Training for Clerical Bargaining Unit Members and
Their Supervisors

 What is your name?
 What unit do you work for?
 What do you do there?
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- Union
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Review the State's and University’s policies and procedures regarding a Violence Free
Workplace
- UNION
Review the University’s Universal
Competencies
- MANAGEMENT
Identify department/institutional-specific policies and resources -
MANAGEMENT
Discuss workplace violence issues -
UNION
Recognize inappropriate behavior -
MANAGEMENT
Clarify employee/management responsibilities and reporting -
UNION
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- Union
During contract negotiations between the State and AFSCME the parties agreed to provide training to employees and managers.
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UNION
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State of Iowa
SECTION 9.70 VIOLENCE-FREE WORKPLACE POLICY
VIOLENCE-FREE WORKPLACE POLICY for Executive Branch Employees
Violence Defined UNION
Violence is any act which is intended to intimidate, annoy, or alarm another person; or any act which is intended to cause pain or injury to, or which is intended to result in physical or personal contact which will be insulting or offensive to another, coupled with the apparent ability to execute the act.
(Iowa Code sections 708.1 and 708.7)
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University of Iowa – Universal Competencies
-MANAGEMENT
Apply to all University jobs, support our mission, and are consistent with our core values
They are:
Positive Impact/Achieving Results
Service Excellence/Customer Focus
Collaboration and Embracing Diversity
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University of Iowa
Operations Manual Part II, Chapter 10
VIOLENCE POLICY
- MGMT
 Prohibited Behavior Definition
 Bringing a Complaint
 Informal Resolution
 Investigation
 Other University Policies http://www.uiowa.edu/~our/opmanual/ii/10.htm
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Policy Intent
- MGMT
 The State of Iowa and UI are committed to a violence-free workplace, and its goal is to prevent violence in the workplace.
 All officials, managers, supervisors, and employees will treat each other with courtesy, dignity, and respect
 Threats, intimidation, harassment, or acts of violence will not be tolerated
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Policy Intent
- MGMT
 State of Iowa is committed to:
– Preventing the potential for violence in the work environment.
– Reducing the negative consequences for employees who experience or encounter violence.
– Maintaining a work environment of respect and positive conflict resolution.
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Policy Intent
- MGMT
 Employees are prohibited from engaging in harassment of another employee, supervisor, manager, vendor, customer, or client in accordance with the State of Iowa's Equal
Employment Opportunity, Affirmative Action, and Anti-Discrimination Policy and the
University’s Nondiscrimination Statement and
Harassment Policies.
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Policy Intent
- MGMT
 Employees shall cooperate fully with all appropriate individuals in the investigation and prosecution of criminal acts, this policy, and the pursuit of any civil remedies in order to create and maintain a violence-free workplace.
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Remedies for Violations
- MGMT
Corrective action will be taken to remedy violations of these policies when warranted, up to and including the discharge of parties whose conduct violates these policies.
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MGMT
 An employee who is the victim of workplace violence shall report the incident immediately in accordance with the procedures established by University policy.
 An employee witnessing workplace violence or the potential for such violence directed at another person or property of the state shall report such incidents in accordance with the procedures established by University policy.
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UNION
Mobbing is a ‘ganging up’ on someone to force the person out through the use of rumor, innuendo, discrediting, humiliation, isolation, and intimidation. It is a group bullying process that occurs repeatedly over a period of weeks, months, or even years.
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UNION
Bullying is unwanted repeated, negative, offensive, hurtful, malicious, cruel, and/or mean-spirited behavior directed at another person that leads to isolation, alienation, exclusion, and/or separation from others and creates a highly stressful workplace.
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UNION
 Harassment… conduct that is unwelcome, severe or pervasive that is based on a protected class.
Includes communications without legitimate purpose and in a manner likely to cause the other person annoyance or harm
(Iowa Code section 708.7).
– Intentional conduct directed toward a person that is sufficiently severe, pervasive, or persistent that it interferes with work.
– Personally abusive epithets that are likely to provoke a violent reaction, or is a serious expression of an intent to commit an act of unlawful violence.
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MANAGEMENT
It would be ideal to have some way of predicting who will become violent; however, there is no test, instrument, or method that can accurately predict whether an individual will become violent.

MANAGEMENT
 Unwelcome name-calling
 Obscene language
 Intimidation through direct or veiled threats
 Property damage or destruction
Lists included are not all inclusive
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UNION
 Throwing objects in the workplace
 Physically intimidating others
– Obscene gestures
– “Getting in your face”
– Fist-shaking
– Finger in your face
Lists included are not all inclusive
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MANAGEMENT
Physically touching another employee in an intimidating, malicious, or sexually harassing manner…
• Hitting
• Slapping
• Poking
• Flicking
• Kicking
• Pinching
• Grabbing
• Pushing
Lists included are not all inclusive
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Why Do People
Join In? -
UNION
 Want to be accepted
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Afraid of becoming a target
Don’t see the target as a person
Don’t understand the misery they cause
Think they’re doing the right thing
Think it doesn’t matter
Don’t know how to stop it
Don’t think for themselves
Get caught up in the “power-trip” of the situation
Follow the “leader” and do things usually would not do
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UNION
… It is Everyone’s Responsibility!

UNION
 Can file complaint many ways:
– Your direct supervisor
– Someone in your department’s chain of command
• College/Unit Human Resources Rep or Senior Rep
• Academic or Administrative Officer
– If harassment is of a sexual nature:
• University EOD or Sexual Misconduct Response Coord.
– Board of Regents (For Universities and Special Schools
Only)
– President, American Federation of State, County, and
Municipal Employees, Iowa Council 61
– Chief Operating Officer, Dept of Administrative Services –
Human Resources Enterprise
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UNION
 EVERYONE has a responsibility to report violent behavior or threats… failure to do so can have consequences…
– The behavior could escalate.
– The “victim” employee could feel forced out of their job, performance can be impacted, can become depressed, etc.
– It appears that YOU support those who are harassing, intimidating, picking on another employee.
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Why Do People Not Make A Report?
UNION
 The behavior is taken for granted
 Unaware of policies
 Lack of confidence
 Unaware of the importance of reporting
 Unaware of behaviors that indicate a potential of violence
 Fear of retaliation or confrontation
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- Union

UNION
 Be familiar with workplace violence policies.
 Recognize and report inappropriate behavior.
 Conduct yourself in a manner that will minimize and defuse potentially violent situations.
 Cooperate fully in an investigation of complaints in order to create and maintain a violence-free workplace.
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MANAGEMENT
 Take all complaints seriously.
 Investigate complaints.
 Keep complainant and dept. informed regarding status of any safety concerns .
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Things Everyone Can Do to
Minimize Violence -
UNION

MANAGEMENT
 If, at any time, a person’s behavior starts to escalate beyond your comfort zone, withdraw from the situation and seek assistance.
>>
IF IN DOUBT – GET OUT
<<
 Do not confront individuals who are a threat.
 Take all threats seriously and report them.
 If you leave the situation to minimize violence be sure to report that fact immediately to someone in the chain of command
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MGMT
REMINDER – if violent, GET OUT and call 911
 Project calmness
 Be a good listener
 Focus your attention on the person
 Maintain relaxed, attentive posture
 Acknowledge the person’s feeling
 Ask the person to move to a less or more public area – as appropriate
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UNION
 Use delaying tactics which will give the person time to calm down.
 Be reassuring and point out choices.
 Identify and deal with specific issues.
 Avoid arguing - accept criticism in the moment.
 Ask for his/her recommendations.
 Position yourself so that a visitor cannot block your access to an exit.
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MANAGEMENT
 If you are assigned to monitor a client and that client
“acts out”, do not abandon the client. Respond as trained - seek assistance as needed/trained.
 At UI Health Care: Consult your supervisor about calling a
Code Green or dialing “192”
 Call 911 in case of EMERGENCY, if part of response policy.
Note: Not all locations have policy to call 911 in all situations – check with your supervisor if you do not know YOUR specific policy.
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UNION
 Always be aware of your work environment
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Arrange furniture to allow escape
Remove potential “weapons” from desk
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Wear “break-away” lanyards
Tell others present, you “will not participate!”
 Employees should not attempt to protect property or possessions over personal safety.
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don’t have to be noisy or brave, just report it!
UNION
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MANAGEMENT
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Inform supervisor – verbal or written (use State Form)
If the matter involves your direct supervisor – bypass. Go to next person in your chain of command.
Want to go outside your chain of command but within your
Department? Go to your Institution/College/Unit/Department HR
Rep/Senior Rep or Academic or Administrative Officer.
Want to go outside your Department? Go to:
– University Human Resources
– EOD
– University Department of Public Safety
– Board of Regents (For Universities and Special Schools Only)
– President, American Federation of State, County, and Municipal
Employees, Iowa Council 61
– Chief Operating Officer, Dept of Administrative Services – Human
Resources Enterprise
* * * Be prepared to share your name * * *
* * * Anonymous complaints are difficult to investigate * * *
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Of Course there is a
Report Form!
- MGMT
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SECTION 9.80 VIOLENCE-FREE WORKPLACE
REPORT FORM
Last Update: 11/03 - MGMT
STATE OF IOWA
Iowa Department of Administrative Services – Human Resources Enterprise
WORKPLACE VIOLENCE REPORT
Complainant/Witness: Telephone #:
Department/Division:
Person Completing Form: (Name/Title)
Work Location:
Date: Telephone #:
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ALLEGED OFFENDER INFORMATION
(Complete the following information, if known)
Address: Name:
Employer: Job Title:
Relationship to Complainant/Witness: (For Example: Client, Vendor, Co-Worker, Supervisor, Spouse)
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Date: Agency:
Law Enforcement Contact
(If Applicable)
Officer(s) Name: Report Number:
INCIDENT DESCRIPTION
[Describe the alleged incident(s) in detail: who, what, when, where, why, how.]
[Attach additional pages if necessary]
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- UNION
Confidentiality and safety of all parties will be protected to the greatest extent possible.
However, legal obligations may require management to take some action once it is made aware that violence has occurred or is threatened, even when an alleged victim is reluctant to proceed.
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UNION
 A supervisor should encourage use of the EAP when an employee is experiencing difficulty coping with work or personal concerns.
 Employees may get additional information from their supervisor or contact Faculty & Staff
Services/University EAP at:
319-335-2085
 State of Iowa EAP
– EAP in Des Moines: 244-6090
– Outside of the Des Moines area:
1-800-EAP-IOWA (515-327-4692)
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- UNION
 State of Iowa
– http://das.hre.iowa.gov/
 Union
– www.afscme.org/health/
 University of Iowa Operations Manual Violence Policy
– http://www.uiowa.edu/~our/opmanual/ii/10.htm
 University EAP 319-335-2085
 State of Iowa EAP
– www.efr.org
–
1-800-EAP-IOWA
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Thank You!
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