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REQUIREMENTS AND POLICIES MANUAL

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Violence in the Workplace

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    Title:

    Violence in the Workplace

    Publication date:

    8/25/2022

    Effective date:

    8/5/2005

    BRIEF

    Policy Summary

    Berkeley Lab provides a community in which employees, affiliates (formally known as guests), and visitors can work together in an atmosphere of respect and civility, free of harassing and threatening behaviors. Berkeley Lab policies are designed to protect and promote the rights of members of the Berkeley Lab community and to prevent actions that interfere with those rights and with the Berkeley Lab's mission. Any threat or violent act by an individual associated with Berkeley Lab, including any employee, contractor, affiliate, or student, will be considered serious misconduct and may be the basis for disciplinary action or dismissal. Such an act may be reported to local law enforcement officials for appropriate action.

    Who Should Read This Policy

    This policy applies to all represented and non-represented employees, affiliates, contract workers, and visitors. 

    To Read the Full Policy, Go To:

    The POLICY tab on this wiki page

    Contact Information

    For more information, contact your division's HR Field team
    Feedback on HR policies or procedures is welcomed. Send comments to [email protected].

    Title:

    Violence in the Workplace

    Publication date:

    8/25/2022

    Effective date:

    8/5/2005

    POLICY

    A. Purpose

    Berkeley Lab is committed to providing a workplace that is as free as possible from intimidation, threats of violence, and acts of violence. This policy provides guidance to all who work at or visit Berkeley Lab to help maintain an environment at and within Berkeley Lab property that is free of violence and the threat of violence.

    B. Persons Affected

    This policy applies to all represented and non-represented employees, affiliates, contract workers, and visitors. 

    C. Exceptions

    Requests that exceed what is allowed under current policy or that are not expressly addressed by current policy are considered exceptions to policy. A request for an exception to policy requires, at a minimum, the approval of the Chief Human Resources Officer.

    D. Policy Statement

    1. Policy. It is the policy of Berkeley Lab to create and maintain a community in which we can work together in an atmosphere of respect and civility, free of harassing and threatening behaviors. Berkeley Lab policies are designed to protect and promote the rights of members of the Berkeley Lab community and to prevent actions that interfere with those rights and with Berkeley Lab's mission. Any threat or violent act by an individual associated with Berkeley Lab, including any employee, contractor, affiliate, or student, will be considered serious misconduct and may be the basis for disciplinary action or dismissal. Such an act may be reported to local law-enforcement officials for appropriate action.
    2. Crisis Action Team. To assist managers and individuals in assessing situations involving workplace violence, Berkeley Lab has established a Crisis Action Team (CAT), composed of Berkeley Lab and University of California, Berkeley, campus units with special expertise in professional training. These units work together to deal with verbal and physical behaviors perceived as disruptive, intimidating, threatening, or violent. CAT helps clarify the management of situations (including legal and psychological issues), coordinates communication, and monitors resolution of incidents.
    3. Immediate Assistance. If an employee believes they needs assistance, they should call the Employee Labor Relations Manager (x6747). If an employee is experiencing immediate threat, they should dial 7911 (or 9-911 from a Berkeley Lab phone).

    E. Roles and Responsibilities

    Role

    Responsibility

    Chief HR Officer

    Has the functional responsibility for this policy

    Crisis Action Team (CAT)

    Helps clarify the management of situations (including legal and psychological issues), coordinates communication, and monitors resolution of incidents

    Employees

    Have the responsibility to adhere to the provisions of this policy

    HR Division

    Has the responsibility to advise management and employees on how to comply with this policy

    Managers and Supervisors

    Have the responsibility to adhere to the provisions of this policy

    F. Definitions/Acronyms

    Term

    Definition

    CAT

    Crisis Action Team

    G. Recordkeeping Requirements

    The Human Resources Division will maintain records of any incidents.

    H. Implementing Documents

    I. Contact Information

    For more information, contact your division's HR Field team
    Feedback on HR policies or procedures is welcomed. Send comments to [email protected].

    J. Revision History

    Date

    Revision

    By whom

    Revision Description

    Section(s) affected

    Change Type

    1/2/2012

    1

    M. Bello

    Rewrite for wiki

    All

    Minor

    8/25/2022 1.1 W. Crosson Periodic review: removed existing gendered pronouns and replaced with gender-neutral language; updated links and implementing documents All Editorial 

    DOCUMENT INFORMATION

    Title:

    Violence in the Workplace

    Document number

    02.02.006.000

    Revision number

    1.1

    Publication date:

    8/25/2022

    Effective date:

    8/5/2005

    Next review date:

    8/25/2027

    Policy Area:

    Work Environment

    RPM Section (home)

    Human Resources

    Functional Division

    Human Resources

    Prior reference information (optional)

    RPM Section 2.05(F)

    Source Requirements Documents

    Implementing Documents

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