CCA Employees

CCA recognizes that violence in the workplace is a growing problem nationwide that necessitates a firm, considered response from employers. The costs of workplace violence are great, in both human and financial terms. Since the safety and security of college employees is of vital importance, acts or threats of physical violence, including intimidation, harassment, and/or coercion, that involve or affect the college or that occur on college property will not be tolerated. This prohibition against threats and acts of violence applies to all persons involved in the operation of the college, including, but not limited to, college personnel, contract and temporary workers, and anyone else on college property. Violations of this policy by any individual will lead to disciplinary and/or legal action as appropriate.

Examples of workplace violence include, but are not limited to threats or acts of violence:

1. Occurring on college premises, regardless of the relationship between the college and the parties involved in the incident
2. Occurring off college premises involving someone who is acting in the capacity of a representative of the college
3. Occurring off college premises involving an employee of the college if the threats or acts affect the business interests of the college
4. Occurring off college premises of which an employee of the college is a victim, if the college determines that the incident may lead to an incident of violence on college premises
5. Resulting in the conviction of an employee or agent of the college, or of an individual performing services for the college on a contract or temporary basis, under any criminal code provision relating to violence or threats of violence that adversely affect the legitimate business interests of the college

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

1. threatening physical or aggressive contact directed toward another individual
2. physical threats to an individual or an individual's family, friends, associates, or property
3. intentional destruction or threat of destruction of college property or another’s property
4. harassing or threatening phone calls, letters, or emails
5. surveillance
6. stalking
7. veiled threats of physical harm or similar intimidation

Threats may be direct or indirect, and they may be communicated verbally or nonverbally. The following are examples of threats and acts that shall be considered violent – the table below is in no way all-inclusive:

Workplace violence does not refer to occasional comments of a socially acceptable nature such as references to legitimate sporting activities, popular entertainment, or current events. Rather, it refers to behavior that is personally offensive, threatening, or intimidating.

Enforcement

Employees who believe that threats or acts of violence have been made against them or others should report the details of the incident(s) as soon as possible to their supervisor, Human Resources, and/or Public Safety. All reported incidents of violence and threats of violence will be investigated.

Any person who engages in a threat or violent action on college property may be removed from the premises as quickly as safety permits and may be required, at the college’s discretion, to remain off college premises pending the outcome of an investigation into the incident.

When threats are made or acts of violence are committed by a college employee, the college will determine what actions are appropriate, including possible medical evaluation and/or disciplinary action. Once a threat has been substantiated, it is the college’s policy to put the maker of the threats on notice that they will be held accountable for their actions and then follow through with the implementation of a decisive and appropriate response. CCA will make the sole determination regarding whether, and to what extent, threats or acts of violence will be acted upon by the college. The college may undertake a case-by-case analysis in order to ascertain whether there is a reasonable basis to believe that workplace violence has occurred.

Under this policy, rapid decisions may be needed to prevent a threat from being carried out, a violent act from occurring, or a life-threatening situation from developing. No existing college policy or procedure should be interpreted in a manner that delays or prevents this from occurring.