Possession of Weapons and Workplace Violence

8/8/2019 Possession of Weapons and Workplace Violence

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I. Purpose

It is the policy of Linn County that threats, threatening behavior, acts of violenceagainst employees or by employees or other individuals on Linn County propertywill not be tolerated. At Linn County all threats will be taken seriously. It is thegoal of the County to rid all work sites of violent behavior or the threat of suchbehavior. The prevention of violence, and the reporting and management ofcritical incidents are shared goals of all employees.

II. Policy

A. Violence, or the threat of violence, by or against any employee of LinnCounty or any other person while at a County work site is strictlyprohibited and will subject the perpetrator, if an employee, to seriousdisciplinary action up to and including termination of employment, and inall cases, possible criminal prosecution.

B. Possession, use, or threat of use of dangerous weapons, including allfirearms, by any person, is not permitted at County work sites, including ina County vehicle, or in County parking areas. Possession of dangerousweapons, including all firearms, by County employees at County worksites, including in a County vehicle or in County parking facilities, ispermitted only with written approval of the Linn County Board ofSupervisors, upon recommendation of the Linn County Sheriff and when a

necessary and approved requirement of the employees County job.Lawful possession of dangerous weapons by non-County employees, withthe exception of law enforcement officers at County work sites should bemonitored and, when possible, the person in possession will be requestedto remove the weapon from the work site.

C. Dangerous weapons are as defined in Section 702.7 of the Code of Iowaand include, but are not limited to, any offensive weapon, pistol, revolver,

Distribution: County Employee Handbook,Intranet

BOARD OF SUPERVISORSCounty of Linn, Iowa

Revision No:

2

Reference: BOS Minutes of: 06/25/07, 07/30/200303/05/199606/05/1996

Directive Number:

Approval Date:

06/25/07

Effective Date:

06/25/07

Policy Section & Number:

RM-008

Possession of Weapons and WorkplaceViolence


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or other firearm, dagger, razor, stiletto, switchblade knife, or knife having ablade exceeding five inches in length. Employees who violate this policyby possessing a dangerous weapon as defined herein will be subject toserious disciplinary action up to and including termination of employment,and in all cases, possible criminal prosecution.

III Scope

This policy is applicable to all regularly scheduled full-time and part-time LinnCounty employees responsible to the Board of Supervisors; employeesresponsible to an elected official, including the elected official and their deputies.

IV. Definitions

A. For the purpose of this policy, violence is defined as:

1. The use of physical force with the intent to cause harm.

2. Acts or threats in any form or manner which are intended tointimidate or cause fear of harm.

3. Harassment - The act of creating a hostile or intimidating workenvironment by means of words, actions or physical contact whichhave the purpose or effect of alarming, insulting or provokinganother person.

4. Sabotage - The intentional damage of County-owned or personalproperty, or acts intended to cause such property to fail to operate,or to operate improperly; or, the movement or concealment of such

property with the intent of interfering with the ability of the owner orauthorized user to locate it.

B. Not included are any actions taken in the legitimate exercise ofresponsibility or authority by a County employee.

V. Guidelines for Violent Incident Response

A. In an emergency situation involving actual or potential violence, the firstpriority is to protect the safety and well being of persons involved.Because each situation involves unique factors, the following guidelines

are intended to provide general guidance. The key elements are safety,reporting, coordination, and control. The following procedures should befollowed when dealing with an angry customer:

1. The employee should use their verbal and non-verbal skills to try tode-escalate the situation.

2. If the situation doesn't de-escalate, then a supervisor should assistthe employee in dealing with the angry person.


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3. At any time when an emergency occurs such as physical threat,immediately call the emergency number (911 with appropriateprefix) and report as many details as possible so that appropriateemergency units can be dispatched.

4. An employee who is involved in or who witnesses a critical incidentshall immediately contact the supervisor or department head. It ismore important to notify a management representative immediatelythan to follow a specific chain of command.

5. The department head or other department managementrepresentative shall immediately contact the Employment RelationsDirector (Crisis Prevention Team member), who shall provideguidance in matters such as investigation, discipline, benefits andthe Employee Assistance Program.

6. If a person enters the lobby, office, or other county areas using a

weapon to carry out a physical attack, then all employees shouldtake cover immediately.

VI. Guidelines for Managing Workplace Altercations

A. These guidelines are intended to aid supervisors in dealing with violent orpotentially violent situations at work where the supervisor is in a position tointervene and control the situation.

B. In circumstances deemed by the supervisor to be an emergency, call 911with the appropriate prefix, then contact the departmental head and the

Crisis Prevention Team (Employment Relations Director, Risk Managerand Assistant County Attorney). It is understood that the actions of asupervisor or other employee will depend on the seriousness and nature ofthe incident. However, consistent with personal safety, supervisors are tomake a good faith effort to defuse violent or potentially violent situations asquickly as possible in order to prevent their escalation and creating a threatto others. The term "altercation" as used in these guidelines includes actualor threatened violence including verbal or physical confrontation or assault,or attempts at such assault.

C. In general:

1. Separate the individuals involved. Do not allow a minor altercationtoescalate into something more serious. If the individuals cannotbe separated, call 911 with the appropriate prefix and follow thesteps previously described.

2. All Linn County employees are responsible for notifyingmanagement of any threats which they have witnessed, received,or have been told that another person has witnessed or received. If


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it is not practical to notify management, the employee shouldcontact the Crisis Prevention Team at 892-5120 or 892-5200.

3. Once the situation is controlled, separately interview all personsinvolved, including any witnesses, in order to obtain an accurateaccount of the incident. Document in written form the statements ofwitnesses and others who were interviewed.

4. The department head should contact the Crisis Prevention Team toreceive help in making a decision on the appropriate action thatshould be taken.

5. If disciplinary action has been taken against an employee, forviolation of this policy, then it is the responsibility of a member ofthe Crisis Prevention Team to notify the Board of Supervisors andother department heads at your location.

VII. Discipline

Workplace altercations, including those involving only verbal exchanges, justifyappropriate corrective action. The Crisis Prevention Team should be contactedfor guidance.

VIII. Employee Assistance Program

The Employee Assistance Program has the capability of providing post-incidentcounseling for employees and their families. Organizations that haveexperienced critical incidents have found that such incidents in the workplaceaffect not only those directly involved, but produce psychological trauma toothers in the organization as well.

Documents

Possession of Weapons and Workplace Violence