Viewable by the world
Group Access to RPM
Can VIEW the space: rpm2-editors ,  rpm2-admins ,  confluence-users ,  anonymous ,  confluence-administrators , 
Can EDIT the space: rpm2-editors ,  confluence-administrators ,  rpm2-admins , 
Can ADMINISTER the space: confluence-administrators , 

Versions Compared

Key

  • This line was added.
  • This line was removed.
  • Formatting was changed.

...

Deck of Cards
idmyId
Card
labelBrief

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].

Card
labelPolicy

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

8/25/20221.1W. CrossonPeriodic review: removed existing gendered pronouns and replaced with gender-neutral language; updated links and implementing documentsAllEditorial 
Card
labelDocument Information

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

Show If
grouprpm2-admins
Card
labelAdditional Information

ADDITIONAL 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

RPM Section (cross-reference)

Section 2.05(F)

Functional Division

Human Resources

Author name/contact info

M. Bello



Revision 0 publication date

8/5/2005

Retirement date

n/a

Prior reference information (optional)

RPM Section 2.05(F)



Inputs from more than one Functional Area?

Yes

List additional Functional Areas & contacts

Dan Lunsford, Laboratory Security Manager
Ann del Simone, Legal Counsel
UCOP HR Policies



Inputs from more than one Policy Area?

Yes

List additional Policy Areas & contacts

Cynthia Coolahan, HR Systems & Services Manager
Victor Roberts, ELR Manager
Leslie Cobb, ELR
Shada Kuba, ELR



30-day notification needed?

No

30-day start date

n/a

30-day end date

n/a



LDAP protected?

Yes



Need TABL reminders?

No

Frequency

n/a

Brief reminder text:

n/a



Approval Sheet for this revision received (date)
[Note: author is responsible}


Key labels/tags:

Workplace violence, violence, intimidation, threat, harassment

New terms that need to be added to Glossary/Acronym list:

None

Implementing Documents restricted to department/functional use

None

Side bars: Policy (D)(1)
If you are experiencing an immediate threat, call 7911 (or 9-911 from a campus phone).