Workplace Violence Prevention Plan
California State University, Fullerton aims to provide a working environment that minimizes the potential for workplace violence and other safety/security risks. Its Workplace Violence Prevention Plan
(WVPP), which will be available on July 1, 2024, outlines procedures that both mitigate the threat of violence in the workplace through reporting, hazard identification, training, communication and employee involvement and enable prompt and effective responses to workplace violence.
Alexander Porter, the University’s Vice President for Administration & Finance/CFO, is responsible for the implementation and overall coordination of the WVPP, which includes assessing the effectiveness of the WVPP as well as its compliance with applicable federal and state laws and regulations as well as California State University and University policies. The Vice President may be contacted at vpadmin@fullerton.edu or 657-278-2115. Section VIII of the WVPP identifies other University administrators who have responsibilities under the WVPP.
For questions or concerns regarding the WVPP, please contact the John Beisner, Executive Director, Risk Management & Compliance, at jbeisner@fullerton.edu or 657-278-4937, or Anthony Frisbee, Chief of the University’s Police Department, at afrisbee@fullerton.edu or 657-278-3302.
WE ALL SHARE IN THE RESPONSIBILITY TO MAKE THE UNIVERSITY A SAFE WORKPLACE FOR EVERYONE.
What is Workplace Violence?
The term “Workplace violence” incorporates any act of violence or threat of violence that occurs in a place of employment. This term includes but is not limited to the following:
- The threat or use of physical force against an employee that results in, or has a high likelihood of resulting in, injury, psychological trauma, or stress, regardless of whether the employee sustains an injury.
- An incident involving a threat or use of a firearm or other dangerous weapon, including the use of common objects as weapons, regardless of whether the employee sustains an injury.
- The following four workplace violence types:
- Type 1 violence - Workplace violence committed by a person who has no legitimate business at the worksite and includes violent acts by anyone who enters the workplace or approaches employees with the intent to commit a crime.
- Type 2 violence - Workplace violence directed at employees by customers, clients, patients, students or visitors.
- Type 3 violence - Workplace violence against an employee by a present or former employee, supervisor, or manager.
- Type 4 violence - Workplace violence committed in the workplace by a person who does not work there but has or is known to have had a personal relationship with an employee.
Workplace violence does not include lawful acts of self-defense or defense of others.
Section IV of the WVPP
contains other key definitions.
Preventing Workplace Violence
As of July 1, 2024, all University employees will have access to workplace violence training, which outline measures to prevent or mitigate workplace violence. Creating a work environment that minimizes negative feelings such as isolation, resentment or hostility; recognizing performance or conduct that may represent warning signs; and intervening early are also important.
-
Work Environment
Although no workplace can be perceived as perfect by every employee, there are several measures that can help foster a professional, healthy, and caring work environment. These include, but are not limited to:
-
- Promote sincere, open, and timely communication among managers, employees, and union representatives.
- Offer opportunities for professional development.
- Support a family-friendly work environment.
- Maintain mechanisms for complaints and concerns and allow them to be expressed in a non-judgmental forum that includes timely feedback to the initiator.
- Promote "quality of life" issues such as facilities and job satisfaction.
- Maintain impartial and consistent discipline for employees who exhibit improper conduct and poor performance.
-
Performance/Conduct Indicators
Recognizing performance and/or conduct problems that may be warning signs of potential trouble is good prevention strategy. These signs may show up in perpetrators of violence, those who are victims, and those involved in domestic violence. Although only one of these indicators may be present, it is more likely that a pattern will emerge or point to a change from past behavior. Remember that the presence of any of these characteristics does not necessarily mean a violent act will follow. For example, they may be indicators of depression, another illness or injury, or grief. Some examples of such performance and/or conduct indicators include:
-
- Attendance problems – excessive sick leave, excessive tardiness, leaving work early, improbable excuses for absences.
- Adverse impact on supervisor's time – supervisor spends an inordinate amount of time coaching and/or counseling employee about personal problems and/or counseling employee or dealing with co-worker concerns.
- Decreased productivity – making excessive mistakes, poor judgment, missed deadlines, wasting work time and materials.
- Inconsistent work patterns – alternating periods of high and low productivity and quality of work, inappropriate reactions, overreaction to criticism, and mood swings.
- Concentration problems – easily distracted and often has trouble recalling instructions, project details, and deadline requirements.
- Safety issues – more accident prone, disregard for personal safety as well as equipment and machinery safety, taking needless risks.
- Poor health and hygiene – marked changes in personal grooming habits.
- Unusual/changed behavior – inappropriate comments, threats or reactions.
- Evidence of possible drug or alcohol use/abuse.
- Evidence of serious stress in the employee's personal life – crying, excessive phone calls, recent separation.
- Continual excuses/blame – inability to accept responsibility for even the most inconsequential errors.
- Unshakable depression – low energy, little enthusiasm, despair.
-
Intervention and Action
Early intervention may defuse the initial situation and give the manager an opportunity to thoroughly review options for resolution. Intervention sets the tone for how the situation will be resolved so any action should be taken only after seeking appropriate counsel.
Appropriate administrators and managers must be willing to act when necessary. All employees must know that violence in the workplace will not be tolerated and that appropriate action will be taken if acts or threats of violence occur.
Report a Workplace Violence Incident
If this is an emergency and requires an immediate response to prevent injury or property damage, call or text 911 from your cell phone if safe to do so.
To report a Workplace Violence Incident, please use the University’s Workplace Violence Incident Reporting Form. Section V.A. of the WVPP
outlines other ways a member of the University community can report an act or threat of violence, including anonymously. Reports may also be made on the University's Workplace Violence Hotline at 657-278-4354
.
The University strictly prohibits any retaliation for reporting an instance of workplace violence. Any member of the University community who retaliates against someone for reporting an incident is subject to discipline, including and up to dismissal or expulsion.
Report a Workplace Violence Hazard or Other Concern
If this is an emergency and requires an immediate response to prevent injury or property damage, call or text 911 from your cell phone if safe to do so.
To report a Workplace Violence Hazard or other concern related to workplace violence, please use the University’s Campus Safety Report. Sections VI.C-E. of the WVPP
outline how the University identifies, evaluates and corrects hazards associated with Workplace violence.
The University strictly prohibits any retaliation for reporting an instance of workplace violence. Any member of the University community who retaliates against someone for reporting an incident is subject to discipline, including and up to dismissal or expulsion.
Emergency Notification
In the event of a workplace violence emergency, the University will send alerts to members of the University community through its Timely Warning, Emergency Notification and/or Safety Bulletin process.
Section V.B. of the WVPP
outlines the information that may be provided during an emergency.
Workplace Violent Incident Log
The University maintains and makes available to the public a Violent Incident Log that notes among other things the date, time and location of incident; the type(s) of workplace violence involved; and a description of the incident. Section V.C. of the WVPP
outlines all of the information included on the log.
To request a copy of the Log, please contact the John Beisner, Executive Director, Risk Management & Compliance, at jbeisner@fullerton.edu or 657-278-4937, or Anthony Frisbee, Chief of the University’s Police Department, at afrisbee@fullerton.edu or 657-278-3302.
Training
As of July 1, 2024, the University will provide training to members of the University community regarding the WVPP. This training will be required of all employees and volunteers. Students will be encouraged to complete the training.
Section VI.B. of the WVPP
outlines additional information concerning the content of the training the University will provide.
Employee Involvement
The University will ensure that members of the University community and authorized employee representatives have opportunities to participate in and communicate with those responsible for the WVPP regarding the following:
- Identifying, evaluating, and determining corrective measures (engineering or work practice controls) to prevent workplace violence.
- Designing and implementing any campus-specific training.
- Reporting workplace violence incidents.
- Reviewing post-incident investigations.
Section VIII of the WVPP outlines additional opportunities for employee involvement as well as how to request records related to the WVPP.
