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PURPOSE: To promote the safety and security of state employees.
SCOPE: This policy applies to merit and non-merit employees subject to the executive authority of the Governor, except employees of the State Police Department.
DEFINITIONS: Violence - unwarranted assaultive or coercive behaviors, including threats, rude or offensive touching, intimidation, harassment, property damage, sabotage, or any violation of a protective order. For purposes of this policy, the concept of violence includes behavior which is actual, attempted or threatened.
Threat - words or actions, whether direct or implied, which create a reasonable fear of physical or mental harm or other violation of rights.
Rude or Offensive Touching - physical aggression or contact, such as hitting, fighting, pushing, restraining or throwing objects.
Intimidation - frightening or coercing by threat; or, expressions of hatred, contempt, disgrace or ridicule.
STATEMENT OF POLICY: The State of Indiana maintains a policy of ZERO TOLERANCE for any acts of violence. Violations of this policy may lead to disciplinary actions up to and including dismissal.
All State employees should notify agency management of any violence which they have witnessed, been subject to or have otherwise been made aware. Even if actual violence has not occurred, employees should also report any behavior they have witnessed which they regard as violent, when the behavior is work related, might be carried out on a State controlled site or is connected to State employment. Employees are responsible for making this report regardless of the relationship between the individual who initiated the violence, and the person or persons who were the victims of the violence.
Employees are admonished that words spoken in jest or idle talk may be reasonably perceived by others as threatening.
Employees who may be involved in relationships or situations which are violent or potentially violent, and/or employees who are the recipients of threats, are strongly encouraged to report same, and to seek assistance through the Employee Assistance Program. However, the existence of the Employee Assistance Program will not excuse any violation of this policy, or insulate the employee from discipline resulting from a violation of the policy.
RESPONSIBILITY: The State will take affirmative steps to foster a safe work environment and prevent workplace violence. Preventive efforts include, but are not limited to, informing the employees of this policy, instructing employees regarding the dangers of workplace violence and communicating the sanctions imposed for violating this policy. When an incident of violent behavior is reported to agency management, management will assess and investigate the incident and determine the appropriate action to be taken. In critical incidents in which a serious threat of injury occurs and emergency response is required, the police must be notified immediately.
If an employee chooses to notify management of the existence of a protective order, management shall make efforts to maintain and enforce the protective order in the workplace by notifying security personnel of the identity of the person against whom the protective order is issued and, where possible, providing such personnel with a photograph of such person.
Employees are to be sensitive and, to the extent practicable, protect the privacy of victims of violence.
RETALIATION: The State will not in any way retaliate against an individual who, in good faith, files a complaint under this policy, nor permit any supervisor, officer or employee to do so. Retaliation is a serious violation of this policy and should be reported immediately. Any person found to have engaged in misconduct constituting retaliation against another person for the good faith reporting of violence in the workplace may be disciplined, up to and including dismissal.
RELATED LEGAL IC 35-45-10-2
REFERENCES: IC 35-42-2-1
AFSCME Settlement Article 49, Section A
Unity Settlement Article 15, Section A
Executive Order 99-6
EFFECTIVE DATE: October 1, 1999
APPROVAL*: State Personnel Director
* A signed copy is available upon request.