6160 Employment Policies
Regulation - 6000 Classified Personnel || Table of Contents || Next
Administration of Regulations
The Deputy Chancellor and/or designees shall administer these
Definition of Workplace Violence
Workplace violence includes threatening, intimidating, physically
abusive, physically aggressive, or otherwise violent actions that would cause a
reasonable person to believe that he or she is in danger of physical harm and
which compromises the person’s safety. Workplace
violence includes the threat of violence.
Procedure for Reporting Incidents
In the case of emergency situations, employees should contact the College
Police Department or, if appropriate, dial 911 for emergency assistance.
After contacting appropriate security and/or emergency personnel, the
employee must report the incident to his or her supervisor if the supervisor is
available. The supervisor must then
notify the Vice President of Administration.
If the supervisor is not available, the employee should contact the
Associate Vice Chancellor of Human Resources or the College President directly.
Upon receiving a report, the supervisor or Vice President of
Administration or designee may conduct a preliminary investigation of the
reported incident. If such
preliminary investigation is conducted, such findings shall be reported to the
College President or designee. If
the alleged perpetrator is a student, the Vice President of Student Services
must be notified as well.
Upon receiving the preliminary investigation report, the College
President or designee may conduct a formal investigation of the reported
incident, including interviews with the alleged victim(s), alleged perpetrator,
and any identified witnesses, to obtain specific information regarding the
incident. Following the formal
investigation, the College President or designee shall prepare a formal written
The College Police Department shall investigate and prepare any required
criminal reports and shall advise any affected employee of his or her options
regarding restraining orders and/or criminal reports.
If it is determined that an employee has violated this policy by engaging
in workplace violence, appropriate corrective action and/or disciplinary action,
up to and including termination, may be taken according to applicable procedures
and collective bargaining agreements.
No one who, acting in good faith, initiates a complaint, reports an
incident under these regulations, or participates in an investigation will be
subject to discipline, nor will such activities affect the concerned
individual’s future dealings with the District, the individual’s employment,
or the individual’s compensation or work assignments.
7.2 If it is determined that a complaint or report has been made under these regulations in bad faith or solely for the purpose of harassment or vexation, appropriate disciplinary action, up to and including termination, may be taken according to applicable procedures and applicable collective bargaining agreements.
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