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HomeMy WebLinkAboutAgenda - 05-21-1997 - 8l 1 Orange County Board of Commissioners Action Agenda Item Abstract Meeting Date: May 21, 1997 Action Agenda Item No. T-3. Subject: Personnel Ordinance Revision -Workplace Violence Prevention Department: Personnel Public Hearing: Yes No X Budget Amendment Needed: Yes No X Attachment(s): Information Contact: 1- Draft Revision to the Orange County Eleanor Green, Personnel Analyst Personnel Ordinance, Article III, New Section 9.0 Extension 2556 2-Designated High Risk Positions for Training Telephone Number: Hillsborough 732-8181 Chapel Hill 968-4501 Durham 688-7331 Mebane 227-2031 Purpose: To consider the addition of a Workplace Violence Prevention policy to the Orange County Personnel Ordinance. Background: The Personnel Department is working closely with Risk Management Director Pam Jones and members of the County's Risk Management Team to address employee safety concerns. One of the top employee concerns identified is the increasing incidence of workplace violence. To respond to employee concerns about workplace violence, the Risk Management Team and the Personnel Department plan to launch a Workplace Violence Prevention initiative that includes development and communication of policies and procedures to support the initiative, as well as training for employees on workplace violence prevention and incident reporting. Attachment 1 is a draft new section of the Personnel Ordinance, "Workplace Violence Prevention". This draft supports this initiative and addresses the following issues related to Workplace Violence: z a • Expresses concern for the security and safety of all Orange County employees and citizens. • Delineates specific responsibilities for the employee, department head or supervisor, Personnel Department and Risk Management Director in managing and reporting workplace violence. • Provides that employees follow established guidelines for managing and reporting incidents of workplace violence. (These guidelines were provided to the Board under separate cover.) The Board had initially reviewed the draft Personnel Ordinance Revision at its May 5, 1997 meeting. In response to one of the Board member's concerns about the word "suspicion" in section 9.3.1 and 9.3.2, this word was removed. Also, as requested by one of the Board members during the May 5 meeting, a complete list of the positions designated as "high risk" is included as Attachment 2. Beginning in May, Workplace Violence Prevention training will be offered to employees whose jobs are designated as "high risk." The "high risk" employees are those employees whose jobs require regulatory work in the community, or work in home settings away from the Orange County offices (social workers, public health nurses, inspectors, for example). After the initial phase of training for the "high risk" employees, training will be offered to other Orange County employees as requested. In addition to training, the workplace violence prevention initiative will include looking at existing facilities and work practices and making recommendations for any necessary changes in these areas. As discussed on May 5, the initiative also includes providing safety information to volunteers. Safety awareness materials have been included in the orientation materials for all Orange County Board and Commission volunteers. In addition, written safety materials will be available to department staff working with volunteers who are not members of a Board or Commission. Recommendation: The Manager recommends the Board approve amending the Orange County Personnel Ordinance to add the Workplace Violence Prevention Policy. Mpers\wkviolen.doc ` 3 Attachment 1 DRAFT Orange County Personnel Ordinance Article III, New Section 9.0 9.0 WORKPLACE VIOLENCE P EVENTION 9.1 Pose Orange County is concerned for the security and safety of its employees and citizens. It is the responsibility of each employee to contribute to the safety of the work environment. No Orange County employee may engage in workplace violence or activities that may provoke workplace violence. Each employee shall report workplace violence and handle conflicts according to established guidelines. To facilitate workplace safety and violence prevention, the County has established this Workplace Violence Prevention policy. In addition,the County provides employees with guidelines to follow when responding to workplace violence and training to educate employees in ways to prevent workplace violence. 9.2 Coverage This policy applies to all Orange County employees both permanent and temporary. 9.3 Responsibilities 9.3.1 Employee Each employee is responsible for: • Following established guidelines for workplace violence prevention • Reporting any knowledge of a current or potential incident of workplace violence (involving employees or non-employees)to a supervisor as instructed by the Workplace Violence Prevention Guidelines including completion of the required reporting form following any incident. 9.3.2 Department Head/Supervisor Each department head and supervisor is responsible for: • Following the guidelines for workplace violence prevention • Reporting any knowledge of a current or potential incident of workplace violence to the Risk Management Director as a 4 instructed by the reporting procedures, including completion of the Workplace Violence Reporting form. • Communicating the Workplace Violence Prevention Policy and Workplace Violence Prevention guidelines to employees 9.3.3 Risk Management Director(Purchasing and Central Services Director) The Risk Management Director is responsible for: • Establishing and maintaining the workplace violence prevention policy and guidelines • Reviewing and facilitating the evaluation of all incident reports of workplace violence • Coordinating the Violence Assessment Team to review and respond to any incidents as necessary • Initiating any necessary changes to enhance workplace safety and communicating the planned changes to involved employees 9.3.4 Personnel Department The Personnel Department is responsible for: • Planning and coordinating training for department heads, supervisors and employees in building understanding of what workplace violence is and how to recognize and respond to a potentially violent or threatening incident • Communicating to employees and supervisors the County's policies and guidelines relating to workplace violence prevention 9.3.5 Violence Assessment Team The Violence Assessment Team is appointed by the Risk Management Director and is responsible for: • Assessing the vulnerability to workplace violence and making recommendations on preventive actions • Reviewing and responding to any workplace violence incidents as necessary. 9.4 Definitions Workplace Violence includes, but is not limited to,verbal abuse,harassment, intimidation,threats,physical attack, carrying or possession of a prohibited weapon, or inflicting property damage as a result of an intentional act. Harassment/Intimidation includes,but is not limited to, stalking or engaging in actions intended to frighten or coerce. 2 5 a Threat is an expression or action showing intent to inflict harm. This includes the giving of signs or warnings of violence. An expression constitutes a threat without regard to whether the party communicating the threat has the present ability to carry it out and without regard to the overt or subtle nature of the expression. Physical Attack is unwanted or hostile physical contact such as hitting, fighting, pushing, shoving or throwing objects at a person. Prohibited Weapons-A firearm; an explosive, corrosive, inflammable or radioactive substance or any instrumentality of mass death and destruction; a knife (other than a pocket knife with a blade not exceeding four inches long which provides for its point and cutting edge to be entirely enclosed by its handle and which may not be opened by any throwing, explosive or spring action)not furnished or approved by the employee's department for the accomplishment of the job; and any other object used or which reasonably could be used to cause bodily harm. A small container of tear gas, pepper spray, or mace used or intended to be used for personal defense is not a prohibited weapon for the purposes of this policy. 3 6 Attachment 2 Designated "High Risk*" Positions for Inclusion in Initial Safety Training Code Enforcement Officer I Code Enforcement Officer II Code Enforcement Officer III Code Enforcement Supervisor Erosion Control Officer Erosion Control Supervisor Planner II (1 position) Housing Specialist Rehabilitation Specialist/Housing Inspector Social Worker I Social Worker II Social Worker III Child Protective Services Social Worker Social Work Clinical Specialist Child Welfare Program Specialist Social Work Supervisor Child Protective Services Supervisor Emergency Medical Technician Assistant Fire Marshal Deputy Emergency Management Director/Fire Marshal Animal Control Officer Animal Control Director Environmental Health Specialist Environmental Health Program Specialist Soil Scientist Environmental Health Supervisor Environmental Health Director Public Health Educator Senior Public Health Educator Public Health Nurse I Public Health Nurse II * A High Risk position is one where the job requires field work that is regulatory in nature, or visits to an individual citizen in his or her home.