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CHAPTER 10. WORKPLACE VIOLENCE

10-1 PURPOSE. This Chapter establishes the Workplace Violence Policy of

the U.S. Department of Housing and Urban Development (HUD)

10-2 SCOPE. This Chapter applies to HUD Headquarters, State and Area

Offices.

10-3 BACKGROUND. In recent years, we have all become aware of the

increasing frequency of violent and disruptive activities occurring in

the workplace. Behavioral psychologists report that in situations

where employees engage in disruptive or threatening behavior, such

behavior will tend to escalate if not addressed in a timely and

appropriate manner.

The Department of Housing and Urban Development, including its

employees, managers, supervisors and union representatives, must

firmly and unequivocally commit to doing everything within our power

to provide a safe workplace and prevent any incident of work-related

violence.

Employees, perhaps even more than supervisors, play a critical role in

preventing potential violence in the workplace because they frequently

observe such behavior first-hand. Especially during times of change,

we may become aware of increased levels of stress in the workplace.

The presence of severe stress, either work-related or because of an

individual\'s personal situation, is no excuse for violent, disruptive

behavior in the workplace or for threats of such behavior.

10-4 POLICY. The Management of the Department of Housing and Urban

Development is committed to providing a safe and healthy work

environment for all employees. Every employee in the Department of

Housing and Urban Development deserves to be treated with respect,

dignity and fairness. Violence or threats of violence by or against

any HUD employee at any organizational level will not be tolerated.

Violent outbursts, intimidation, threats, harassment, bullying, or

other forms of abusive, aggressive or disruptive behavior will not be

excused or tolerated.

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10-5 RESPONSIBILITIES.

A. Supervisor and Manager Responsibilities

1\. Supervisors and managers are responsible for ensuring a safe

workplace and must not condone any violent, disruptive,

aggressive or abusive behavior exhibited or threatened by

any employee.

2\. Supervisors and managers must ensure that all staff members

are informed clearly that violence, threats of violence, or

other abusive, aggressive or disruptive behavior in any form

will not be tolerated in the Department\'s workplace.

3\. Supervisors and managers should be alert to changes in

employee behavior patterns which exhibit the potential for

workplace violence or disruption; such changes should be

addressed in private counseling sessions with the employee.

4\. Supervisors and managers must be aware of the name, address,

and telephone number of the local Employee Assistance

Program (EAP) coordinator. They should also be

knowledgeable about the services available through the

Employee Assistance Program (EAP) providing support to the

organization and must make appropriate and timely referrals

for assistance to employees who appear to be distressed.

5\. Supervisors and managers must. be aware of the name and

telephone number of the local Employee Relations or Human

Resources Specialist. They should also be knowledgeable

about the conditions under which leave, including excused

leave, may be granted to employees with stress-related or

other medical conditions.

6\. Supervisors and managers must be knowledgeable of their

responsibilities and familiar with the procedures for acting

on requests for reasonable accommodation for persons with

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disabilities. The local Employee Relations or Human

Resources Specialist should be consulted for additional

information.

B. Employee Responsibilities

1\. No employee at any level should engage in threats, violent

outbursts, intimidation, bullying, harassment, or other

abusive, aggressive or disruptive behaviors against HUD

employees, clients, or property.

2\. Employees who are aware or concerned that they may exhibit

such unacceptable behavior should consider making use of the

counseling services available through the Employee

Assistance Program (EAP) and/or requesting leave to seek

private counseling or medical assistance.

3\. For their own protection, employees should not try to handle

a violent or potentially violent incident on their own.

Instead, employees who are aware of the threatening,

abusive, aggressive or disruptive behavior of anyone should

promptly report such activity to any of the following as

appropriate:

a\. The immediate supervisor; however, if the immediate

supervisor is the alleged offender, employees should

report incidents directly to the next higher level of

supervision;

b\. The Union steward or representative, who will inform

management of the situation if the employee is

uncomfortable making the report personally;

c\. Building security personnel or local police for threats

or incidents in progress.

4\. Employees should not excuse, cover for, or protect a co-

worker who threatens or commits a violent act against

another person or property.

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C. Office of Human Resources Responsibilities

1\. The Employee Assistance Program (EAP) staff are responsible

for providing counseling assistance and referral services

for HQ employees, and providing assistance and advice to

supervisors and managers on reasonable accommodation

requests.

2\. The Division of Labor and Employee Relations staff are

responsible for providing training, advice and assistance to

HQ supervisors and managers regarding employee conduct

issues and reasonable accommodation requests.

3\. The Division of Labor and Employee Relations staff are also

responsible for advising and assisting management and union

officials to work in partnership to assure a safe and

healthful work environment for all employees.

D. State and Area Office Management Responsibilities

1\. State and Area Office Coordinators are responsible for

assuring that appropriate reporting procedures are published

as indicated below.

2\. Field Office Safety Representatives are responsible for

maintaining the addresses and telephone numbers of Employee

Assistance service providers for their Field Office

employees and for providing information and advice to

employees, supervisors and managers about EAP services.

3\. The Human Resources Division staff are responsible for

providing training, advice and assistance to supervisors on

employee conduct issues and reasonable accommodation

requests.

4\. The Labor Management Relations Specialists are responsible

for advising and assisting management and union officials to

work in partnership to assure a safe and healthful work

environment for all employees.

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10-6 REPORTING PROCEDURES

A. HUD Headquarters - Immediate Action When Incident Occurs. Any

HUD employee observing violent or threatening behavior should

first secure his/her own safety and then:

1\. Call building security, HUD HQ Building -708-3051, or the

local emergency number, if the situation requires the

immediate assistance of law enforcement and/or medical

personnel. Employee should be prepared to describe the

exact location of the incident and provide a description of

the violent or threatening individual.

2\. Notify his/her supervisor; however, if the threatening

employee is his/her supervisor, the employee should notify

someone higher in the Supervisory chain of command or call

EAP.

3\. Employees who are threatened, assaulted, or attacked while

on official duty in the field (not at a federal

installation) should immediately report such incidents to

local law enforcement authorities. Reports should also be

made to their supervisors and appropriate federal

authorities, so that proper investigations and follow-up

activities may be conducted.

B. State and Area Offices. Each State and Area Office Coordinator

should establish appropriate reporting procedures for his/her

organization. Reporting procedures should include reports of

general concern and reports of specific incidents of violence.

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