Workplace Violence is any act or threat of intimidation, threats, physical attack, domestic violence or property damage and includes acts of violence committed by State employees, clients, customers, relatives, acquaintances or strangers against State employees in the workplace.
Hostile Environment Harassment is unwelcome conduct by an individual against another individual based upon a protected status that is so severe, persistent, or pervasive that it alters the conditions of education (e.g., admission, academic standing, grades, assignment), employment (e.g., hiring, advancement, assignment), participation in a University program or activity (e.g., campus housing) or receipt of legitimately-requested services (e.g., disability accommodations) and creates an environment that a reasonable person in similar circumstances and with similar identities would find hostile, intimidating, offensive or abusive. An isolated incident, unless sufficiently serious, will usually not amount to Hostile Environment Harassment.
If a co-worker or manager does one or more of the following you may be experiencing workplace violence/ harassment…
- Threats / Multiple Threats (via email, phone contact, in person)
- Physical Attacks
- Domestic Attacks
- Property Damage
- Tries to control you- tells you what to do
In order to mitigate the risk of violence in your workplace, it’s critical for you to understand the four main types of workplace violence that could compromise employee safety.
- Criminal intent. The perpetrator has no legitimate relationship to the business or its employees and is usually committing a crime in conjunction with the violence. These crimes can include robbery, shoplifting, trespassing and terrorism.
- Client. The perpetrator has a legitimate relationship with the business and becomes violent while being served by the business.
- Worker-on-worker. The perpetrator is an employee or past employee who attacks or threatens another employee(s) or past employee(s) in the workplace.
- Personal relationship. The perpetrator usually does not have a relationship with the business but has a personal relationship with the intended victim.
Quid Pro Quo Harassment: Unwelcome conduct by an individual against another individual based upon Protected Status where submission to or rejection of such conduct is used, explicitly or implicitly, as the basis for decisions affecting an individual’s education (e.g., admission, academic standing, grades, assignment), employment (e.g., hiring, advancement, assignment), participation in a University program or activity (e.g., campus housing) or receipt of legitimately requested services (e.g., disability accommodations).
Retaliation is expressly prohibited under this policy. Retaliation is defined as any action taken by an accused individual or an action taken by a third party against any person because that person has opposed any practices forbidden under this policy or because that person has filed a complaint, testified, assisted, or participated in any manner in an investigation or proceeding under this policy. This includes action taken against a bystander who intervened to stop or attempt to stop discrimination, harassment, or sexual misconduct. Retaliation includes intimidating, threatening, coercing, or in any way discriminating against an individual because of the individual’s complaint or participation. Action is generally deemed retaliatory if it would deter a reasonable person in the same circumstances from opposing practices prohibited by this policy.
ECSU takes every allegation of workplace violence/ harassment, seriously. Therefore, ECSU shall make every effort to protect victims of workplace violence and provide interim measures (supports), including but not limited to:
- Free, confidential counseling available through the Employee Assistance Program (ComPsych). Please contact HR for resource information.
- Special accommodations or adjustments to their work schedule, location or working conditions in order to enhance their safety
- Support a victim by approving leave time for medical, court, or counseling appointments related to trauma, and or victimization (with the use of accumulated leave time)
If you are not in immediate danger, please contact one of the following staff members:
Tanisha F. Brumsey
Title IX Investigator
243 Marion D. Thorpe Administration Bldg.
Chief of Police
142 Thomas-Jenkins Bldg./Campus Box 929