Sparta Community
Hospital
Human Resource
818 East Broadway
Sparta, Illinois 62286
Subject: Workplace Violence, Bullying,
Harassment
Reviewed
_______________
03/17/06 07/02/07
06/23/08 05/22/09
Effective Date: 1/01/04
10/17/10
Revised Date: 2/17/05, 09/27/11, 05/29/13,
05/24/12
08/30/13
05/28/14_____
Page: 1 of 1
____________
Policy & Procedure #:65.043
Approved By:
Date
Joann Emge, CEO
08/30/13
Approved By:
Darla Shawgo, Director of HR
Date
08/30/13
1.0 Policy:
It is the policy of Sparta Community Hospital District (SCHD) to neither condone or to tolerate
workplace violence, bullying or harassment. The workplace is not limited to SCHD premises,
but includes all environments where work-related activities are performed, such as off-site
meeting locations and business travel.
For purposes of this policy, “violence” includes physically harming another, shoving, pushing,
harassing, intimidating, coercing, brandishing weapons, bullying and threatening or talking of
engaging in those activities.
This policy applies to all employees, all non-employees including customers/clients, visitors,
suppliers, vendors, contractors, temporary workers, and other individuals with whom company
employees come into contact with during work duties. Any of these individuals may be a victim
or a violator under company policy.
*If the violator is a member of Medical Staff, please refer to the House Wide policy entitled
“Disruptive Medical Staff Behavior Management”.
2.0
Purpose:
To provide a place of employment that is free from recognized hazards that cause or are likely to
cause death or serious harm to Sparta Community Hospital District employees, patients and
visitors. Workplace violence, bullying and harassment are all forms of potential harm and will,
therefore, not be tolerated.
3.0
Procedure:
All forms of harassment are prohibited including any harassment based upon any individual’s
status protected by local, state or federal law including but not limited to race, color, religion,
sex, sexual preference, national origin, ancestry, marital status, age, physical or mental disability,
or military status.
Supervisors are responsible for recognizing, preventing, and reporting violence, harassment or
bullying in their areas. As with any other form of harassment, each supervisor has a
responsibility to maintain the work place free of any form of harassment and to act immediately
upon any activity of this nature. Supervisors must maintain a work environment of respect by
Subject: Workplace Violence
Policy & Procedure #:65.043
enforcing the
Date: 08/30/13
Page 2 of 2
SCHD “People First Philosophy” and acknowledging good performance. If any employee of
SCHD feels they need help in dealing with problems in their work or personal lives, they are
encouraged to seek assistance. If referral assistance is needed, contact HR.
It is mandatory that all new employees attend the initial general orientation session for training on
workplace violence, harassment and bullying. All staff, including supervisors, is required to
attend the general orientation sessions annually thereafter for refresher training on this policy.
Any employee found carrying a weapon, object or instrument that could cause bodily harm, and
by possession is determined to be an act of threat and/or physical harm, will be immediately
disciplined up to and including termination.
Workstations, telephones, and computers are the property of SCHD, and SCHD management
reserves the right to enter and inspect all work areas including, but not limited to, desks,
computers, file cabinets, lockers, computer storage media, phone mail, and e-mail with or without
notice to ensure security. Any private messages, whether voice or electronic, that constitute a
threat against another individual can and will be used as the basis for termination.
If a threat is made against an employee or contracted personnel and the staff member is unaware
of such threat, immediate notification should be given to the threatened individual and safety
measures taken to ensure no bodily harm will result.
Two or more employees found engaged in physical violence will receive immediate suspension
(without pay) while a full investigation is conducted into the cause and instigator of such
violence.
After a full investigation has been conducted, termination of one or all of the employees involved
in the physical violence will result.
All claims of workplace violence, harassment or bullying will be reviewed and resolved in
accordance with the following procedures:
 Employees are required to immediately report all violations of the policy, incidents of
verbal threats, harassment, or physical violence. Any employee, contracted personnel or
other staff member working on behalf of SCHD exhibiting violent behavior, whether
physical or threatening should be reported immediately to the department’s Supervisor or to
any member of Administration. Employees may contact and involve local law enforcement
authorities as necessary.
 Administration and the employee will discuss the situation and an investigation will
ensue. All complaints and the resulting investigation will be considered confidential.
 Sparta Community Hospital District will, if appropriate based on the investigation, take
prompt remedial action. Remedial action can include any number of affirmative steps
designed to eliminate past harassment and minimize the potential for future harassment and
can include discipline of employees up to and including discharge.
 Sparta Community Hospital District prohibits and will not tolerate any form of retaliation
against an individual who reports alleged harassment, files a discrimination charge, testifies,
provides information during the course of an ensuing investigation or participates in any
way in an investigation proceeding, or litigation. Any retaliatory incident must be reported
thru the appropriate chain of command. Retaliatory incidents will result in disciplinary
action, up to and including termination.