June 12, 2017
Last Revision Date
This policy applies to any person who is employed by University University and any employee on or off duty at a Marymount University workplace.
To provide a safe environment for all employees
Marymount University (“University”) is committed to providing a safe work environment free from Workplace Violence. Marymount University does not tolerate Workplace Violence.
Any location operated by Marymount University, or where University employees are located for purposes of conducting their duties or university business.
1.2 Workplace Violence
Any behavior at work that is violent, threatens violence, coerces, harasses or intimidates others, interferes with an individual’s legal rights of movement or expression, or disrupts the workplace, the academic environment, or the university’s ability to provide services to the public. Examples of Workplace Violence include, but are not limited to:
- Disruptive behavior that disturbs or interferes with, or prevents normal work or academic activities (such as yelling, verbally abusing others, or waving arms and fists).
- Intentional physical contact for the purpose of causing harm or nuisance (such as slapping, holding/preventing movement/cornering, punching, striking, shoving, or other physical attack).
- Menacing, intimidating, or behavior intended to frighten, coerce, or threaten where a reasonable person would interpret such behavior as intent to cause harm to individuals or property or to deter personal movement or expression in an intimidating manner.
- In some cases, a violation of University Policy (campus weapons, sexual harassment, dating and domestic violation, and other prohibited conduct defined under the Sexual and Interpersonal Misconduct Policy).
2.0 Responsibilities and Procedures
- Faculty, staff, and student employees must report workplace violence or threats of violence, as defined above, to their manager.
- Employees who are advised by anyone that workplace violence has occurred or may occur must report this to the Director of Campus Safety and Emergency Management immediately. Retaliation and adverse treatment of employees who report concerns or incidents in good faith or who participate in an investigation are prohibited.
- In the event the complaint is against a student employee, the Office of Student Conduct should be notified.
- If evidence appears to support the allegations of violence or threats of violence, faculty, staff, and student employees should follow appropriate procedures.
- Recurring or persistent workplace violence that an employee reasonably believes is not being addressed satisfactorily, or violence that is, or has been engaged in by the employee’s manager should be brought to the attention of Human Resources and the Director of Campus Safety and Emergency Management.
- Any employee who has obtained an Order of Protection must notify their manager and the Director of Campus Safety and Emergency Management. Victims of domestic violence who believe that violence may extend into the workplace, or employees who believe that domestic or other personal matters may result in their being subject to violence extending into the workplace, are encouraged to notify their manager and Campus Safety. Confidentiality will be maintained to the extent possible
2.1 Responsibility in Emergencies
In the event of imminent or actual violence, a person should:
- Take necessary precautions to ensure personal safety and the safety of others,
- Call 9-1-1, and/or
- Call Campus Safety at (703) 284-1600.
2.2 Responsibility in Non-Emergencies
- An employee who is the subject of, or aware of, possible Workplace Violence must immediately report this knowledge to Human Resources and their supervisor (unless the Workplace Violence has been engaged in by the individual’s supervisor). Human Resources must notify The Office Student Health and Well-Being when an allegation of Workplace Violence is made against a student.
- Reported allegations of Workplace Violence must be kept confidential, except as necessary during the investigation process and/or subsequent proceedings.
2.3 Corrective Action
Violation of this policy by any employee may lead to disciplinary action up to and including dismissal. Additionally, violation of the policy by any person could result in legal action, as appropriate. Retaliation and adverse treatment against those who, in good faith, report concerns or incidents of Workplace Violence or who participate in an investigation are prohibited.