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WELCOME TO NEW EMPLOYEE ORIENTATION Planning and Development

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Title: WELCOME TO NEW EMPLOYEE ORIENTATION Planning and Development


1

WELCOME TO NEW EMPLOYEE ORIENTATION
Planning and Development Services Utilities
1301 Cattlemen Road TPM Advisors
Sarasota County Operations Center1001 Sarasota
Center Blvd.

Sarasota County Administration Center1660
Ringling Blvd.
R. L. Anderson Administration Center4000 S.
Tamiami TrailVenice
Public Works Logistics8781 Bee Ridge Road
Sarasota County major building locations where
do you work?
2
Introductions
Where am I from? How long have I been here? What
work have I done before? What work am I
doing? Where is my work located?
3
Todays Agenda
Morning
Afternoon
4
History of SarasotaOverview of SCG Major
Business FunctionsNext Policies
ProceduresPerformance Management Introduction
5
Sarasota County Government
  • Keys to Success
  • Presented by Human Resources - Employee Relations
  • May 2009

6
  • If you don't know where you are going,
  • you might wind up someplace else.
  • - Yogi Berra

7
Documents on e-net
  • SCG HR Policies, Procedures, Guidelines
  • Organizations policies
  • Common Sense Approach
  • Updated periodically
  • If in doubt, check with your supervisor
  • Responsible for knowing and understanding
    contents
  • IT Security Policy Standards
  • Collective Bargaining Agreements (CBA)
  • Teamsters Ex Equipment Operators, Skilled
    Trades Workers, Lifeguards
  • ATU Bus Operators / Bus Attendants
  • IAFF Firefighters
  • Florida Right to Work State your decision
    whether to join

8
What is the InitialProbationary Period?
  • All new employees typically serve a 6-month
    probationary period (except at-will status).
  • Working-test portion of the employment process
    employees can see if SCG is right for them and
    SCG will see if employee is good fit.
  • Considered at-will and the working relationship
    may be terminated at any time, at the will of
    either party.

9
Performance ManagementA Communication Tool
  • Probationary Review
  • Annual Evaluations
  • Non-bargaining
  • Meet your goals (related to the business plan)
  • Demonstrate people, business, leadership
    competence
  • Demonstrate values of SCG to co-workers/customers
  • Demonstrate a commitment to learning and growth
  • Bargaining unit Refer to CBA
  • Enroll on TRAC Perf Mgmt Empl within 6 mos.
  • Management EMES HR Series

10
Who should I contact for General HR questions?
  • AskTPM_at_scgov.net or 861-5353
  • Payroll Kronos, TeleStaff, new password
  • Benefits
  • FMLA (e-net)
  • Short-Term Disability
  • Long-Term Disability
  • Tuition Reimbursement
  • Retirement
  • Hiring Process
  • Questions on pay, deductions or paycheck
  • Etc.

11
Employee Assistance Program
  • EAP Guidance Resources 24/7
  • Confidential Consultation
  • Personal Issues
  • Legal Info
  • Work/Life Needs
  • Financial Info, Resources Tool
  • No cost to employee/family
  • 5 visits per issue

12
Health Insurance Portability and Accountability
Act of 1996
  • HIPAA protects private personal health info.
  • Protected Health Information (PHI) may NOT be
    disclosed except in certain situations
  • The use/disclosure is for treatment, payment for
    treatment or health care operations
  • Individual has authorized the use/disclosure of
    info.
  • PHI housed in a separate medical file in EHC.
  • Day to Day Keep others medical details private.

13
Family and Medical Leave Act
  • FMLA Federal employment law created in 1993
  • Allows eligible employees to take up to 12 weeks
    (480 hours) of unpaid leave in a rolling 12-month
    period for
  • Birth, adoption or foster care placement of child
  • Serious health condition of employee
  • Serious health condition of child, spouse or
    parent
  • Eligible Employee worked 12 months and 1,250
    hours
  • Certified by health care provider
  • Intermittent or continuous
  • Jan. 16, 2009 Amended Military Family Leave
  • Serious Injury or Illness of Covered Service
    member
  • Qualifying Exigency

14
Benefits of FMLA
  • If on unpaid leave AND FMLA employee only pays
    for employee and family premiums.
  • If on unpaid leave and NO FMLA, employee pays for
    employee and family premiums as well as county
    portion of premiums.
  • Return to same or equivalent position.
  • FMLA absences not subject to discipline for
    excessive absences
  • Administered by Sun-Life (e-net)

15
SCG Committed To
  • Principles, laws and practices of equal
    employment opportunity based on
  • merit fitness for duty w/o regard to and/or
    discrimination because of
  • race, color, religion, sex, national origin,
    marital status, age disability or
  • sexual orientation.
  • Equal Employment Opportunity (EEO)
  • Americans with Disabilities Act (ADA)
  • Affirmative Action
  • Ensuring that employees and leaders create and
    maintain a work culture
  • and environment that are respectful, equitable
    and fair to all
  • individualsfree of hostile, intimidating,
    harassing and/or offensive
  • actions, behavior and comments.
  • (Sexual) Harassment Policy
  • Diversity Philosophy

16
Retaliation
  • Retaliation occurs when an employer or others in
  • the employers workplace harasses or punishes an
  • employee because the employee
  • Complained about discrimination
  • Opposed a practice believed to be discriminatory
  • Testified in an investigation or proceeding
  • Participated in an investigation or proceeding
  • STRICTLY PROHIBITED
  • Individuals shall not be retaliated against for
    filing such complaints or for assisting in the
    investigation of the complaints

17
What is considered the county workplace?
  • County working time/hours
  • Any county worksite or building
  • Any county grounds, building perimeter, parking
    lot or park
  • Any county vehicle or equipment
  • Any location conducting official county business

18
Standards of Disciplinary ActionCertain actions
not sustainable
  • Personnel Policies 4.02 (5)
  • (1) Excessive Absences unscheduled leave
  • (2) Smoking in non-designated areas/vehicles
  • (11) Improper and/or Careless Use of County
    Property or
  • Equipment speeding, cell phone, PC, etc.
  • Treat county property as you would your
    own.
  • (20) Unacceptable Communication threatening,
  • intimidating, offensive, malicious or
    abusive
  • communication, verbally or in writing

19
True or False
  • What employees do on their own time (off-duty)
    is not the countys business?
  • Typically what an employee does on their own time
    is their own business, except when
  • conduct subjects SCG criticism or from carrying
    out its mission or
  • causes employee to be unable to work

20
(15) Conduct Unbecoming a Public Employee (On
Off Duty)
  • May result in discipline up to and including
    termination.
  • If convicted of a felony, first-degree
    misdemeanor or plead nolo contendre to an
    offense, report to GM, HR.
  • Conviction does not automatically mean
    termination, but will be reviewed on a case by
    case basis
  • Expected to conduct ourselves in a manner that
    reflects favorably upon ourselves and the county.

21
Standards of Disciplinary Action
  • Sleeping on the job
  • Gambling
  • Theft
  • Assault / Fighting / Workplace Violence
  • Fraud / Falsification of Records or Statements
  • Use or Threatening Use of Weapons Prohibited
  • in any county workplace facility, vehicle,
    parking lot, etc.
  • includes guns, knives, etc.
  • Drinking on the job incl. during breaks or lunch
  • Possession, sale, distribution or use of illegal
    substances

22
Corrective Action
  • Not meant to be punitive/punishment
  • an effort to help an employee correct behavior or
    conduct
  • Progressive and cumulative based on nature and
    severity, considering all factors
  • Corrective Counseling First step in minor
    offenses, document and supervisor keeps in
    working file.
  • Documented Reprimand Next step or first step for
    more serious offenses documented on form or
    memo, copy to employee HR
  • Suspension Without Pay Next step or first step
    for serious misconduct.
  • Termination Final step or first step for
    egregious misconduct (theft, violence,
    pornography).

23
Ethics
  • Agents of the people for the benefit of the
    public and must behave with highest ethical
    standards regardless of personal considerations.
    Certain activities are prohibited FS112
  • Empl/family members shall not accept gifts of any
    type, price or size from any person/firm
    doing/intending to do business w/ SCG.
  • Use official position for personal gain.
  • Disclose confidential information.
  • Directly/indirectly purchase, rent, lease
    goods/services for SCG from business in which any
    family member has a financial interest.
  • Avoid the appearance of impropriety.

24
Political Activities
  • Political Discussions in the Workplace
  • Not prohibited - Use discretion
  • Certain activities are prohibited
  • Hold/be candidate for elective public or
    political office
  • Actively campaigning while on duty
  • Promises or threats to encourage others to
    support any political issue, party/candidate
  • Wearing, while on duty, buttons, signs, or
    symbols supporting a political party/candidate
    (or vehicle if used for official business)

25
Outside Employment
  • Employment at SCG is considered primary.
  • All employees must submit a request and be
    granted authorization from their ED prior
  • Ensures against any conflict of interest or
    possible adverse impact and responsibilities of
    employees position at SCG.
  • Includes independent selling or working for self.

26
Solicitation
  • Except for activities sanctioned by the County
    Administrator (United Way) independent
    solicitations are prohibited during working
    hours.
  • Non-work related solicitations Cookies, Sports
    Team Candy Bars, misc. parties, etc.
  • Lunch break in break area OK
  • Verbal OK (not email)
  • Avoid perception of pressuring or during work
    hours
  • Refrain from non-work related invites via SCG
    email
  • Includes distribution in work areas of
  • Petitions for signatures
  • Literature, pamphlets, etc.

27
Dress Code
  • SCG allows reasonable flexibility for keeping
    current with styles and trends
  • Tattoos Use personal judgment and discretion as
    to what would be offensive to a reasonable
    person.
  • Wear County issued uniforms/hats according to
    specific departmental guidelines
  • Wear only during working hours for work purposes
  • Take caution to/from work and lunch breaks
  • Treat as you would own clothes
  • Do not alter or modify

28
Reasonable Flexibility
  • Maintain neat and clean grooming/dress related to
    the type of work performed and association with
    clients and public

29
Substance Testing
  • Safety sensitive positions Required by
    Statute/Regulation, risk to public safety,
    operates heavy/light equipment or regularly
    drives county vehicle, access to children, or
    high level of trust
  • Pre-employment or promotion
  • Random Testing (CDL holders)
  • Return to Duty if absent 90 days or more (CDL
    holders)
  • All positions
  • Reasonable Suspicion display behaviors or signs
  • Post Accident if any vehicle towed or someone
    transported to hospital
  • Refusal to test treated as a positive result and
    subject to disciplinary action up to and
    including termination.

30
Guess what this is ???
  • Family members are already headed
  • to the White House for a visit

31
Think before sending that wacky e-mail
  • Caption in SHT 11/16/08
  • Names employer and employee who sent it
  • Subject SCG to criticism and/or embarrassment
  • Think twice before you forward one of those
    off-color jokes or cartoons
  • Never know where it will end up
  • Sometimes what we see as harmless humor hurts and
    offends

32
Computer and Phone Usage
  • LARGE INVESTMENT
  • IT taken extensive security measures to protect
  • Use discretion and good judgment
  • Incidental, occasional use OK (lunch)
  • If you have to think about whether something is
    appropriate, it probably isnt.
  • If you wouldnt want it printed in the paper, you
    probably shouldnt write it or forward it.
  • No expectation of privacy public record.

33
Did you know ?
  • Any email sent and received by a Sarasota county
    email address is blind copied to an archive
    account. 
  • Deleting an email from one's inbox does not mean
    that the email is gone.
  • NO ONE (not even IT), has the ability to delete
    messages from the archive. 
  • This is to comply with the Sunshine law.

34
Electronic Communications Policy
  • Inappropriate Internet and email content
  • Language/graphics
  • Chain Letters
  • Unauthorized broadcasting (everyone on network)
  • Network use prohibited
  • Illegal Activities
  • Solicitation
  • Obscene/suggestive messages
  • Political endorsements
  • Outside employment
  • Prohibited downloaded/uploaded material
  • Offensive language, content, comments
  • Material of sexually explicit nature
    graphics/music/jokes
  • Humor offensive

35
Discipline?
  • Siesta Key Barbie
  • This Barbie comes with her own mountain bike.
    Available with SUV complete with Kayak on the
    roof and a dog in the back. Optional Ken doll
    also comes with his own mountain bike and dog.
  • North Trail Barbie
  • This recently paroled Barbie comes with a 9mm
    handgun, a Ray Lewis knife, a Chevy with dark
    tinted windows and a Meth Lab Kit. This model is
    only available after dark and can only be paid
    for in cashpreferably small, untraceable bills.
  • Palmer Ranch Barbie
  • The Oaks Barbie
  • Bradenton Barbie
  • West of the Trail Barbie
  • Myrtle Street Barbie
  • Downtown Barbie
  • Documented Reprimand

36
Workplace Safety
  • Employee Injury Reporting Procedure
  • For any injury that requires emergency medical
    treatment, call 911 or proceed to the nearest
    emergency room.
  • All employee injuries should be reported to
    OptaComp immediately at 888-763-1450
  • 24 hours day / 7 days week / 365 days year

37
Workplace Safety
  • Advise supervisor a.s.a.p.
  • Employee injury or accident
  • All traffic citations received while operating
    county vehicle or equipment.
  • If taking OTC or Rx meds that may interfere w/
    job safety.
  • The use of intoxicants/illegal substances is
    prohibited and will result in disciplinary action
    up to and including termination.

38
Resolving Work-RelatedIssues Concerns
  • Informal Process
  • Resolve at the lowest level w/ supervisor
  • Formal Process
  • If unable to resolve informally
  • Written Grievance SCG or CBA

39
Remember
  • As employees of Sarasota County Government, we
    reflect the organizations image. Your success
    will ensure the success of Sarasota County.

40
SIMPLY STATED
41
THANK YOU
42
RESPECTFUL DIVERSE WORKPLACE (PREVENTING (SEXUAL)
HARASSMENT DISCRIMINATION IN THE WORKPLACE)
  • Sarasota County Government
  • New Employee Orientation

43
OBJECTIVES
  • Be aware of and understand the Countys
    commitment to creating and maintaining a
    diversity, talented, and productive workforce.
  • Become familiar with SCG policies prohibiting
    harassment, discrimination, inappropriate
    behavior/conduct and retaliation.
  • Understand employee rights to have their
    responsibility and accountability for supporting
    and maintaining a respectful workplace.
  • Be aware of the Countys internal EEO Complaint
    procedure for reporting concerns, allegations
    and/or complaints of inappropriate
    behavior/conduct, harassment and discrimination.

44
Diversity Management Policy Statement Excerpt
  • Every employee of Sarasota County Governments
    workforce shall be accountable and responsible
    for creating and maintaining a positive work
    environment that allows all employees to maximize
    their potential and contribute fully to the
    achievement of the Countys mission and vision.
    All employees shall be expected to embrace and
    respect the rich perspectives that each
    individual potentially brings to the Countys
    workforce, operations and service delivery

45
Preventing Discrimination
46
Sarasota County Government Is Committed
  • To the principles, laws and practices of equal
    employment opportunity based on merit fitness
    for duty, without regard to and/or discrimination
    because of race, color, religion, sex, national
    origin, marital status, age disability or sexual
    orientation.
  • To ensuring that employees and leaders create
    and maintain a work culture and environment that
    are respectful, equitable and fair to all
    individualsfree of hostile, intimidating,
    harassing and/or offensive actions, behavior and
    comments.

47
What Constitutes Different Treatment?
  • Blatant Treatment
  • Jokes
  • Slurs
  • Innuendos
  • Direct statements
  • Subtle Treatment
  • Job assignments
  • Training
  • Promotions
  • Pay

48
Discrimination Based on Disability (ADA)
  • ADA Protects job applicants and employees who
    although disabled are otherwise qualified for a
    job in terms of skills, experience, training
    and/or education.
  • ADA defines a disabled person as someone who has
    a physical or mental impairment that
    substantially limits one or more major life
    activities.
  • Major life activities Activities that an
    average person can perform with little or no
    difficulty such as walking, breathing, seeing ,
    hearing, speaking, learning and working.

49
Preventing (Sexual) Harassment in the Workplace
50
WHAT IS SEXUAL HARASSMENT
  • According to the Equal Employment opportunity
    Commission (EEOC) it is a form of sex
    discrimination prohibited by Title VII of the
    Civil Rights Act of 1964.
  • It is UNWELCOME sexual advances, requests for
    sexual favors, and other verbal or physical
    conduct of a SEXUAL NATURE.

51
TYPES OF SEXUAL HARASSMENT (QUID PRO QUO)
  • Submission to such conduct is made either
    explicitly or implicitly a term or condition of
    an individuals employment.
  • Submission to or rejection of such conduct by an
    individual is used as the basis for employment
    decisions affecting that individual.

52
SECOND TYPE OF SEXUAL HARASSMENT
  • Sufficiently severe or pervasive conduct that has
    the purpose or effect of unreasonably interfering
    with an individuals work performance
  • Creates an intimidating, hostile, or offensive
    work environment.
  • Establishes a pattern of offensive conduct,
    unless a single act is unusually severe.

53
MORE EXAMPLES OF BEHAVIOR THAT CAN BE UNWELCOME
AND/OR SEXUAL IN NATURE
  • Physical
  • Hugging
  • Kissing
  • Pinching
  • Patting, Gesturing , Grabbing
  • Touching
  • Coerced/Forced Sexual Intimacy
  • Assault
  • Verbal
  • Sexual remarks or questions
  • Suggestive comments
  • Pressure for dates
  • Obscene language which is gender specific or
    sexual in nature
  • Inappropriate comments about a persons body
    (parts)
  • Sexual Propositions and Threats

54
EXAMPLES OF BEHAVIOR THAT CAN BE UNWELCOME AND
SEXUAL IN NATURE
  • Visual
  • Cartoons
  • Written Documents
  • Pin-up Calendars
  • Drawings
  • Computer Images
  • Computer Games
  • Posters, Objects, Faxes, E-mail Messages and
  • Magazines
  • Non-Verbal
  • Sexually Suggestive Objects
  • Graphic Commentaries
  • Suggestive or Insulting Sounds or Whistling
  • Leering
  • Body Scanning (with eyes)
  • Obscene gestures

55
SAME SEX SEXUAL HARASSMENT
  • The U.S. supreme Court ruled that same sex sexual
    harassment is a form of sex discrimination under
    Title VII of the Civil Rights Act of 1964.

56
BEHAVIORS THAT ARE NOT TYPICALLY SEXUAL HARASSMENT
  • Welcome and NOT sexual in nature
  • Voluntary lunch or dinner dates asking a
    coworker to have lunch or dinner.
  • Appropriate compliments telling a person that
    his or her outfit is nice.
  • Acts of courtesy opening the door for someone.

57
Retaliation
  • Retaliation occurs when an employer or others in
    the employers workplace harasses or punishes an
    employee because that employee
  • Complained about discrimination
  • Opposed a practice believed to be discriminatory
  • Testified in an investigation or proceeding
  • Participated in an investigation or proceeding

58
Fraternization In the Workplace
  • See policy statement in the SCG Affirmative
    Action /Workforce Diversity Plan 2007-2010.

59
Report Allegations/Complaints
  • Refer to SCGs EEO Discrimination and Sexual
    Harassment Complaint Procedure.
  • Report Your Allegations of Illegal Sexual
    Harassment and/or Discrimination to
  • Your Immediate Supervisor
  • Next Level Supervisor or Management Leader
  • Human Resources, General Manager
  • SCG Workforce Diversity Coordinator

60
INVESTIGATION Of SEXUAL HARASSMENT
DISCRIMINATION ALLEGATIONS AND COMPLAINTS
  • SCG will conduct prompt, thorough and objective
    investigations.
  • Weigh the evidence.
  • Make a determination.
  • Initiate appropriate corrective action .

61
Call Human Resources for Assistance!
  • If you believe that you have been harassed or
    discriminated against in the workplace, please
    report your complaint and/or concerns to your
    supervisor, manager, or human resources staff in
    accordance with the Countys Internal EEO
    complaint procedure sooner than later!

62
Quick Tour of the BCC ChambersLunchBe back at
1215 p.m.Next Foundations of Excellent
Customer Service
63
Our Strategic Focus
  • A Look at Sarasota Countys Balanced Scorecard

64
Consider This
  • Discuss the following questions from the
    perspective of a citizen of Sarasota County
  • What are the greatest strengths or assets of
    Sarasota County that make it a great place to
    live?
  • What are the greatest challenges or concerns for
    Sarasota County that need to be addressed to
    make/keep this a great place to live?

65
Strategic Focus Areas
  • Growth Management
  • Mobility
  • Water Resource Management
  • Economic Development
  • Human Services
  • Neighborhood Preservation/Enhancement
  • Sustainability

66
Whats a scorecard?
67
Whats a scorecard?
  • Goal (Purpose)
  • Target (How will success be measured?)
  • Current Status (Score)
  • Time remaining, attempts allowed, and/or other
    important information
  • Helps you quickly determine whats important and
    how youre doing.

68
Components of the Balanced Scorecard
69
GOAL
70
Objective
Key Performance Indicator (KPI)
71
Circle any objectives that are affected by the
work you do.
72
Updates
  • Are the strengths and concerns of Sarasota County
    exactly the same today as they were 20 years ago?
  • Our balanced scorecard is updated periodically to
    help us prioritize and focus our energies.
  • Find it online (eNet) or ask your supervisor.

73
Elder Sensitivity Training
74
Tour Emergency Operations CenterWellness
Access 19Next Workplace Violence Class
75
  • STOP WORKPLACE VIOLENCE!
  • Sept. 2008

76
True or False?
  • If the county installs security systems and
    enforces security rules we will be less likely
    to experience workplace violence?
  • We can never predict when a person is going to
    flip out or turn violent?
  • Co-workers personal problems are not the
    countys business?

77
What is Workplace Violence ?
  • Any physical assault, threatening behavior or
    verbal abuse occurring at work or on duty
  • Threatening Behavior
  • Shaking fists, destroying property, throwing
    objects
  • Verbal or Written threats
  • Any expression of an intent to inflict harm
    including veiled threats
  • Harassment, including any behavior that
  • Demeans, embarrasses, humiliates, annoys, alarms
    or verbally abuses
  • Unwelcome known or would be expected
  • Words, gestures, intimidation, bullying, etc.
  • Rumors, pranks, property damage, sabotage

78
What is Workplace Violence cont
  • Verbal Abuse
  • Swearing, insults, or condescending language
  • Physical Attacks or Assaults
  • Hitting, shoving, pushing, or kicking
  • Anger-related incidents
  • Rape
  • Arson
  • Murder - Homicide 2nd leading cause of
    job-related deaths

79
Where does WPV Occur?
  • Traditional Workplace
  • Off-Site Business related functions
  • Conferences / Trade Shows
  • Social events related to work
  • Customers homes, vendors workplace
  • Away from work, but resulting from work
  • Threatening phone calls or emails to home

80
Staggering WPV Statistics
  • OSHA - victims/annually 2,000,000
  • Over one-half of US companies experienced some
    sort of workplace violence
  • assaults/week 18,000
  • murders/week 2
  • Most common form of WPV verbal threats 41
  • Economic cost to employers 35,000,000,000

81
Woman killed outside crowded restaurant -
Bradenton 5/08
  • A man grabbed a woman from inside a local
    restaurant then took her outside to the parking
    lot and shot her dead.
  • He entered through the back door, grabbed her and
    dragged her outside to a tree in the parking lot.
  • A crowd of restaurant patrons and workers watched
    him shoot her.
  • Ex-boyfriend
  • rocky relationship
  • she knew he wanted to kill her
  • Co-workers said he would call the restaurant she
    managed and threaten her, sometimes two to three
    times a day.

82
Impact on Employees
  • May suffer from
  • Psychological trauma
  • May know victim
  • May work in same location
  • Increased fear and stress
  • Loss of productivity

83
Four Broad Categories
  • Criminal
  • Stranger - No other connection to workplace
  • Intent seeking a target of opportunity
  • Customer/patron/vendor
  • Commits violent act on employee
  • Employee - current or former
  • Threatens or carries out violent acts against
    co-workers
  • Significant other
  • Someone who is not an employee, but personal
    relationship
  • targets employee during work hours w/
    intimidation, threats or worse.

84
(No Transcript)
85
5 of workplace homicides (about 1/3 not
associated w/ robbery or other stranger crime
fall into this category





86
Times of Greater Risk?
  • Late night / early morning hours
  • Tax return season
  • Overdue utility bill cut-off dates
  • Christmas
  • Pay days
  • Performance appraisals
  • Termination of employment

87
High-Risk Workplaces
  • Common Elements
  • Sexual Harassment
  • Verbal abuse
  • Minimum-wage payrolls
  • Discrimination
  • Workplace bullying
  • Poor or dangerous working conditions
  • Lack of job security
  • Physical attacks (i.e. hitting, shoving)
  • Threatening behavior (shaking fists, destroying
    property or throwing things)

88
Causes of Workplace Violence
  • Work related rare
  • Robbery, emergency response,
  • Job stress get even for
  • Loss of job or fear of losing job
  • Discipline
  • Unfavorable performance
  • Not receiving expectation promotion/raise
  • Acts/words viewed as unfair/hostile
  • Unresolved hostility w/ co-workers
  • Personal Problems
  • End of relationship
  • Abusive partner
  • Rage, fear, jealousy
  • Death
  • Alcohol/drug abuse
  • Lose touch w/ reality
  • Obsessive thoughts (romantic, grudge)
  • Victim stalked, threatened, harassed or attacked
  • Economic difficulties
  • Debt, bankruptcy
  • Serious Health Issues
  • Self or family member

89
Are there Warning Signs?
  • Violent behavior preceded by variety of early
    warning signs (5 types)
  • Often ignored
  • Recognition is key to prevention
  • Be alert to unacceptable or out-of-the-ordinary
    behaviors.
  • Immediately report to any supervisor, or any
    human resources representative

90
1) Unusual interest in weapons acts of violence
  • Unusual fascination w/ guns/weapons
  • Brings guns to work
  • Talks about acts of revenge or getting even
  • Statements approving the use of violence to
    resolve problems
  • Fascination w/ incidents of WPV sympathizes
    with those to commit workplace homicides

91
2) Signs of Depression
  • Frequent crying or mood swings
  • Withdrawal and isolation, loner
  • Feelings of hopelessness
  • Signs of alcohol/drug abuse
  • Loss of interest in life/work
  • Change in personal appearance/hygiene
  • Comments indicating desperation and suicide

92
3) Increased Work Problems
  • Lack of motivation
  • Absenteeism/tardiness
  • Lowered performance or productivity
  • Conflicts w/ others
  • Complains of unfair treatment
  • Overreacts to criticism
  • Refuses to acknowledge performance problems
  • Blames others
  • Talks about same problems w/o resolution
  • Misinterprets communications and directions
  • Disregards policies and procedures
  • More accident prone disregards safety

93
4) Signs of Domestic Violence
  • Frequent physical injuries, or injuries
    inconsistent w/ explanation
  • Strong emotional reactions to unusual or
    excessive phone calls received at work
  • Disruptive and unannounced workplace visits by
    significant other (spouse, partner or family
    member)

94
5) Other Behavioral Concerns
  • Sudden emotional outbursts
  • Displays of unwarranted angers
  • Expresses irrational beliefs/ideas, paranoid
  • Unhealthy obsession w/ co-worker
  • Unusual or extreme changes in behavior
  • Verbal/non-verbal/written threats or intimidation
  • Perception or belief that others are "out to get
    them

95
How do I protect myself?
  • Your safety is top priority
  • First - help reduce the odds
  • Adhere to SCG WPV policies and procedures
  • Learn how to recognize, avoid, or diffuse
    potentially violent situations
  • Immediately alert and report to supervisors any
    concerns about safety or security and report all
    incidents
  • In urgent situations- take steps for
    self-preservation
  • Report incident to supervisor and/or 911 ASAP!
  • Use common sense
  • Know your limitations
  • Dont take unnecessary risks
  • If confronted w/ weapon or deadly force, follow
    instructions
  • Watch for safe chance to escape
  • Alert others radio, cell phone, alarm system
    pre-arranged codes

96
Preventing/Defusing Workplace Violence
  • Security Systems and Rules
  • Report lights, locks, etc. not working
  • Never lend anyone pass card, ID or access code
    numbers
  • Unless authorized to do so, do not allow access
    to former employees after hours
  • Never bring weapons to work.
  • Report weapons, violence, or threats
  • Be aware of report suspicious persons

97
Sensible Daily Precautions
  • Secure purses, personal belongings
  • Dont handle unusual packages
  • Report missing items/break-ins
  • Avoid dark/unused stairways/parking
  • Let someone know working late
  • Try not to work alone
  • Have agreed upon danger signal to alert
    co-workers of possible danger

98
ZERO Tolerance
  • No threatening or violent behavior is acceptable
    and no violent incident will be ignored
  • All reports of violence will be reviewed on a
    case-by-case basis, without exception.
  • Possible consequences
  • First Occurrence. Suspension of from 10 to 30
    days, to dismissal
  • Second Occurrence. Dismissal

99
SCG Workplace Violence Prevention Policy
  • The Countys workforce deserves and shall not be
    expected to tolerate anything less than a work
    environment that is free from all forms of
    violence, unlawful discrimination, harassment,
    isolation and defamation.
  • All County employees shall be held accountable
    and responsible for maintaining a safe and
    productive work environment that allows all
    employees to maximize their potential and fully
    contribute to the achievement of the Countys
    mission, vision and goals.

100
Defuse Angry Person
  • Stay calm and polite, show respect
  • Dont argue, yell or threaten
  • Look in the eye call by name

101
Procedure to Report WPV
  • In emergency situation
  • Call 911
  • Immediately report to supervisor/manager
  • Non-emergency, but showing early warning signs or
    an escalating situation
  • Immediately report to supervisor/manager
  • If unavailable, call Human Resources

102
Dont Walk By
  • If situation is not addressed, behavior may
    escalate to become more violent.
  • You and your co-workers will feel unsafe.
  • The aggressor and co-workers will sense its OK
    for empl to display this kind of behavior.
  • What you report today, could prevent a serious
    incident or even a homicide tomorrow.

103
BREAK THE CYCLE
  • Awareness is the first step in preventing
    workplace violence.
  • BE PROACTIVE.
  • If nothing else dont walk by a problem.

104
Wrap Up and Evaluation
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