Workplace Violence Prevention

Adopted by Spokane Public Library Board of Trustees on October 15, 2013.

1. GENERAL

The Spokane Public Library is committed to achieving and maintaining a workplace free of violence for its employees and those who visit our libraries. The library will take every reasonable step to create a safe and secure work environment free of violence, aggressive acts, verbal and non-verbal threatening behavior and harassment toward or by its employees or the public they To reduce the risk of violence and promote safety in the workplace, all employees should review and understand all provisions of this Workplace Violence Prevention Policy, the administrative procedures regarding workplace violence prevention and response outlined in document number60.3.1A, and the library’s emergency procedures.

This policy is divided into the following sections:

SECTION 1 – GENERAL

SECTION 2 – STATEMENT OF POLICY

SECTION 3 – RESPONSIBILITIES

SECTION 4 – INVESTIGATING AN INCIDENT OR COMPLAINT

SECTION 5 – CONFIDENTIALITY AND PROTECTION FROM RETALIATION

2. STATEMENT OF POLICY

• It is the policy of the Spokane Public Library to promote a safe environment for our employees, customers and other visitors. The library will not tolerate violence, threats, harassment, intimidation, or other disruptive behavior committed by or against employees or others. Any threats or acts of violence against an employee, customer, visitor, or to library property will be taken seriously and dealt with appropriately. Such behavior can include oral or written statements, gestures, or expressions that communicate a direct or indirect threat of physical harm. Individuals who commit such acts may be removed from the premises, excluded from using the library and/or barred from telephone or electronic contact with the Library, and may be subject to disciplinary action, criminal penalties, or both.
• Library employees are prohibited from possessing weapons at any time while on library property, while conducting library business, or while attending a library sponsored function. Any violation of this policy will be dealt with appropriately. Employees in possession of, brandishing, or using weapons may be immediately placed on administrative leave and may be subject to disciplinary action, criminal penalties, or both.
  
  Customers and other visitors to the library have the right under state law to openly carry holstered or otherwise secured weapons. However, law enforcement should be called if there is any cause for alarm. Library employees should not attempt to resolve an issue concerning an armed individual on their own.

• This policy shall not be construed to create any duty or obligation on the part of the library to take any actions beyond those required of an employer by existing law.

3. RESPONSIBILITIES

• All employees are responsible for:
  • Seeking assistance to resolve issues that may lead to acts of violence in the workplace.
  • Refraining from threats or acts of violence.
  • Reporting any dangerous or threatening situations that occur in the workplace to their immediate supervisor, branch/department manager, or human resources regardless of their relationship with the perpetrator. 
  • Cooperating with library administration and/or law enforcement during the course of any investigation conducted under this policy.
  • Immediately notifying their branch/department manager, or human resources, of any protective order that has been obtained naming library premises. Employees are encouraged, but not required, to make such notification when an order of protection is obtained which does not name library premises.

• Managers and supervisors are responsible for:
  • Assessing situations and making judgments on the appropriate response.
  • Responding to reports of or knowledge of violence or threats of violence.
  • Documenting all threats or acts of violence that take place in the workplace and submitting such documentation to library administration according to established procedures.

• The Library Director, or his/her designee, is responsible for developing processes and procedures that are designed to reasonably achieve:
  • Prompt and appropriate response to any threat or act of violence.
  • Accountability among employees for threats or acts of violence committed in the workplace.
  • Establishment of oversight of investigations of violence or threats of
  • Establishment of avenues of support for employees who experience violence or threats of violence.
  • Communication of this policy and administrative procedures to employees, managers and supervisors.

4. INVESTIGATING AN INCIDENT OR COMPLAINT

• The library takes all reports of violent, threatening, intimidating, harassing or other disruptive behavior very seriously and will investigate such reports to the extent deemed necessary and prudent. The library retains the right to search the work area, locker and desk of any employee who has threatened or committed a violent act. The internal investigation will be coordinated with law enforcement whenever they have become involved in an incident, so as not to interfere with any criminal proceedings. Law enforcement authorities may be contacted whenever a possible violation of criminal law is discovered during an internal investigation.

5. CONFIDENTIALITY AND PROTECTION FROM RETALIATION

• Library administration will disclose any expressed threat of violence against persons or property of which they are aware to those who are named as targets or whose safety is threatened. The extent of disclosure will be dependent upon the nature of the threat.
  
  
• Consistent with the necessity of prevention and investigation of violence in the workplace, personal information obtained in the course of an investigation under this policy shall be considered confidential and will be disclosed within the organization only to the extent necessary to conduct a thorough investigation and appropriate follow-up. Any request for public information related to an incident of workplace violence will be forwarded to library administration. Public disclosure of personal information will be made only as necessary as a part of a disciplinary process or as otherwise provided by law.
  
  
• Retaliation against a person for having made a good faith complaint or report of violence in the workplace, or participating in or aiding in an investigation of violence in the workplace under this policy, is prohibited. Any person who believes that he or she has been subjected to such retaliation should bring it to the attention of the Human Resources Manager or the Library Director. Any employee who deliberately makes false or misleading statements during the course of an investigation will be subject to disciplinary action.