Workplace Violence Policy Statement

December 21, 2017  

In Reply Refer To:
1400-713 (P)
CA-910

EMS TRANSMISSION:  01/08/2018
Information Bulletin No. CAIB-2018-005

To:                All Employees    

From:            State Director
      
Subject:        Workplace Violence Policy Statement

As State Director for California BLM, I am committed to providing a safe, hazard-free, and secure workplace for all of our employees and visitors, as well as our contractors.  The Law Enforcement Office, Safety Office, Human Resources Office, and all managers and supervisors, share this responsibility for maintaining a safe working environment.  In accordance with 29 U.S.C. § 654, the Federal Occupational and Health Act, behaviors and actions that inappropriately represent any form of violence will not be tolerated.  We define workplace violence as actions or words that endanger or harm another employee or result in other employees having a reasonable belief that they are in danger.  Such actions can include: 

            Intimidation: Stalking or engaging in actions intended to frighten, coerce or induce stress.
            These behaviors can be expressed physically, verbally, or in writing. 

            Threats: Any expression of intent to cause physical or mental harm.  These behaviors can
            be expressed physically, verbally, or in writing. 

            Physical: Attacks are unwanted or hostile physical contacts, such as hitting, fighting, 
            pushing, shoving, touching, or throwing objects.

            Property Damage: Such as damage to property owned by the command, its employees,
            visitors, or vendors. 

Your responsibilities as an employee and/or supervisor/manager, as well as contact information are attached in the elements on page 2 of this IB.  All BLM California employees are responsible for conducting themselves in a professional and courteous manner.  Please exercise sensitivity and good judgment to avoid misunderstandings in the workplace.  We must work as a team to accomplish our mission.  We must treat each other with dignity and respect and look out for each other's safety. 

                                  ELEMENT A: ROLES AND RESPONSIBILITIES OF EMPLOYEES
                                                          AND/OR SUPERVISORS/MANAGERS

Employees who engage in the actions and behaviors described above may be disciplined and, where appropriate, could be criminally prosecuted to the maximum extent available under the law. Anyone who is the victim of violent behavior or who witnesses violent behavior in the workplace should immediately contact their supervisor or a higher management official. Individuals who make such contacts may do so without fear of reprisal. Where there is immediate apprehension of harm or a serious incident has occurred, the police must be contacted immediately. The employment implications for those who commit such acts will include: disciplinary action, loss of access to classified material, loss of security clearance, and/or termination. 

Supervisors and managers have a heightened responsibility to be observant of and act on inappropriate and unacceptable employee behaviors, as well as to model the positive behaviors we value so highly. This includes immediately addressing aberrant or inappropriate conduct with the employee and taking further measures as appropriate. All managers, supervisors and employees must be aware of their work environments, and take action, when concern arises, without fear of reprisal. 

One excellent preventive measure is education. Toward that end, workplace violence prevention will continue to be addressed at both supervisory and employee meetings, through DOI Learn courses, and will be included in other training events. At times, a referral to the ESPYR (aspire) may be the appropriate remedial action, particularly if stress reduction or anger management counseling is necessary. Other behaviors may warrant discussion with senior management, the Human Resources Office, EEO Office and other appropriate subject matter experts.  These professionals will ensure that potentially volatile situations are appropriately monitored and addressed. 

                                                     ELEMENT B: CONTACT INFORMATION

Important contact information is provided below in the event assistance or information on employee conduct issues is required. 

Signed by:    
Jerome E. Perez    
State Director      

Authenticated by:   
Larry Weitzel  
GIS/Applications Mgmt Branch, CA-946