. Like other
employers, CUNY has developed policies and procedures
for addressing this growing concern.
4
Overview
Although the media tends to focus on rampage
shooting incidents, according to the U.S. Dept. of
Education, the number of on-campus murders at
public 2-year and 4-year institutions in New York
State in 2010 and 2011 was zero, while in 2012 there
was one incident reported.
The vast majority of workplace violence incidents are
non-lethal, and violence among co-workers occurs
very infrequently, with the largest percentage of nonviolent workplace incidents being committed by nonemployees.
5
The following incidents have occurred at CUNY locations.
• A library staffer told a student who brought hot
coffee into the library that beverages were not
allowed. In response, the student simulated
throwing the hot coffee into the staff member’s
face, causing the staff member to flinch.
• A student was suspended from college for
threatening a professor over a failing grade.
After serving the suspension, the student
returned to campus and stabbed the dean
who had denied him readmission.
6
The following incidents have occurred at CUNY locations.
• During an intense argument, a student threw a book at
a faculty member, nearly striking the faculty member in
the face.
• An irate faculty member threw a cup of hot tea at a
security officer when asked to show an ID card, injuring
the officer.
7
Workplace Violence Prevention
• This training program has been designed to provide
you with information about workplace violence,
prevention laws and requirements, university policy and
procedures, and your responsibility as a CUNY
employee.
• As you complete this program, please record your
questions about the policy, the prevention procedures
at your campus, university procedures, or the training
program itself. Resources for answering these
questions will be provided during the training.
8
Effects of Workplace Violence
• Academic environments are places where the
future of society is trained and educated, whether
on the physical campus or in off-site locations.
Workplace violence and/or crime occurring in on
campus can lead to a troublesome social problem.
• According to a noted government agency, violence
in academic environments changes the
environment in which learning is to occur from one
of nonviolence to one of violence, presenting to
the students the very situation “one does not wish
the students to emulate.”
9
Effects of Workplace Violence
Feeling safe in the work environment is
significant to 47% of employees. They cite it as
very important to their job satisfaction.*
When workplace violence occurs, additional security
measures become necessary. These security
measures can impact the public image
of the institution and affect employee morale.
* From the Society for Human Resources Management 2012 Employee Satisfaction Report.
10
Definition of Workplace Violence
The University's Workplace Violence Prevention
Policy defines workplace violence as. . .
•
Physical assaults or
•
Acts of aggressive behavior
. . . occurring where an employee performs any
work-related duty in the course of his or her
employment.
11
Definition of Workplace Violence
This can include but is not limited to:
• An attempt or threat, whether verbal or physical, to inflict
physical injury upon an employee.
• Any intentional display of force that would give an
employee reason to fear or expect bodily harm.
• Intentional and wrongful physical contact with an employee
without his or her consent that entails some injury.
• Stalking an employee in a manner that may cause the
employee to fear for his or her physical safety when such
stalking has arisen through and in the course of
employment.
12
Definition of Workplace Violence
Workplace violence does not need to include physical contact with
another person to be considered violence. It can also include:
• Damaging the property of the organization
or another employee.
• Suicide at the workplace.
• Possessing firearms, imitation firearms,
knives, or other dangerous weapons,
instruments, or materials.
13
Definition of Workplace Violence
The City University of New York's Rules to Maintain Public
Order and Campus Codes of Conduct, also known as the
Henderson Rules, forbid students, staff, faculty and visitors
to possess firearms or other dangerous weapons while on
campus without the specific written authorization of the
college.
14
Four Categories of Workplace Violence
There are four general categories of workplace
violence:
1. Violence by Strangers from outside of the University
– generally an intruder committing a violent act as part
of a crime. This type of workplace violence
accounts for 85% of all workplace violence
homicides.
2. Violence by Students/Clients/Customers of the
University – usually committed by someone with a
legitimate relationship to the University and occurs oncampus or away from the campus at a collegesponsored activity.
15
Four Categories of Workplace Violence
There are four general categories of workplace violence:
3. Violence by Co-Workers within the University –
usually committed by prospective, current or former
employees either on-site or off-site and usually results
from conflict within work relationships. This type of
violence makes up only about 7% of all workplace
violence but is the most prevalent in the news media.
4. Violence in Personal Relationships – violence between
friends or intimate partners that impacts or enters the
workplace.
16
Risk Factors Related to Workplace Violence
•
Nearly 2 million Americans are victims of workplace
violence each year.
•
Knowing what to look for enables you to respond more
appropriately to potentially dangerous or violent
situations.
•
Although it is often believed that workplace violence is
random and unpredictable, a number of factors may
increase the potential occurrence of workplace violence
at your job.
17
Risk Factors Related to Workplace Violence
External risk factors . . .
•
Occur outside of the workplace and are related
to society as a whole.
•
Examples include the increasing amount of
violence in society today or the large number
of weapons in circulation.
18
Risk Factors Related to Workplace Violence
Internal risk factors . . .
•
Are related to situations or workplace practices
that affect the entire workplace.
•
Employees who work alone, handle money, or
who are under conditions of high-stress should
be aware of the risks.
•
Supervisors/department chairs should work
with college administration to provide
prevention measures for these employees, if
required.
19
Risk Factors Related to Workplace Violence
"People-related" risk factors . . .
• Are risk factors in which employees
experience stress outside of work, most
often caused by unpleasant situations
in the employee's personal life.
20
Risk Factors Related to Workplace Violence
When incidents of violence occur, they usually can be attributed
to the presence and interplay of elements from all three risk
factor groups:
•
External risk factors
•
Internal risk factors
•
“People-related” risk factors
21
Violence in the News
Warning Signs
A New York Times study of 100 rampage murders
concluded that, “Most of the killers ‘spiraled down a long,
slow slide, mentally and emotionally.’ ”
Often, perpetrators of workplace violence will warn of
their impending attack, making specific threats and
showing co-workers weapons at work. Some may even
discuss their plans openly.
22
Warning Signs
Eruptions of violence at work may stem from a variety of
long-term unresolved conflicts. This refutes the common
misconception that individuals "just snap" without
identifiable motives or goals.
Many employees will exhibit some of these behaviors at
times and thus the behaviors do not necessarily predict
violence.
23
Warning Signs
Precursors of violent eruptions at work include:
• Newly acquired negative traits
• Direct or implied threats
• Intimidation
• Harassment
• Repeated confrontations
• Increasingly obstinate behavior
24
Warning Signs
Pay attention if you observe the precursors
indicated on the previous slide and to other
more serious, inappropriate behavior.
Report these situations to your:
• Supervisor/Department Chair.
• Human Resources Department.
• Public Safety Office.
25
Question: Jessa and Carrie
Carrie likes to play music while she's working. Jessa,
her office-mate, has never complained, so she's startled
when Jessa yanks the speaker cord from her computer
and tosses a pair of headphones at Carrie, just missing
hitting her.
Should Carrie report the incident?
A. Not unless she thinks Jessa may become increasingly violent.
B. No. Unless the same song is playing repeatedly.
C. Yes. This was an aggressive act.
26
Question: Jessa and Carrie
C. Yes. This was an aggressive act.
Aggressive actions toward others, including touching other people’s
personal property in inappropriate ways, are forms of workplace
violence. Jessa probably didn’t intend to be aggressive, but Carrie
should be safe and report the incident.
27
Legal Mandates and CUNY Policy and Procedures
The University is serious about its obligation to provide a safe
workplace and academic environment.
28
Legal Mandates and CUNY Policy and Procedures
In 2006, New York State enacted legislation requiring public
employers to develop and implement programs to prevent
and minimize workplace violence and to help ensure the
safety of their employees. As a public employer within the
state of New York, CUNY campuses are required to follow
national and local laws (city and state) prohibiting violence in
the workplace.
The University has created and adopted a university-wide
policy, developed programs and procedures, specified
appropriate and inappropriate behavior, and provided training
in order to comply with these legal mandates.
29
Workplace Violence Prevention Laws
Employees, students, and visitors to University campuses
are required to conduct themselves in conformity with
existing law, policy, and procedures.
The New York State Public Employee Safety
and Health Act provides job safety and health
protection for workers through the promotion
of safe and healthful working conditions
throughout the State.
30
Workplace Violence Prevention Laws
The New York State Public Employee Safety and Health Act requires:
• Employers to furnish a workplace free from recognized hazards.
• Employees to comply with all safety and health standards issued under the Act.
• On-site inspections by the Department of Labor’s Bureau of Public Employees
Safety and Health.
• Employee and employer representatives to accompany the NYS inspection.
31
Workplace Violence Prevention Laws
The New York State Workplace Violence Prevention
Law requires New York State employers to:
• Regularly evaluate the risks of workplace violence at
each worksite.
• Implement programs to prevent and minimize
workplace violence.
• Train employees on the requirements of the Law and
identified workplace risk factors.
32
Workplace Violence Prevention Laws
The Jeanne Clery Disclosure of Campus Security Policy and Campus Crime
Statistics is a federal law that requires colleges and universities participating in
federal student aid programs to publish an annual report which:
• Contains three years of past campus crime statistics.
• Indicates where students should report crimes.
• Reports liquor law violations, drug law violations, and illegal weapons
possession if they result in either an arrest or disciplinary referral.
• Indicates if any of the reported incidents, or any other crime involving bodily
injury, was a "hate crime."
33
Workplace Violence Prevention Laws
The Clery Act requires crimes to be reported in the following
major categories and sub-categories:
• Criminal homicide – sub-categories of murder and nonnegligent manslaughter and negligent manslaughter
• Sex offenses – forcible sex offenses (including rape)
and non-forcible sex offences
• Robbery
• Aggravated assault
• Burglary
• Motor vehicle theft
• Arson
34
Domestic Violence in the Workplace
Domestic violence can enter the workplace and
compromise the safety of both the intended victims and
their co-workers. The New York State Domestic Violence
Prevention Act addresses domestic violence throughout
New York State.
CUNY has adopted a separate policy and procedures for
preventing domestic violence in the workplace based on
this NYS law, and has designated domestic violence
liaisons on each campus as a resource for employees in
need.
35
Domestic Violence in the Workplace
Concerns about domestic violence that may impact the workplace may
be reported to a campus Domestic Violence Liaison, a supervisor/
department chair, the Human Resources Department, or the Public
Safety Office.
Names and contact information for campus Domestic Violence Liaisons
as well as a copy of The City University of New York Domestic Violence
and the Workplace Policy and Procedures are also accessible via the
University's and our campus website.
36
CUNY Policy
Workplace violence presents a serious
occupational safety hazard to the University and
its employees.
CUNY is committed to the prevention of
workplace violence and will respond promptly to
threats and/or acts of violence. Incidents
involving workplace violence will be given the
serious attention they deserve.
37
CUNY Policy
All employees are responsible for helping to
create and maintain an environment of mutual
respect, safety, and security, and must report any
incidents of workplace violence of which they
become aware.
The current University policy was adopted by the
University's Board of Trustees in September,
2011, and supersedes and replaces all previous
workplace violence prevention policies.
38
Workplace Violations
The CUNY policy has zero
tolerance towards
workplace violence.
39
Workplace Violations
Individuals who violate the CUNY Workplace Violence Prevention Policy
may be:
• Removed from University property.
• Subject to disciplinary and/or personnel action up to and including
termination consistent, with University policies, rules, and collective
bargaining agreements.
• Referred to law enforcement authorities for criminal prosecution.
• Prohibited from seeing an employee or student on University property
unless necessary to transact University-related business.
40
Campus Workplace Violence Prevention Programs
Each CUNY College also has a Workplace Violence Prevention Program
which has been designed to:
• Provide information about preventing, reporting, and responding to
incidents of workplace violence on the campus.
• Reduce the probability of threats or acts of violence at the campus.
• Ensure that any incident, complaint, or report of workplace violence at the
campus is taken seriously and dealt with appropriately.
41
Campus Workplace Violence Prevention Plan
Campuses also are required to create written campus plans which
include information on specific campus workplace violence threats
and hazards and how they are being addressed.
Employees are responsible for reviewing the plan and for
participating in training to learn of any campus risk factors,
potentially hazardous locations, key campus contacts, and other
violence prevention resources for the CUNY campus
(or campuses) where they work.
42
Workplace Violence Advisory Team
CUNY campuses and the Central Office have
individual Workplace Violence Advisory Teams
(WVATs) consisting of members designated by the
College President, or, at the Central Office, by the
Office of the Chief Operating Officer.
Members may include representatives from Public
Safety, Human Resources, Labor Relations,
Counseling Services, the Environmental, Health
and Safety Office, Legal Affairs, and other staff and
faculty.
43
Workplace Violence Advisory Team
WVAT responsibilities include:
• Coordinating campus workplace violence prevention training.
• Leading the campus risk assessment and evaluation process.
• Reviewing investigation results of workplace violence incidents and
complaints.
• Identifying and reporting to the President any violations of the Policy.
A listing of your campus WVAT members is posted on the college website.
44
Campus Response Plan
Each campus WVAT conducts an annual review of potential workplace violence
hazards and the previous year's incidents and complaints. The WVAT then
develops or changes campus procedures for responding to workplace violence
incidents and complaints based upon this annual review.
Campus workplace violence incidents and complaints are usually investigated by
the Public Safety Office. Human Resources may investigate also, if required.
Investigation results are reported to the College President or to the University's
Chief Operating Officer in the case of the Central Office. Whenever appropriate
and to the extent possible, confidentiality regarding the incident will be
maintained.
45
Campus Response Plan
Any employee who believes that their College Workplace
Violence Prevention Program is in violation of CUNY's
Workplace Violence Prevention Policy, or that a threat of
imminent danger is not being adequately addressed, should
bring such urgent concerns to the attention of:
CUNY's Senior University Executive Director of Human
Resources located at 205 East 42nd Street, New York, New
York,10017.
46
Recordkeeping
Campuses are required to maintain documentation on
incidents and complaints and how they were
addressed.
All recordkeeping and reporting must be made in
compliance with the applicable law and regulation, with
CUNY Policy, and with the Campus Workplace
Violence Prevention Program.
47
Employee Responsibility
Workplace violence can present a serious occupational
safety hazard to CUNY employees. Although the
University and your campus take many steps to make
your workplace safer . . .
CUNY employees are responsible for assisting in
maintaining a safe and secure work environment
. . . including the reporting of any incidents or
potential risk factors of workplace violence of which
they become aware.
48
Employee Responsibility
CUNY employees are required by law to participate
in annual workplace violence prevention training
. . . in addition to the initial training received at the time of
hire. This training may be conducted online, in the classroom
or via both venues.
Finally, in order to maintain a safe working environment,
employees are required to report incidents of workplace
violence promptly.
49
General Reporting Responsibilities & Procedures
All acts of workplace violence whether committed
by employees, students, or visitors, must be
reported promptly to a supervisor/department chair,
or to the campus Human Resources or Public
Safety Office.
Supervisors/department chairs are required to
report such incidents to Public Safety and Human
Resources.
Employees also are encouraged to report other behavior they believe may lead to
workplace violence.
50
General Reporting Responsibilities & Procedures
No employee will be subject to criticism, reprisal, retaliation,
or disciplinary action for reporting what they legitimately
believed to be an incident of workplace violence, even if an
investigation later determines that the incident was not
workplace violence. Individuals who make false and
malicious complaints of workplace violence, however, may
be subject to disciplinary or other appropriate action.
Forms for reporting workplace violence incidents are available at your campus Public
Safety and Human Resources Offices, as well as on the campus websites. Reports of
workplace violence also may be made orally.
51
Question: Maritza and Niles
Niles complains a lot about being interrupted so he hangs
a sign on his cubicle that says, “Trespassers will be shot.”
Maritza thinks Niles is harmless, but the sign sets
the wrong tone.
What should Maritza do?
A. Tell Niles the sign is offensive and ask him to remove it.
B. Nothing. Niles has a First Amendment right to post the sign.
C. Discuss the sign with her supervisor/department chair, Human Resources,
and/or Public Safety.
52
Question: Maritza and Niles
A. Tell Niles the sign is offensive and ask him to remove it.
B. Nothing. Niles has a First Amendment right to post the sign.
C. Discuss the sign with her supervisor/department chair,
Human Resources, and/or Public Safety.
Inappropriate workplace aggression can manifest itself in many forms, often in
subtle ways you might not expect. Niles’ posting a sign that states a colleague
could be shot, even if he means it as a joke, is inappropriate in today’s workplace.
Note that Maritza does not have to speak to Niles first about the sign if she does
not feel comfortable doing so. She can go directly to her supervisor/department
chair, Public Safety, and/or Human Resources.
53
Reporting Domestic Violence in the Workplace
The University's domestic violence prevention policy has designated domestic
violence liaisons on each campus as a resource to employees in need.
Concerns about domestic violence impacting the workplace may be reported to a
campus Domestic Violence Liaison, a supervisor/department chair, campus
Human Resources, or Public Safety.
Names and contact information for campus Domestic Violence Liaisons and a
copy of the CUNY Domestic Violence and the Workplace Policy and Procedures
are available on our campus website.
54
Some Tips for General Reporting
Reporting an incident can be uncomfortable, especially
when behavioral concerns are involved. Here are some
tips that might help:
•
•
•
•
•
•
Be calm and clear.
Stick to the objective facts; don't make conclusions.
Write down the details so you don’t forget later.
Include names of anyone with relevant information.
Let the University or your campus handle/investigate the incident.
Notify your supervisor/department chair, Human Resources, or Public Safety if
additional incidents occur.
55
Question: Ernesto and Crystal
Ernesto and Crystal decided to go out for dinner before teaching their respective classes’
late night review sessions on campus for the first time. Upon returning to campus, Crystal
seemed really frightened as they drove up, stating to Ernesto that she had never been on
campus that late and was worried about the safety of driving through the streets around
campus on the way home. Ernesto reached under his seat and pulled out a gun to show
Crystal, saying, “Don’t worry, I can protect you.” Ernesto also showed Crystal his permit
and assured Crystal that he always leaves the gun in the car when on campus.
Which of the following statements is the most accurate?
A. Ernesto may leave the gun in his car while on campus.
B. Ernesto may not leave the gun in his car while on campus.
56
Question: Ernesto and Crystal
A. Ernesto may leave the gun in his car while
on campus.
B. Ernesto may not leave the gun in his car
while on campus.
CUNY’s Rules to Maintain Public Order and Campus Codes of Conduct, also
called the Henderson Rules, forbids students, staff, faculty and visitors to
possess firearms or other dangerous weapons while on campus without the
specific written authorization of the college.
57
Workplace Violence Prevention
Occasionally, we all say and do things we regret later –
especially when we feel angry, embarrassed, defensive, or
frustrated.
When this happens, conflicts sometimes arise, and
sometimes these conflicts occur at work. When they do, it
is important to remember to treat those involved with
respect.
Being calm, clear-headed, nonjudgmental, and considerate will help you
respond to difficult situations in the best possible manner – and keep you from
escalating a bad situation into a dangerous one.
58
Prevention Methods
Supervisors/department chairs as well as Human Resources and Public Safety
are responsible for helping to ensure that employees have a workplace that is free
of violence.
This includes instituting measures that can help prevent workplace violence in
particular work locations as well as training employees in how to apply or use
these measures.
Employees should not try to bypass the security measures that have been put into
place at each individual office or campus as they have been established for the
employee's safety and the safety of the employee's colleagues.
59
Safety Measures
Safety measures can include but are not limited to:
•
•
•
•
•
•
•
•
•
Security alarms and panic buttons.
Security guards/video monitoring.
Limited-access key card, locking delivery and other external doors when not in use.
Visitor sign-in policies.
Providing increased visibility in high-risk areas.
Installing adequate external lighting.
Minimizing available cash with drop safes and other methods.
Constant awareness of one's surroundings.
Established rules for arriving and leaving the campus, for opening and closing campus
buildings and offices.
• Other methods as specified in individual campus Workplace Violence Prevention
Plans.
60
Workplace Violence Prevention Training
Public Safety and Human Resources departments
must ensure that employees are trained when they are
hired and annually thereafter, as required by New York
State law.
Employees are required by law to complete the
Workplace Violence Prevention Training Program at
the start of their employment at CUNY and annually
thereafter.
61
Workplace Violence Prevention Training
Colleges are responsible for providing opportunities for
training in the prevention and awareness of workplace
violence, and on campus risks and hazards.
This training must include CUNY's Campus and
Workplace Violence Prevention Policy, how to report
incidents of workplace violence, contacts at the
campus level and at the University level for assistance,
how to obtain medical assistance, and follow-up
security procedures.
62
Workplace Violence Prevention Training
The training also may include preventing and defusing
situations and personal safety measures.
The University Office of Human Resources
Management assists the campuses with this
responsibility by identifying available training
opportunities, tools, or resources that can be
incorporated into campus prevention materials for
dissemination to the college community.
63
Resolving Conflicts
If you find yourself in a conflict with another
person, remember to:
• Stay calm and focused.
• Pay attention to your body language as
well as the other person's.
64
Resolving Conflicts
Follow the steps below to help resolve the conflict:
• Let the other person know it is okay to share his or her
view, as long as it is done in a nonviolent, nonthreatening manner. The other person will have feelings
to express, and it is okay to let this happen.
• Avoid inflammatory or accusatory language.
• Be sure the facts around the conflict are clear.
65
Resolving Conflicts
Follow the steps below to help resolve the conflict:
• Use active listening; paraphrase and reflect back what
has been said to ensure proper understanding of what
has been stated.
• Form a plan of action to resolve the conflict.
• This may require you to call on additional resources
such as your supervisor/department chair, Public Safety,
and/or Human Resources. If at any point you start to
feel threatened, speak up and/or contact your
supervisor/department chair, Public Safety, and/or
Human Resources.
66
Question: Derrick and Consuela
During Derrick’s annual review, Consuela reviews Derrick’s
poor student reviews. Consuela then says, “Look at yourself!
You’re an embarrassment. No wonder your wife left you. Pull
yourself together, man!”
How might this review affect Derrick?
A. Derrick may become more depressed and withdrawn.
B. Derrick may respond violently if he thinks his
supervisor/department chair is acting unjustly.
C. Derrick may decide that he has nothing to live for and
commit suicide.
67
Question: Derrick and Consuela
A. Derrick may become more depressed and withdrawn.
B. Derrick may respond violently if he thinks his
supervisor/department chair is acting unjustly.
C. Derrick may decide that he has nothing to live for and commit
suicide.
Derrick is exhibiting signs that he is losing interest in his job and his
appearance. Consuela’s unhelpful and potentially abusive review may
serve as a triggering event. Supervisors and coworkers should provide
feedback in a professional, non-confrontational manner. Avoid highlighting
employees’ personal failures during performance reviews.
68
Defusing a Situation
If you find yourself interacting with an aggressive or violent person, or someone
displaying strong warning signs, follow these guidelines:
• If at all possible, situate yourself near a door or exit space so you can leave
quickly, if necessary.
• Stay calm, speak in a low voice, avoid being judgmental or defensive, do not
place blame on the individual, and don't argue.
• Treat the other person with respect regardless of his or her behavior, including
avoiding challenging questions.
69
Defusing a Situation
• Monitor your own and the aggressive person's non-verbal
cues – tone, volume, pace, and body language.
• Be aware of everyday objects that could be used as
weapons; if possible, remove these objects before they can
be used to inflict harm.
• Avoid invasion of another's personal space – stay at least
three feet away.
• Make others aware of the situation as soon as you can
safely do so.
• If the other person is out of control, don't hesitate to call
911 and/or Public Safety.
70
Immediate Threats
In the face of an immediate threat of workplace
violence which may be committed by a person
entering the workplace with weapons, all legal, human
resource, employee assistance, community mental
health, and law enforcement resources may be used
to respond to the threat.
First and foremost, the risk of injury to all employees
must be minimized.
71
Immediate Threats
If possible…
• Get yourself and any others you can to a
safe location.
• Know your exit routes, including nontraditional ones, in advance.
• If you can escape the building, keep going.
• Warn others from entering the building.
• Get behind heavy furniture or concrete interior walls.
• Stay low to the floor.
72
Immediate Threats
• Do not confront someone with a weapon,
even if you know the person.
• Avoid confrontational looks or staring at someone with a weapon.
• Do not call attention to yourself.
73
Immediate Threats
• Contact Public Safety and/or 911 immediately (or as soon
as you are in a safe location) to report any of the following
information:
• How many people there are, and if you can identify any
of them.
• What kinds of weapons the person has.
• Where the person is, where you are, and where any
others are.
• Are there people hurt?
74
CUNY A!ert
CUNY A!ert is an emergency notification system.
• Enables campuses and the University to notify students, faculty, and staff of
an emergency via email, voice (telephone), or text message.
• Each College decides when to contact its campus community with real-time
information about campus-specific events from severe weather conditions and
related closings to threats to public safety.
• Use your CUNYfirst account to sign-up for CUNY A!ert. After logging-in to
CUNYfirst, click on Self Service, Personal Information, and then, CUNY A!ert
Preferences. Enrolled students, faculty, staff, and other members of the
community, including continuing education students, are eligible to register.
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Campus Contacts
Members of campus WVATs (Workplace Violence
Advisory Teams) may respond to employee
concerns or questions about campus workplace
violence and its prevention.
The following contacts are listed in your campus
written workplace violence prevention plan:
• Workplace Violence Advisory Team (WVAT)
Chairperson
• Workplace Violence Prevention Training
Administrator
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Campus Prevention Resources
Each campus has a written Workplace
Violence Prevention Plan that includes
information on the reporting of campus
incidents and complaints, the members of
your campus WVAT, and specific workplace
violence risks at each campus.
Please refer to the Campus Specific
information that you have received.
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Employee Assistance Program (EAP)
If needed, employees can be referred to a resource for crisis counseling. One
such resource is the CUNY Work/Life Program (http://www.cuny.edu/worklife), a
voluntary, free, and confidential benefit for CUNY employees and their families.
Services include:
• Resources for dealing with workplace emergencies and safety issues.
• Counseling for stress, family issues or substance abuse.
• Access to legal and financial assistance.
• Referrals for child care and elder care.
CCA's team of experienced, professional counselors is available around the clock
to help assess your needs and can be reached by phone at 800-833-8707.
Employees may contact this confidential service on their own at any time.
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Additional Training Opportunities
The OHRM Professional Development and Learning Management Office (PDLM)
offers learning sessions in:
• Workplace Civility
• Negotiation Techniques
• Conflict Resolution
• Effective Communication
• Team- building
• Dispute Resolution
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Additional Training Opportunities
PDLM collaborates with New York City's
Citywide Training Center (CTC) to provide
violence prevention learning sessions to
CUNY employees at various times throughout
the year.
CUNY employees also may register for
individual CTC courses via their Human
Resources Offices. Campus Human
Resources Offices also may work with PDLM
to bring individual courses to their campuses.
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Questions?
We hope that this training program has provided you with a basic understanding of
CUNY’s Workplace Violence Prevention Program and Policy and the general guidelines
for preventing and responding to incidents of violence in the workplace at CUNY.
Please review the list of available resources for addressing any additional concerns about
violence or the potential for violence on your campus.
Keep in mind that this material is provided for informational purposes only and is not
intended as legal advice. If you have questions about how this material applies to your
job responsibilities, please contact your supervisor/department chair, Public Safety,
and/or Human Resources.
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Questions?
If you have recorded questions while completing this online training program, and
your campus representative cannot assist you, the following individuals may
answer questions about the training program between the hours of 10:00 am and
4:00 pm on weekdays:
Michael Lederhandler, Director of Public Safety, University Public Safety Office
Phone: 646-664-2909
Email: [email protected]
Rhonnye Ricks, Director, Professional Development & Learning Management, Office of
Human Resources Management
Phone: 646-758-7940
Email: [email protected]
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Test Your Knowledge: Kevin and Laura
Laura works in the Registrar’s office on campus. It’s the beginning
of the fall semester late registration period and the wait time for
students registering late sometimes exceeds an hour. Kevin grows
impatient waiting for his turn. As Laura passes him, Kevin grabs
Laura’s arm tightly, stands very close to her, grits his teeth and says
“I have to get back to work. I don’t have time to wait around.”
Could Kevin’s behavior be considered workplace violence?
A. Yes
B. No
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Test Your Knowledge: Kevin and Laura
A. Yes
It is unlawful for visitors, colleagues, students, or
anyone else to accost or assault you at work. Grabbing
Laura’s arm may be an attempt to intimidate her. If a
person commits such an act, you should notify your
supervisor/department chair immediate and call Public
Safety if needed.
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Test Your Knowledge: Dr. Marcus and Dr. Thompson
One morning, Dr. Marcus parks his car in the last open space in
the Faculty/Staff parking lot. Dr. Marcus is immediately
confronted by Dr. Thompson, who accuses Dr. Marcus of
cutting him off and taking "his'" spot. When Dr. Marcus doesn’t
apologize, Dr. Thompson goes nose to nose with him, loudly
shouting degrading statements about Dr. Marcus’ driving and
teaching.
What should Dr. Marcus do?
A. Yell back just as loudly.
B. Walk away.
C. Gently nudge Dr. Thompson back three feet, out of his "personal space."
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Test Your Knowledge: Dr. Marcus and Dr. Thompson
A. Yell back just as loudly.
B. Walk away.
C. Gently nudge
Faculty and staff are responsible for:
1) Refraining from acts of violence.
2) Seeking assistance to resolve personal issues that may lead to violence in
the workplace.
3) Reporting any dangerous or threatening situations that occur in the
workplace.
4) Reporting situations that occur outside the workplace that may affect
workplace safety.
Accordingly, Dr. Marcus should walk away and report the incident. Yelling
back or any kind of physical contact, no matter how gentle, is likely to escalate
the argument. An angry person often wants to fight, and yelling back or
making physical contact with Dr. Thompson may give Dr. Thompson the
excuse he needs to do just that.
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Test Your Knowledge: Helena and Rudy
Helena’s husband, Rudy, calls her several times a day, on her office phone, and on her
cell phone, as well as texting and e-mailing her constantly. Rudy calls again on Helena’s
office phone, and Helena’s colleague, Colin, tells him Helena isn’t available. Rudy
replies, “You’ll say anything for her. I know she’s cheating. I’ll catch her. You keep
helping her, I’ll get you too!”
What should Colin do?
A. Transfer the call to Helena – Colin shouldn’t get involved.
B. Tell Rudy he’ll pass the message on to Helena ASAP.
C. Hang up and notify the supervisor/department chair,
Public Safety, and/or Human Resources about the call.
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Test Your Knowledge: Helena and Rudy
A. Transfer the call to Helena – Colin shouldn’t get involved.
B. Tell Rudy he’ll pass the message on to Helena ASAP.
C. Hang up and notify the supervisor/department chair, Public Safety, and/or
Human Resources about the call.
Although the immediate threat may not be physical harm, Rudy is making explicit threats
to Colin, and acting in an abusive, intimidating, malicious and insulting manner on the
phone. It doesn’t matter whether Colin is actually afraid of Rudy for Colin’s own safety or
for Helena’s safety.
Colin should report the incident. Although it’s a personal matter, it is also Helena’s
obligation to consider reporting the matter because it is affecting her workplace
environment and she and her coworkers could be in danger.
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Test Your Knowledge: Kareem and Nate
Kareem sees a picture of Nate in an internet article
about extremist activists. The article suggests the
activists are terrorists. Kareem is surprised, but he
does remember Nate wearing a “Vigilante” t-shirt
once.
What work-related issues could the article and
picture raise for Kareem?
A. Nate wearing the "Vigilante" t-shirt.
B. Nate’s membership in an activist organization.
C. None of the above.
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Test Your Knowledge: Kareem and Nate
A. Nate wearing the "Vigilante" t-shirt.
B. Nate’s membership in an activist organization.
C. None of the above.
Belonging to an activist organization is not an indication that someone will
engage in an act of inappropriate aggression or workplace violence.
Kareem may not need to report Nate's participation in protests and affiliation
with an extremist group since there is no evidence that Nate is threatening or
intimidating anyone in work-related situations in this instance.
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Test Your Knowledge: Ephraim’s Story
Ephraim receives a package with a note and pictures of him leaving the building.
The note says, “I know where you eat, where you work and where you sleep.”
Ephraim begins to eat his lunch at his desk. Then his phone rings. The caller says,
“You’ll pay for what you did!” While this feels threatening to Ephraim, he can’t be
sure if it is actually a threat or just a prank.
What should Ephraim do?
A. If he thinks it’s a prank call, ignore it.
B. Ask his coworkers if they received anything suspicious in the mail.
C. Report the package and phone call to his supervisor/department chair, Public
Safety, and/or Human Resources.
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Test Your Knowledge: Ephraim’s Story
A. If he thinks it’s a prank call, ignore it.
B. Ask his coworkers if they received anything suspicious in the mail.
C. Report the package and phone call to his supervisor/department
chair, Public Safety, and/or Human Resources.
The note implies that someone is stalking Ephraim and because the package and
phone call were received at work, the matter is a work-related incident. Ephraim
should remain calm. If possible, he should ask questions to keep the caller on the
line. He should also ask the caller to repeat the threatening message, listening to
the tone of voice, accent, mannerisms, and any identifying background noise. He
should then immediately notify his supervisor/department chair, Public Safety,
and/or Human Resources. Threats that are detailed, specific, emotional, and
preceded by a great deal of stress on the part of the aggressor are more likely to be
dangerous.
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Test Your Knowledge: Paul and Mrs. Price
Paul works in the Bursar’s Office on a campus and often
deals with parents who come in to settle outstanding tuition
payments for their kids. Paul has met Mrs. Price twice and
she was belligerent both times – even throwing her
paperwork at the Bursar’s window.
What should Paul keep in mind when dealing with
Mrs. Price?
A. Give Mrs. Price physical space.
B. Expect that Mrs. Price will not act logically or rationally.
C. Talk more than he listens to Mrs. Price.
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Test Your Knowledge: Paul and Mrs. Price
A. Give Mrs. Price physical space.
B. Expect that Mrs. Price will not act logically or rationally.
It is important to approach potentially volatile situations and individuals in a nonconfrontational and non-antagonistic manner. Paul should avoid placing blame on
Mrs. Price or making “You always …” or “You never …” statements. Doing so may
embarrass Mrs. Price or cause her to be hostile.
If you anticipate a situation or person becoming violent, notify your
supervisor/department chair, Human Resources, and/or Public Safety in advance
and request someone to accompany you. Employees who work alone or with
money are sometimes more likely to be the target of violence.
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Thank you!
You have now completed training on
The City University of New York's
Workplace Violence Prevention Policy.
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