UCLA Policy 132 : Workplace Violence Prevention
I. PURPOSE & SCOPE
UCLA is committed to providing a safe work environment for faculty, staff, students, and visitors – one that is free from Violent Behavior and Threats of harm. UCLA prohibits Violent Behavior and Threats of harm affecting the workplace and such behavior violates both law and University policy.
This Policy defines the scope of Workplace Violence, identifies unacceptable behavior that will be treated as a violation of this Policy, and establishes the process to report these behaviors.
This Policy applies to all members of the University community, including faculty and other academic personnel, staff, students, volunteers, contractors, and visitors.
For the purposes of this Policy:
Workplace Violence includes a spectrum of behaviors that generates a reasonable concern for safety from violence, where a link exists between the behavior and the physical safety of employees and others (such as volunteers, contractors, and visitors), whether the behavior occurs on- or off-campus.
Workplace Violence behavior includes:
Disruptive Behavior is conduct that prevents normal campus activities or workplace functions, and may act as “warning signs” to possible violence, this includes but not limited to, verbal outbursts, excessive displays of anger, vandalizing University property, or any behavior that instills reasonable fear or generates sufficient evidence for concern that a person might act out violently.
Domestic Violence is abusive or Violent Behavior between individuals who have an ongoing or a prior intimate or family relationship that poses a threat to the workplace, this includes dating violence.
Stalking is behavior in which a person repeatedly engages in a course of conduct directed at another specific person, who places that person in reasonable fear of his or her safety or the safety of others, this includes, the use of technology to commit this behavior.
Threat is any physical, written, or verbal conduct, whether direct, indirect or conditional, that conveys the intent or is reasonably perceived to convey the intent to cause physical harm or to place someone in fear of his or her safety or the safety of others.
Violent Behavior involves physically aggressive acts against a person or a physical action intended to damage property.
III. POLICY STATEMENT
UCLA maintains zero tolerance for Workplace Violence. The University will respond promptly to all reports of Workplace Violence, and will take appropriate action to prevent, correct, and if necessary, discipline behavior that violates this Policy. Faculty, staff, student, volunteer or visitor found to commit or threaten acts of Workplace Violence is in violation of this Policy and will be subject to disciplinary actions under University policies or as applicable, collective bargaining agreements, and may be subject to criminal prosecution.
Any member of the UCLA community who is subjected to, witnesses, or has knowledge of Workplace Violence or actions that could be perceived as violent or threatening, or has reason to believe that such actions may occur, are strongly encouraged to immediately report such actions to the appropriate authorities as outlined in this Policy.
It is prohibited for any person to bring or possess a loaded or unloaded firearm or other weapon on UCLA campus or off-campus property, owned or operated by the University; any area adjacent to such property; or to an official activity of or program conducted by the University, unless such use or possession is with the written permission of the UCLA Police Chief, see UCLA Policy 131, Weapons on Campus. All criminal conduct must be reported immediately to the UCLA Police Department.
This Policy prohibits retaliation against any person who reports Workplace Violence in good faith, assists someone with a report of Workplace Violence, or participates in any manner in an investigation or resolution of a Workplace Violence report. The University’s Whistleblower Protection Policy, including provisions regarding retaliation may apply in this context.
The University will defend and indemnify University employees, acting within the scope of their employment, in any civil action arising from a good faith report of Workplace Violence required or encouraged under this Policy.
Temporary Restraining Order (TRO) or Injunction
A University community member who has suffered unlawful violence (i.e., assault, battery, or stalking as prohibited in California Penal Code 646.9) or a credible threat of violence reasonably likely to be carried out in the workplace (See California Civil Procedure Code 527.8) and is seeking to obtain or has obtained a TRO or injunction shall notify UCPD.
If you need information about obtaining a Workplace Violence TRO or injunction, call UCPD and/or the UCLA Behavioral Intervention Team (BIT) Coordinator at (310) 794-0422. For members of UCLA Health, contact your human resources representative.
UCLA understands the sensitivity of this information and will treat it with appropriate discretion and confidentiality.
IV. REPORTING PROCEDURES
All members of the UCLA community are strongly encouraged to promptly report Workplace Violence to the appropriate authorities as outlined in the table below.
Actual or Imminent Workplace Violence
Call 911 immediately.
UCLA Campus - Threats of Workplace Violence - not imminent or immediate danger
Promptly report to one of the following:
UCLA Health – Threats of Workplace Violence - not imminent or immediate danger
UCLA Health includes Ronald Reagan UCLA Medical Center, Mattel Children’s Hospital UCLA, David Geffen School of Medicine, Santa Monica UCLA Medical Center & Orthopaedic Hospital, UCLA’s Resnick Neuropsychiatric Hospital, the Licensed Clinics, and UCLA Faculty Practice Group.
Promptly report to one of the following:
UCLA Health – Disruptive Behavior Among Employees - not imminent or immediate danger
Promptly report to one of the following:
Reporting procedures for disruptive behavior of UCLA Health employees are governed by UCLA Hospital System Policy 7313, Disruptive Behavior Among Employees.
Students involved with Workplace Violence– not imminent or immediate danger
Contact Counseling and Psychological Services (CAPS) at 310-825-0768 or the Consultation & Response Team at 310-825-0628. See Faculty & Staff 911 Guide.
V. ROLES AND RESPONSIBILITIES
Safety and security in the University workplace environment are the responsibility of every member of the UCLA community. Specific responsibilities are assigned in order to implement and ensure compliance with this Policy.
A. All Members of the University Community
All members of the University community are strongly encouraged to report incidents of Workplace Violence as outlined in this Policy, and take advantage of campus resources and training on preventing Workplace Violence.
B. Managers and Supervisors
Managers and supervisors are responsible for the following:
Informing employees and other campus community members associated with the department of this Policy and required compliance;
Notifying employees of campus resources and training on preventing Workplace Violence; and
Reporting incidents of Workplace Violence as outlined in this Policy.
C. UCLA Behavioral Intervention Team (BIT)
BIT was established to provide oversight, monitor trends, and develop programs to deal with Workplace Violence issues. Members of BIT include:
- UCLA Police Department
- Staff & Faculty Counseling Center
- Insurance & Risk Management
- Campus Human Resources – Employee Relations
- Health System Human Resources – Employee Relations
- Office of Legal Affairs
- Academic Personnel– (Faculty)
BIT responsibilities include:
- Developing and implementing this Policy;
- Managing all reports of Workplace Violence;
- Assisting managers and supervisors in managing risks and interpreting warning signs;
- Developing an action plan for handling potentially violent situations;
- Providing resources to use in threatening situations; and
- Providing options for obtaining post-incident assistance.
VI. ADDITIONAL CAMPUS RESOURCES
Crime Prevention Brochures and Safety Tips
|Provides safety and security workshops and similar programs for University employees.||310-825-1491|
|Staff & Faculty Counseling Center||UCLA's employee assistance program, providing consultation, training, crisis intervention, counseling, and referral services to UCLA departments, staff, and faculty.||310-794-0245|
|Counseling & Psychological Services (CAPS)||A multidisciplinary student mental health center for the UCLA campus.||310-825-0768|
|Consultation & Response Team
Guide to Assisting Students in Distress
|Identifies students in crisis, assesses distressed student needs, and directs them to appropriate resources.||310-825-0628
|Office of Ombuds Services||Provides assistance in resolving conflicts, disputes, or complaints on an informal basis for students, faculty, staff, and administrators.||310-825-7627|
|Employee Disability Management Services||Evaluates and implements job accommodations for staff and faculty with physical or mental disabilities.||310-794-6948|
|Student Legal Services||Provides legal assistance to current UCLA students, including preparation of documentation for protective orders.||310-825-9894|
|Title IX Office - Sexual Harassment Prevention||Provides consultation and advice to anyone in the UCLA community regarding rights and responsibilities under Title IX.
The Title IX office takes complaints of sexual harassment and sexual violence.
- UC Statement of Ethical Values and Standards of Ethical Conduct;
- UCLA Policy 131, Weapons on Campus;
- Faculty Code of Conduct;
- Academic Personnel Manual;
- Personnel Policies for Staff Members;
- UCLA Student Code of Conduct;
- UC Sexual Violence and Sexual Harassment Policy;
- UCLA Policy 136: Reporting Child Abuse and Neglect;
- UC Whistleblower Policy;
- American National Standard – Workplace Violence Prevention and Intervention;
- California Code of Civil Procedure Section 527.8;
- California Code of Civil Procedure Section 527.6;
- Domestic Violence Employment Leave act CAL Labor Code 230.1;
- The Federal Equal Employment Opportunity Commission (EEOC);
- California Department of Fair Employment and Housing (DFEH);
- Hospital System Policy 7313, Disruptive Behavior Among Employees.
/s/ Olsen, Steven
Acting Administrative Vice Chancellor