The Department of Administrative Services is committed to providing its employees a work environment that is safe, secure and free of harassment, threats, intimidation and violence. DAS recognizes that workplace violence is a growing problem that should be addressed by all employers and therefore adopts this zero tolerance policy for workplace violence. Consistent with this policy, threats or acts of physical violence, including intimidation, harassment, and/or coercion which involve or affect DAS employees or which occur on state property will not be tolerated. Employees shall refer any questions regarding their rights and obligations under this policy to the DAS, Office of Employee Services (614-466-2136).

Prohibited workplace violence includes, but is not limited to, the following:

• All threats or acts of violence occurring on state property, regardless of the relationship between the state and the individual involved in the incident.
• All threats or acts of violence not occurring on state property, but involving someone who is acting in the capacity of a representative of DAS.
• All threats or acts of violence not occurring on state property, but involving an employee of DAS if the threats or acts of violence affect the legitimate interests of the state.
• Any threats or acts of violence resulting in the conviction of an employee or agent of DAS, or of an individual performing services on the department's behalf on a contract or temporary basis, under any criminal code provision relating to threats or acts of violence that adversely affect the legitimate interests of the state.

Specific examples of conduct that may be considered "threats or acts of violence" prohibited under this policy include, but are not limited to, the following:

• Hitting or shoving an individual.
• Threatening to harm an individual or his/her family, friends, associates, or their property.
• The intentional destruction or threat of destruction of property owned, operated, or controlled by the state.
• Making harassing or threatening telephone calls, or sending harassing or threatening letters or other forms of written or electronic communications.
• Intimidating or attempting to coerce an employee to do wrongful acts, as defined by applicable law, administrative rule, policy, or work rule, that would affect the business interests of the state.
• The willful, malicious and repeated following of another person, also known as "stalking", and making of a credible threat with intent to place the other person in reasonable fear for his or her safety.
• Making a suggestion or otherwise intimating that an act to injure persons or property is "appropriate", without regard to the location where such suggestion or intimation occurs.
• Unauthorized possession or inappropriate use of firearms, weapons, or any other dangerous devices on state property.

The following are examples of warning signs, symptoms, and risk factors which may indicate an employee's potential for workplace violence:

• Dropping hints about a knowledge of firearms.
• Making intimidating statements like: "You know what happened at the Post Office," "I'll get even" or "You haven't heard the last from me."
• Possessing reading material with themes of violence, revenge and harassment.
• Keeping records of other employees the individual believes to have violated departmental policy.
• Physical signs of hard breathing, reddening of complexion, menacing stare, loudness, fast profane speech.
• Acting out either verbally or physically.
• Disgruntled employee or ex-employee who is excessively bitter.
• Being a loner.
• Having a romantic obsession with a co-worker who does not share that interest.
• History of interpersonal conflict.
• Intense anger, lack of empathy.
• Domestic problems, unstable/dysfunctional family.
• Brooding, depressed, strange behavior, "time bomb ready to go off."

In all situations, if violence appears to be imminent, employees should take the precautions necessary to assure their own safety and the safety of others.

The following are the critical telephone numbers which may be needed to carry out the procedures outlined in this section:

The following procedures shall apply in the event of a crisis situation (see also the flowchart attached to this policy):

1. The primary contact person shall be the deputy director of the affected division of DAS. He/she has authority to assume or delegate the duties required of this policy.
2. If the crisis situation involves an injury that requires immediate medical attention, the employee discovering the crisis should alert the appropriate medical professional by calling 9-911, contact building security and then notify a supervisor. The supervisor should contact the deputy director. The deputy director should notify the Chief Legal Counsel and the Office of Employee Services.
3. In the event of all other crisis situations, DAS employees should notify their supervisor of the situation. The supervisor should contact building security and notify the deputy director. The deputy director should notify the Chief Legal Counsel.
4. If no supervisor is available, the employee should contact the appropriate building security authority and notify the deputy director. The deputy director should notify the Chief Legal Counsel.
5. Immediate action will be taken by the deputy director to ensure the safety of those involved in the crisis situation or affected by the crisis.
6. The deputy director will notify the Director of DAS and the Chief Legal Counsel of the facts of the crisis situation as soon as possible. The deputy director will assume or assign the responsibilities of:
• Liaison with the law enforcement, fire, medical and other community resources offering assistance, as necessary.
• Spokesperson to monitor incoming calls, and document in detail everything done in response to the crisis situation.
7. All communication with the immediate relative(s) and other employees shall be handled by the DAS Office of Employee Services.
8. All communications with the media shall be directed to and handled by the DAS Office of Communications.
9. In the event of threats of violence to person(s) or property by means of firearms, fire, explosions, bombs, etc., the deputy director shall be notified, the deputy director shall contact building security and the State Highway Patrol. If law enforcement authorities determine that an evacuation is necessary, personnel of the affected area will be evacuated from the threatened area and employees will be directed to the appropriate site.
10. If a building evacuation is necessary, it will be conducted in a safe and orderly manner. The deputy director will insure that staff from each evacuated facility accounts for its personnel and that all persons are evacuated from the building. Until otherwise directed, employees must report to and remain at the evacuation site so that they may be accounted for. Responding emergency service personnel will be notified of persons not accounted for to aid in determining whether the evacuation is complete.
11. Re-entry into the building will be restricted to emergency service and/or authorized personnel until law enforcement authorities determine the crisis is resolved and a safe re-entry can be made.
12. In the event a person causing a crisis situation leaves the building, responsibility for preventing that person from re-entry shall be left to law enforcement authorities.

Each employee of DAS and every person on state property is highly encouraged to report incidents of threats or acts of physical violence of which he or she is aware. In cases where the reporting individual is not a state employee, the report should be made to the Department of DAS Office of Chief Legal Counsel, who will notify the applicable Deputy Director and Ohio State Highway Patrol General Headquarters.

Where a supervisor suspects that an employee has work-related and/or personal problems, the supervisor should recommend that the employee contact the Ohio Employee Assistance Program (EAP) for counseling and support (614-644-8545 or 1-800-221-6327).

The DAS EAP Coordinator in the Office of Employee Services should be consulted immediately in the event of a critical incident to arrange with Ohio EAP to assist in defusing the situation. EAP should also be consulted (within 24 hours of the incident), for purposes of conducting a critical incident stress debriefing, should a critical incident occur. Examples of critical incidents include:

• hostage or riot situations
• serious injury or death of a coworker
• incidents involving use of force
• resident suicide or death
• catastrophic accidents
• agency negative publicity

All employees will be given copies of this policy. All new employees will be given a copy of this policy as part of their orientation.