Department of Mi l i tary and Veterans Af fa i rs Pennsylvania Army Nat ional Guard

Annvi l le , PA 17003-5002

14 January 2008

WORKPLACE VIOLENCE PREVENTION PROGRAM (WVPP)

SUBJECT PARAGRAPH Purpose ……………………………………………………………………………… 1 Genera l In fo rmat ion ……………………………………………………………… 2 Scope ………………………………………………………………………………… 3 Po l icy S ta tement…………………………………………………………………… 4 Types o f Workp lace V io lence…………………………………………………… 5 Warn ing S igns…………………………………………………………………….… 6 D i f fus ing V io len t Behav io r………………………………………………………. 7 Respons ib i l i t ies…………………………………………………………………….. 8 Prevent ion…………………………………………………………………………… 9 Communica t ion…………………………………………………………………….. . 10 Respond ing Workp lace V io lence Inc idents………………………………….. 11 Hand l ing Bomb Threats…………………………………………………………… 12 Inc ident Inves t iga t ion and Documenta t ion…………………………………… 13 Resources………………………………………….………………………………… 14 Employee Tra in ing…………………………………………………………………. 15 References…………………………………………………………………………… 16 APPENDIX Append ix A . Workp lace V io lence Inc ident Repor t Append ix B . Bomb Threat Form Append ix C. How to Hand le Threats & V io lence Gu ide Append ix D. Check l i s t fo r Respond ing to Workp lace V io lence Inc idents fo r Leve l 2 o r

h igher Append ix E . Workp lace V io lence R isk Assessment Check l i s t Append ix F . Cr i t i ca l Inc ident S t ress Debr ie f ing Append ix G. WVPP Inc ident Assessment Response Team ( IRAT) Members 1 . PURPOSE. This ins t ruc t ion is to p rov ide gu idance to a l l members 1 o f the Depar tment o f Mi l i ta ry and Veterans Af fa i r s (DMVA) on manag ing v io len t o r po ten t ia l l y v io len t s i tua t ions , and procedures tha t shou ld be fo l lowed. I t i s in tended to make a l l members aware o f the po ten t ia l fo r v io lence in the workp lace , to inc rease the i r ab i l i t y to recogn ize ear ly warn ing s igns o f po ten t ia l l y v io len t s i tua t ions , and to unders tand how to respond to ac tua l o r po ten t ia l inc idents . Sec t ion 5(a) o f the OSHA Act requ i res every employer to p rov ide a sa fe and hea l thy workp lace fo r a l l employees . Fur ther gu idance can be ob ta ined f rom your personne l o f f i ce (Human Resources Of f i ce (Federa l Employees and AGR)) , S ta te Human Resources Of f i ce (S ta te Employees) , lega l o f f i ce , and a t www.opm.gov.

1 Members a re de f ined as AGR So ld ie rs and A i rmen, Techn ic ians , S ta te employees, t rad i t iona l So ld ie rs and A i rmen, and cont rac tors .

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2. GENERAL INFORMATION. This p rogram wi l l descr ibe spec i f i c po l i c ies , p rocedures , and personne l ass ignments re la ted to ma in ta in ing a sa fe , secure and hea l thy work env i ronment . 3 . SCOPE. This p rogram has been es tab l i shed to p revent and respond to Workp lace V io lence (WPV) th rough communica t ion , educat ion and t ra in ing o f a l l members . 4. POLICY STATEMENT. I t i s DMVA’s po l i cy to p romote a sa fe env i ronment fo r a l l members . The Depar tment i s commi t ted to work ing w i th i t s employees to main ta in a work env i ronment f ree f rom v io lence, sexua l v io lence, harassment , in t im ida t ion and o ther decept ive behav io r . Whi le th is k ind o f conduct i s no t pervas ive w i th in DMVA, no agency is immune.

V io lence, th rea ts , harassment , in t im ida t ion and o ther d is rup t ive behav io r in th is o rgan iza t ion w i l l no t be to le ra ted . A l l repor ts o f inc idents w i l l be taken ser ious ly and w i l l be dea l t w i th appropr ia te ly . Such behav io r can inc lude ora l o r wr i t ten s ta tements , ges tures or express ions tha t communica te a d i rec t o r ind i rec t th rea t o f phys ica l harm. Ind iv idua ls who commi t such ac ts may be removed f rom the premises and may be sub jec t to d isc ip l inary ac t ion , c r im ina l pena l t ies , o r bo th . 5. TYPES OF WORKPLACE VIOLENCE. WPV has th ree types o f v io lence; c r im ina l ac t , rec ip ien t o f serv ice and employment re la t ionsh ip . A l l t ypes o f WPV can invo lve verba l th rea ts , th rea ten ing behav io r , o r phys ica l assau l ts . The fo l low ing descr ibes each type o f WPV: Type 1 – Cr imina l ac t – The perpet ra to r has no leg i t imate bus iness re la t ionsh ip to the workp lace and usua l ly en ters the workp lace to commi t a robbery o r o ther c r im ina l ac t . V io lence by s t rangers accounts fo r most o f the fa ta l i t ies re la ted to WPV. Type 2 – Rec ip ien t o f Serv ice – The perpet ra to r i s e i ther the rec ip ien t o r the ob jec t o f a serv ice prov ided by the a f fec ted workp lace or v ic t im. He or she can be a cur ren t o r fo rmer cus tomer , c l ien t , con t rac to r , e tc . V io lence by cus tomers or c l ien ts may occur on a da i l y bas is . In cus tomer serv ice env i ronments , such as the Nat iona l Guard ; they represent the major i t y o f non- fa ta l in ju r ies re la ted to WPV. Type 3 – Employment Re la t ionsh ip – The perpet ra to r has an employment - re la ted invo lvement w i th the workp lace . He or she can be a cur ren t o r fo rmer employee, superv isor , o r manager who a l leges a d ispute w i th an employee in the workp lace .

Type 3 can a lso invo lve Domest ic V io lence. The perpe t ra to r can be a cur ren t o r fo rmer spouse or par tner ; a re la t i ve or f r iend; o r some o ther person. Domest ic V io lence is an abus ive behav io r tha t can be c lass i f ied as phys ica l , sexua l , and/or psycho log ica l and used to ma in ta in cont ro l over a domest i c par tner . Th is somet imes a f fec ts the workp lace and may have the po ten t ia l to become WPV.

Employees exper iencing Domest ic V io lence are encouraged to not i fy the i r supervisor , and to contact the Employee Assistance Program (EAP) or State Employee Assistance Program (SEAP) as appropr iate . Superv isors shou ld a lso contac t loca l secur i ty o r po l i ce i f they have been in fo rmed o f o r become aware o f the issuance o f a res t ra in ing order , po l i ce repor t , o r o ther lega l document f rom an employee. Appropr ia te s teps shou ld be taken to adv ise secur i ty o r po l i ce to res t r i c t access to the workp lace to those ind iv idua ls who may be a th rea t to employees and/or o thers . 6. WARNING SIGNS. Whi le they are o f ten preventab le , i t i s s t i l l d i f f i cu l t to de termine whether o r no t any par t i cu la r workp lace s i t ua t ion is po ten t ia l l y v io len t . Warn ing s igns

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of po ten t ia l v io lence or v io len t behav io r cannot be ignored. By ident i f y ing the prob lem and dea l ing w i th i t appropr ia te ly , commanders and superv isors may be ab le to p revent v io lence f rom ever occur r ing . Any th rea t shou ld a lways be taken ser ious ly and responded to immedia te ly . The fo l low ing are some, bu t a re no t l im i ted to , WPV warn ing s igns :

a . Any aggress ive behav io r , such as harassment , in t im ida t ion , o r bu l l y ing . b . Unusua l o r changed behav io r . c . D is rup t ive behav io r tha t in te r fe res w i th o r p revents work ac t iv i t ies . d . Obsess ion w i th weapons or pas t WPV inc idents . e . Threats , d i rec t and/or ind i rec t . f . Poor coworker and/or superv isory re la t ionsh ips g . Phys ica l l y touch ing another in an in t im ida t ing , ma l ic ious , o r sexua l ly

harass ing manner . I f an employee demonst ra tes any or a combina t ion o f the above s igns , superv isors and commanders shou ld re fe r the employee to EAP/SEAP and d iscuss the s i tua t ion w i th HRO.

7. DEFUSING VIOLENT BEHAVIOR. The fo l low ing techn iques are recommended to de fuse v io len t behav io r , depend ing on the s i tua t ion :

a . Use a ca lm, non-conf ron ta t iona l approach b . Ask the person how you can he lp them c . Focus on the i r behav io r , no t the person d . Ma in ta in a sa fe d is tance f rom the person e . Do no t touch the person, a rgue w i th h im/her , o r make any aggress ive movements f . I f sa fe to do so , a le r t o ther persons in the area o f the WPV inc ident and

evacuate them f rom the area . Cal l 911 or pol ice /secur i ty w i th jur isdict ion of the bui ld ing in a s i tuat ion that threatens human l i fe and/or property, and requires immediate at tent ion. 8 . RESPONSIBILIT IES. Prevent ing and respond ing to ac tua l o r po ten t ia l inc idents o f WPV is the respons ib i l i t y o f a l l members .

a . TAG is respons ib le fo r suppor t ing a l l e f fo r ts to ensure a sa fe , hea l thy work env i ronment .

b . Superv isors and Commanders sha l l : 1 . Create a pos i t i ve work env i ronment where a l l employees , con t rac to rs , and

v is i to rs a re t rea ted w i th respec t and cons idera t ion 2 . Prov ide po l i cy gu idance to a l l employees and ensure the Workp lace V io lence

Prevent ion Program (WVPP) is access ib le 3 . Coord ina te t ra in ing w i th o ther o rgan iza t ions 4 . Encourage employees to repor t s i t ua t ions tha t may lead to v io lence 5 . Take ser ious ly a l l repor ts o f WPV 6 . Inves t iga te a l l a l leged WPV inc idents 7 . Prov ide conf l i c t reso lu t ion in fo rmat ion to employees 8 . Prov ide prompt med ica l a t ten t ion , i f requ i red 9 . Refer employees to EAP/SEAP for ava i lab le counse l ing serv ices when

necessary , and reques t a Cr i t i ca l Inc ident S t ress Debr ie f ing (CISD) , i f appropr ia te . In fo rmat ion on CISD is loca ted in Append ix F .

10 . In i t ia te immedia te and appropr ia te cor rec t i ve ac t ions fo r employees who cause a WPV inc ident

11 . In fo rm a f fec ted employees o f the r igh t to f i le a Workers ’ Compensat ion c la im 12 . Use the “Check l i s t fo r Respond ing to Workp lace V io lence Inc idents Leve l 2 o r

H igher ” fo rm to a id in the event o f an inc ident . Th is can be ob ta ined f rom

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your WVPP Coord ina tor o r Safe ty O f f i ce and is inc luded as Append ix D to th is p rocedure .

13 . Use the “Workp lace V io lence Prevent ion R isk Assessment Check l i s t ” as needed to a id in the prevent ion o f inc idents . Th is can be ob ta ined f rom your WVPP Coord ina tor o r Safe ty Of f i ce and is inc luded as Append ix E to th is p rocedure .

14 . Repor t a l l inc idents o f WPV in accordance w i th the “Ser ious Inc ident Repor t ing” p rocedures ensur ing to u t i l i ze the “Workp lace V io lence Inc ident Repor t ” fo rm. Th is document i s loca ted in Append ix A .

Note: A l l report ing documents are avai lable at the HRO w ebsi te ht tps: / /w w w mil .paharr .ang.af .mi l /hro/

c . A l l members w i l l : 1 . Ac t p ro fess iona l and cour teous a t a l l t imes. Trea t co-workers , superv isors ,

v is i to rs , and cont rac to rs w i th respec t and cons idera t ion . 2 . Prompt ly repor t ( regard less o f leve l o f th rea t ) , anonymous ly i f necessary , any

ac ts o f v io lence, th rea ts , and s imi la r d is rup t ive behav io r in the workp lace to appropr ia te au thor i t ies .

3 . Coopera te fu l l y in inves t iga t ions and assessments o f a l lega t ions o f WPV. 4 . Seek appropr ia te ass is tance i f they are exper ienc ing a s t ress fu l persona l o r

work c i rcumstance f rom any source , wh ich may adverse ly a f fec t the i r p roduc t iv i t y o r lead to unacceptab le behav io r . Appropr ia te ass is tance may inc lude, bu t i s no t l im i ted to , the WVPP Coord ina tor , EAP/SEAP, Troop Med ica l C l in ic , Car l i s le Bar racks , Chap la in and/or mi l i ta ry o r c iv i l ian menta l hea l th care prov ider .

d . The WVPP Coord ina tor sha l l :

1 . Exerc ise overa l l respons ib i l i t y fo r WVPP 2 . Prov ide in fo rmat ion to TAG regard ing WPV inc idents , and make

recommendat ions to rev ise ex is t ing po l i c ies , p rocedures , o r p rac t ices as may be necessary

3 . Ass is t superv isors o r commanders w i th spec i f i c WPV inc idents , when reques ted

4 . D i rec t inqu i res to sub jec t mat te r exper ts on the WVPP Inc ident Response Assessment Team ( IRAT) , as appropr ia te

e . WVPP IRAT wi l l :

1 . Ac t as a resource to management on WPV issues . 2 . Meet on an as needed bas is to make recommendat ions as appropr ia te . 3 . Members o f IRAT inc lude:

a . WVPP Coord ina tor b . S ta te Safe ty Of f i ce c . Human Resources Of f i ce (HRO) d . EAP Coord ina tor e . Judge Advocate Genera l (JAG) f . M i l i ta ry Suppor t to C iv i l ian Author i ty (MSCA) g . Un ion (A .C.T . ) h . Behav io ra l Sc ience Of f i cer i . M i l i ta ry Personne l Of f i ce (MILPO) j . FTIG Po l ice k . A i r Bases – Miss ion Suppor t Group Commander l . Admin is t ra t i ve Serv ices Human Resources Of f i ce

4 . Contac t numbers fo r IRAT are loca ted in Append ix G. 5 . In the event o f an inc ident occur r ing a f te r du ty hours , contac t MSCA a t 717-

861-8648 fo r gu idance.

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f . The Sta te Safe ty Of f i ce sha l l :

1 . T rack appropr ia te WVPP data . 2 . Ma in ta in cop ies o f a l l WPV repor ts wh i le keep ing conf ident ia l i t y . 3 . Ensure tha t WVPP pos ter i s pos ted in each fac i l i t y . Th is document i s loca ted

in Append ix C. 9. PREVENTION. One o f the major components o f a WPV s t ra tegy is p revent ion . Some measures tha t can be taken to reduce or p revent these types o f s i tua t ions are :

a . I t i s impera t ive tha t a l l members , inc lud ing superv isors and commanders , unders tand th is p lan and cor rec t behav io rs tha t a re p roh ib i ted . Superv isors and commanders w i l l d iscuss th is p lan w i th the i r employees to ensure they can unders tand how to hand le in t im ida t ing , th rea ten ing , o r v io len t inc idents , and unders tand ing the consequences o f such behav io r .

b . The bes t p revent ion s t ra tegy is to ma in ta in an env i ronment , wh ich min imizes

negat ive fee l ings such as iso la t ion , resentment and hos t i l i t y among employees, as we l l as , p rov id ing sa fe ty and secur i ty o f a l l employees. A l though no workp lace can be perce ived as per fec t by every employee, there are severa l s teps tha t management can take to he lp c rea te a p ro fess iona l , hea l thy , and car ing c l imate .

c . Pre-employment sc reen ing is a c r i t i ca l and sens i t i ve par t o f WPV prevent ion and

shou ld rece ive due inves t iga t ion and care . Superv isors o r commanders hav ing ques t ions or a re susp ic ious o f cer ta in aspec ts o f a cand ida tes background shou ld contac t HRO for ass is tance and adv ice .

d . Ma in ta in ing a phys ica l l y sa fe workp lace is par t o f any good prevent ion program.

DMVA fac i l i t ies use a var ie ty o f secur i ty measures to he lp ensure sa fe ty . DMVA cur ren t ly uses loca l secur i t y serv ices / law enforcement ; employee photo ident i f i ca t ion badges; employee access badges ; secur i ty surveys to de termine phys ica l secur i ty pos ture o f bu i ld ings ; and fac i l i t y evacuat ion procedures to make sure the agency is compl ian t w i th secur i ty measures to ensure a l l members a re sa fe .

e . T ra in ing and educat ion are a lso c r i t i ca l components o f any prevent ion s t ra tegy .

The fo l low ing types o f t ra in ing are e f fec t i ve in p revent ing v io lence and o ther th rea ten ing behav io r and are recommended fo r a l l members : 1 . Awareness programs fo r a l l members . 2 . T ra in ing fo r superv isors on e f fec t i ve job app l i can t sc reen ing . 3 . T ra in ing on conf l i c t reso lu t ion and s t ress management . 4 . Per iod ic b r ie f ings on WPV fo r a l l members . A t ra in ing gu ide l ine is loca ted in

paragraph 15 o f th is p lan . 10. COMMUNICATION . WVPP is des igned to encourage a cont inuous f low o f sa fe ty , hea l th and secur i ty in fo rmat ion be tween management and employees w i thout fear o f repr isa l . DMVA wi l l communica te the WVPP po l i c ies and procedures th rough: a . New Employee Or ien ta t ion and Superv isors ’ T ra in ing Programs b . Safe ty meet ings or annua l rev iews tha t inc lude t ra in ing and educat ion on WVPP. c . Pos t ing and d is t r ibu t ion o f in fo rmat ion re la t ing to WVPP.

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11. RESPONDING TO WPV INCIDENTS: When a WPV inc ident occurs , the f i rs t person tha t becomes aware o f i t sha l l immedia te ly no t i f y someone o f au thor i ty , (e .g . , a superv isor , commander , secur i ty , HRO, WVPP Coord ina tor , o r the Safe ty Of f i ce) .

I f the s i tua t ion th rea tens l i fe and/or p roper ty and i t i s sa fe to do so , cal l 911 o r the appropr ia te loca l law enforcement . The superv isor o r commander i s respons ib le fo r repor t ing the inc ident us ing the SIR procedures . Levels of V io lence and How to Respond:

1. Level One a . Non-Physical Harassment: Unwelcome behav io r wh ich c rea tes a hos t i le

o r in t im ida t ing work env i ronment o r wh ich unreasonab ly in te r fe res w i th an ind iv idua l ' s job per fo rmance and/or oppor tun i t ies , bu t does no t invo lve e i ther phys ica l in t im ida t ion or th rea t o f phys ica l harm. Examples may inc lude:

1 . Refus ing to coopera te w i th those in au thor i ty . 2 . Spread ing rumors and goss ip to harm o thers . 3 . Cons is ten t ly a rgues w i th o r i s be l l igeren t towards o thers . 4 . Cons tan t ly swears a t o thers and mak ing unwanted severe or pers is ten t

verba l hos t i l i t y in te r fe r ing w i th job per fo rmance. 5 . Mak ing unwanted sexua l comments . 6 . Express ing anger by th rowing or k ick ing ob jec ts in the workp lace .

b. Level One Response:

1. OBSERVE AND DOCUMENT ( in de ta i l ) the behav io r in ques t ion soon a f te r i t happens.

2 . REPORT concerns to superv isor and o ther appropr ia te o f f i c ia ls . I f the o f fend ing person is an employee and is the repor t ing employee ’s immedia te superv isor , the employee shou ld no t i f y the nex t leve l o f superv is ion . I f the o f fend ing person is no t an employee, the superv isor o f the ind iv idua l repor t ing the inc ident i s s t i l l the appropr ia te ind iv idua l to rece ive and prov ide in i t ia l response to the repor t .

3 . HANDLE the s i tua t ion by CONTACTING the WVPP Coord ina tor to a le r t concerns and seek the i r he lp in assess ing the s i tua t ion ( i f you fee l i t i s necessary , submi t in fo rmat ion anonymous ly ) . I f the o f fend ing person is an employee, the superv isor shou ld MEET wi th h im or her to d iscuss concerns .

2. Level Tw o a . (Escalat ion of the Si tuat ion) : Threats o f harm. Behav io r wh ich th rea tens phys ica l v io lence to o thers o r wh ich phys ica l l y d is rup ts opera t ions . Such behav io r may a lso v io la te s ta te o r federa l law. Examples may inc lude, bu t a re no t l im i ted to :

1 . Inc reas ing ly a rgu ing w i th cus tomers , vendors , employees and management .

2 . Uncoopera t ive . 3 . Sabotages equ ipment and s tea ls p roper ty fo r revenge. 4 . Verba l i z ing w ishes to hur t employees and/or management ; over t

th rea ts . 5 . Sends sexua l o r v io len t no tes /emai ls to employees and/or management

to communica te w i th in ten t to in t im ida te or harm. 6 . Sees se l f as v ic t im ized by the Depar tment (me aga ins t them) . 7 . Possess ing a weapon a t work . 8 . Cont inu ing LEVEL 1 in t im ida t ion and harassment , desp i te p r io r no t ice

tha t the behav io r i s unwanted and o f fens ive .

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b. Level Tw o Response: 1. DOCUMENT ( in de ta i l ) the behav io r in ques t ion immedia te ly . 2 . IMMEDIATELY CONTACT the superv isor ; the WVPP Coord ina tor o r

members o f IRAT; and appropr ia te law enforcement o r secur i ty o f f i c ia ls .

3 . When necessary SECURE your own sa fe ty and the sa fe ty o f o thers , inc lud ing contac t ing peop le who are in danger (make sure emergency numbers fo r employees are kept up- to -da te and access ib le ) .

4 . When appropr ia te CONTACT o thers who can ass is t you such as HRO, Un ion Representa t ives , and EAP/SEAP.

5 . I f you encounter an angry member : a ) Ca l l fo r ass is tance b) Set g round ru les /boundar ies c ) Get o thers away f rom the person d) Avo id an aud ience e) Remain ca lm, speak ing s lowly , so f t l y , and c lear ly f ) Ask the person to s i t down, see i f he or she is ab le to fo l low

d i rec t ions g) Ask ques t ions re levant to the person ’s compla in t h ) Try to d i rec t the aggress ive tendenc ies in to another k ind o f

behav io r so tha t the person sees he or she has cho ices about how to behave

i ) I f the o f fend ing person is a member o f the agency , the superv isor shou ld aga in MEET wi th h im or her to d iscuss concerns and beg in o r con t inue progress ive d isc ip l ine ( i f appropr ia te )

3 . Level Three a . V io lence- Physical harm ( fur ther escalat ion, usual ly resul t ing in an EMERGENCY RESPONSE) . Behav ior wh ich invo lves the use o f phys ica l v io lence or an imminent th rea t to in f l i c t phys ica l v io lence. Th is person f requent ly d isp lays in tense anger resu l t ing in :

1 . Recur ren t su ic ida l th rea ts , phys ica l f igh ts , lock ing up or phys ica l l y res t ra in ing someone aga ins t h is /her w i l l .

2 . Des t ruc t ion o f p roper ty 3 . Ut i l i za t ion o f weapons to harm o thers 4 . Commi ts murder , rape, a rson, and/or any leve l o f c r im ina l assau l t .

b . Level Three Response-EMERGENCY

1. REMAIN CALM 2. F i rs t SECURE the sa fe ty o f the v ic t im. 3 . CALL 911 and/or o ther appropr ia te emergency contac ts fo r tha t

par t i cu la r fac i l i t y , espec ia l l y i f the s i tua t ion requ i res immedia te a id o f med ica l and/or law enforcement personne l .

4 . COOPERATE wi th the law enforcement personne l when they have responded to the s i tua t ion . Once law enforcement personne l a re on the scene, they w i l l assume cont ro l o f the s i tua t ion . Wi tnesses need to be prepared to p rov ide a descr ip t ion o f the v io len t o r th rea ten ing ind iv idua l , de ta i l s o f what was observed, and the exac t loca t ion o f the inc ident .

5 . CONTACT the WVPP Coord ina tor . 12. HANDLING BOMB THREATS: The U.S. Depar tment o f Jus t ice has prepared the fo l low ing in fo rmat ion on hand l ing bomb th rea ts . I t i s an unnerv ing exper ience fo r anyone to rece ive a te lephone th rea t . Bu t there are ways to min imize a persona l th rea t and s t i l l concent ra te on ga ther ing in fo rmat ion tha t may he lp law enforcement personne l ident i f y the person mak ing the th rea t .

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Be low is a se t o f ques t ions to he lp focus on no t ic ing impor tan t in fo rmat ion and ask ing the r igh t ques t ions i f a bomb th rea t i s rece ived over the phone. T ry to wr i te down exac t ly what the ca l le r says and then ca l l law en forcement personne l immedia te ly . Obta in the fo l low ing in fo rmat ion :

a . Telephone number w here the ca l l w as received. b. Exact t ime of ca l l . c . Exact w ords of ca l ler . d. Quest ions to ask:

1. When w i l l the bomb exp lode? 2 . Where is the bomb? 3 . What does i t look l i ke? 4 . What k ind o f bomb is i t? 5 . What i s your name? 6 . Where are you ca l l ing f rom? 7 . What i s your address?

e . Take Note of : 1. Ca l le r ’s vo ice (ca lm, exc i ted , d isgu ised, accent , e tc . , vo ice fami l ia r to you?) ;

gender , age (as de termined by vo ice) . 2 . Background no ise (s t ree t no ises , mus ic , vo ices , PA sys tem, Etc . ) 3 . Names o f those th rea tened

13 . INCIDENT INVESTIGATION AND DOCUMENTATION - Every WPV inc ident o r a l lega t ion sha l l be repor ted in accordance w i th the Ser ious Inc ident Repor t (S IR) po l i cy . A l l WPV inc idents shou ld be inves t iga ted by the f i rs t - l ine superv isor , commander , o r appropr ia te management . The superv isor o r commander w i l l immedia te ly take appropr ia te ac t ions to normal ize the hos t i le s i tua t ion . For ser ious th rea ts o f v io lence, appropr ia te secur i ty agency fo r your loca t ion w i l l be immedia te ly ca l led ( inc lud ing no t i f i ca t ion o f bomb th rea ts ) .

a . Any employee rece iv ing a bomb th rea t shou ld use the Bomb Threat Check l i s t loca ted in Append ix B . Record as much in fo rmat ion as poss ib le o f the conversa t ion w i th the ca l le r ;

b . Ca l l 911 i f there is a conf l i c t o r emergency s i tua t ion or i f someone has been ser ious ly in ju red .

c . The superv isor o r commander w i l l comp le te a Ser ious Inc ident Repor t (S IR) IAW SIR repor t ing procedures . S IR Repor ts w i l l be prov ided to the WVPP Coord ina tor and the Sta te Safe ty Of f i ce w i th in 24 hours o f the inc ident . These fo rms are ava i lab le a t h t tps : / /wwwmi l .pahar r .ang.a f .mi l /h ro . The f ind ings w i l l a lso be rev iewed to ass is t in reso lv ing the cur ren t inc ident . The comple ted repor t w i l l be sent to the Safe ty Of f i ce fo r t rack ing purposes , as appropr ia te .

d . Obta in repor ts comple ted by law enforcement and fo rward them v ia fax o r a scanned document th rough emai l , as appropr ia te , to accompany the SIR.

14 . RESOURCES: IRAT members a re ava i lab le as a resource tha t can be used in the event o f a WPV issue. IRAT members are l i s ted in Append ix G. A lso , Nat iona l Ins t i tu te fo r Occupat iona l Safe ty & Hea l th (NIOSH) is a g rea t resource on WPV. NIOSH has an on l ine s t reaming v ideo l ink ava i lab le on WPV: h t tp : / /www.cdc .gov /n iosh /docs /v ideo/v io lence.h tml .

8

15. EMPLOYEE TRAINING: a. Members w i l l rece ive WPV awareness br ie f ings annua l ly . Add i t iona l t ra in ing w i l l

be prov ided whenever there are changes in the po l i cy . b . Awareness br ie f ings w i l l inc lude the fo l low ing conten t :

1 . Access ib i l i t y and exp lanat ion o f WVPP and how i t i s be ing imp lemented. 2 . Genera l exp lanat ion and background o f WPV. 3 . Types o f WPV, wh ich inc ludes Domest ic V io lence. 4 . Warn ing s igns . 5 . Defus ing v io len t behav io r . 6 . Leve ls o f v io lence and how to respond based on the i r th rea t leve l . 7 . Hand l ing bomb th rea ts . 8 . Cr i t i ca l Inc ident Debr ie f ing Process . 9 . Measures to p revent WPV. 10 . Method o f repor t ing the inc ident . 11 . Recordkeep ing .

16. REFERENCES:

a. 29 CFR 1910.1030 b . Sec t ion 5(a) o f the OSHA ACT c . OSHA’s “Deve lop ing a V io lence Prevent ion Program” on l ine course d . NIOSH (Nat iona l Ins t i tu te fo r Occupat iona l Safe ty & Hea l th ) on l ine

FOR THE ADJUTANT GENERAL: SCOTT D. NILES LTC, PAARNG Human Resources Of f i ce r

9

APPENDIX A

WORKPLACE VIOLENCE INCIDENT REPORT (ADDENDUM TO SIR)

Depar tment /B ldg # :

Work C i ty & County :

Date & T ime o f Inc ident :

TYPE OF INCIDENT: (Check one or more)

Threa t :

Communica ted d i rec t ly to v ic t im Verba l

Communica ted to another person Ma i l

Other (Spec i fy ) Note

E-Mai l

In t im ida t ion :

S ta lk ing

Engag ing in ac t ions in tended to f r igh ten , coerce , o r induce duress

Other (Spec i fy )

Phys ica l A t tack :

H i t t ing , f igh t ing , push ing , o r shov ing

Use o f ob jec t as weapon

Use o f weapon such as gun or kn i fe

Other (Spec i fy )

Proper ty Damage:

Damage to S ta te Proper ty

Damage to persona l p roper ty

Other (Spec i fy ) VICTIM(S) INFORMATION: (Use numer ica l numbers in th is sect ion) To ta l number o f v ic t im(s) : I f v ic t im(s) sus ta ined phys ica l o r t raumat ic /emot iona l in ju ry ind ica te the number (s ) in each o f the fo l low ing ca tegor ies :

Phys ica l in ju ry T rauma/Emot iona l in ju ry

Med ica l care requ i red EAP/Psycho log ica l care prov ided

Workers ’ Compensat ion c la im(s) f i l ed A t tended Trauma Debr ie f ing Sex: Race: Age:

Ma le Whi te 18-21 Female B lack 22-29

Nat ive Amer ican 30-39 H ispan ic 40-55 As ian Amer ican Over 55 Other

10

PERPETRATOR INFORMATION: ( I f known)

Employee Spouse/Fami ly Member Superv isor Cus tomer /C l ien t Former Employee St ranger

Sex: Race: Age:

Ma le Whi te 18-21 Female B lack 22-29

Nat ive Amer ican 30-39 H ispan ic 40-55 As ian Amer ican Over 55 Other

I f perpe t ra to r was employee, superv isor , o r fo rmer employee, comple te the fo l low ing : C lass i f i ca t ion : Length o f employment :

Of f i c ia ls and Admin is t ra to rs Less than 1 year Management Re la ted and Marke t ing 1 - 5 years Pro fess iona ls 5 - 10 years Techn ic ians and Techno log is t 10 - 15 years Admin is t ra t i ve Suppor t 15 - 20 years Law Enforcement , F i re f igh ters , Po l i ce , and Guards 20+ years Serv ice Occupat ions Cra f t and Produc t ion

Have o ther inc idents been repor ted regard ing th is perpe t ra to r? yes no I f so how many?

Reason fo r Inc ident : ( I f known, check a l l tha t app ly ) Conf l i c t w i th co-worker (s ) A lcoho l /d rugs in the workp lace Conf l i c t w i th superv isor Menta l hea l th p rob lems Fami ly /domest ic d ispute Reduct ion in fo rce Rece iv ing a poor per fo rmance

appra isa l D ismissa l

Rece iv ing d isc ip l inary ac t ion Other Rac ia l tens ion

IN IT IAL RESPONSE: (Check a l l tha t app ly )

S i tua t ion de fused

Cr is is Management Team not i f ied

Secur i ty ca l led EAP consu l ted

Po l i ce ca l led Employee p laced on Inves t iga t ion Sta tus

Other (Spec i fy ) ACTION TAKEN: (Check a l l tha t app ly )

Wr i t ten warn ing D ismissa l

Suspens ion Res t ra in ing order

T rans fer red employee Charges f i led

Med ia t ion Other ac t ion taken: (Spec i fy )

No ac t ion taken

Report submit ted by: Date:

Ti t le : Te lephone:

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12

APPENDIX B BOMB THREAT CHECKLIST (ADDENDUM TO SIR)

FBI BOMB DATA CENTER

QUESTIONS TO ASK: 1. When is the bomb go ing to exp lode? 2 . Where is i t r igh t now? 3 . What does i t look l i ke? 4 . What k ind o f bomb is i t? 5 . What w i l l cause i t to exp lode? 6 . D id you p lace the bomb? Why? 7 . What i s your address? 8 . What i s your name? EXACT WORDING OF THREAT: ___________________________________________________________________________________________________________________________________________________________________________________________________________________________ PERSONALITY TRAITS OF CALLER: Sex: Race: Age: Vo ice : _____Calm _____Nasa l _____Angry _____Stu t te r _____Exc i ted _____L isp _____Slow _____Raspy _____Rap id _____Deep _____Sof t _____Ragged _____Loud _____Crack ing vo ice _____Normal _____Disgu ised _____Dis t inc t _____Accent _____Slur red _____Fami l ia r _____Whispered

13

THREAT LANGUAGE: _____Wel l Spoken _____Incoherent _____Taped _____Fou l _____Message read by th rea t maker _____I r ra t iona l Remarks : __________________________________________________________________________________________________________________________________________________ I f the vo ice is fami l ia r , whom d id i t sound l i ke? _________________________________________________________________________ BACKGROUND SOUNDS: _____St ree t No ises _____Factory Mach inery _____Crockery _____Animal No ises _____Voices _____PA sys tem _____House No ises _____Tra f f i c No ises _____Of f i ce Mach inery _____Mus ic TELEPHONE LINE NOISES: _____Clear _____Sta t ic _____Loca l _____Long D is tance REPORT CALL IMMEDIATELY TO: Name: _______________________ Date :_______________________ Pos i t ion :______________________ Phone number :_______________

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APPENDIX C

15

APPENDIX D

CHECKLIST FOR RESPONDING TO WORKPLACE VIOLENCE INCIDENTS LEVEL 2 OR HIGHER

_____ Meet w i th the employee who i s repo r t i ng susp i c ious ac t i v i t y , an unusua l s i t ua t i on , a bomb th rea t o r o the r re la ted i nc iden t . Ga the r a l l pe r t i nen t i n fo rma t i on .

_____ U t i l i ze the How to Hand le T h rea ts and V io lence as a gu ide .

_____ Contac t the fo l low ing : _____ WVPP Coord ina to r

_____ Law en fo rcemen t agency hav ing j u r i sd i c t i on ove r t he bu i l d i ng ( IN ALL CASES) . _____ I f e -ma i l was sou rce o f t h rea t o r susp i c i ous ac t i v i t y , f o rward to po l i ce . Do no t de le te .

_____ Members o f t he agency ’ s I nc iden t Response Assessmen t T eam ( IRAT ) , i f app l i cab le .

_____ Agency ’ s head Human Resource O f f i ce r .

_____ Enact the p lan o f ac t ion t o i nc lude the fo l l owing : _____ Consu l t w i t h l aw en fo rcemen t t o de te rm ine whe the r t he re i s a need fo r evacua t i on .

_____ In fo rm law en fo rcemen t o f spec i f i c evacua t i on conce rns ( i . e . t he ex i s tence o f a day ca re cen te r i n t he bu i l d i ng , l oca t i ons o f emp loyees wi th d i sab i l i t i es , e t c . )

_____ Be ava i l ab le t o i n te rv iew wi th l aw en fo rcemen t and the emp loyee who rece i ved t h rea t o r repo r ted susp i c ious ac t i v i t y . _____ Announce the sea rch command to emp loyees ( i f app l i cab le ) .

_____ Repor t t o l aw en fo rcemen t t he l oca t i on o f any susp i c ious packages , equ ipmen t o r i nd i v idua l s d i scove red du r ing the sea rch by emp loyees . Do not move or touch any susp ic ious packages o r equ ipment .

_____ When a dec is ion is made to evacuate , t he fo l l owing shou ld be add ressed : _____ Announce and coo rd ina te the evacua t i on o f t he bu i l d ing acco rd ing to p re -

es tab l i shed p rocedures (usua l l y f i r e evacua t i on p rocedures ) . _____ Be su re to no te any p recau t i ons tha t shou ld be taken . _____ D i rec t emp loyees to a des igna ted mee t i ng spo t . _____ Ensu re tha t spec i f i c evacua t i on conce rns a re add ressed .

_____ Res t r i c t access to t he bu i l d i ng (excep t f o r emergency and o the r essen t i a l agency pe rsonne l au tho r i zed by you rse l f ) .

_____ P reven t emp loyees f rom go ing wi th in 500 fee t , a t a m in imum, o f t he bu i l d ing . _____ Enac t t he sys tem fo r t he accoun t i ng o f emp loyees .

_____ Determine i f the agency’s o f f i ces w i l l c lose fo l low ing an evacuat ion . I f o f f i ces c l ose :

_____ No t i f y HRO _____ Announce the c los ing to emp loyees and send them home. _____ Ensu re tha t essen t i a l pe rsonne l a re re ta ined un t i l no l onge r needed . I f o f f i ces rema in open :

_____ Announce the dec i s ion to emp loyees and re tu rn them to work . _____ Ins t ruc t supe rv i so rs t o pe rm i t a f l ex ib le l eave po l i cy f o r t hose emp loyees

who do no t wish to re tu rn to t he bu i l d i ng .

_____ Advise employees o f the ava i lab i l i t y o f the Employee Ass is tance Program (EAP) /SEAP and i n fo rm them o f t he phone numbers fo r reach ing p rog ram coo rd ina to rs and ass i s t w i t h t he Cr i t i ca l Inc iden t S t ress Debr ie f ing (C ISD) . T h is documen t i s l oca ted i n Append ix F o f t he Workp lace V io lence P reven t i on P rog ram (WVPP) .

_____ Direc t members o f the med ia to the Pub l ic Af fa i rs Of f ice and ensu re tha t unau tho r i zed emp loyees a re no t commun ica t i ng wi th t he med ia .

_____ Coord inate post -evacuat ion or re -en t ry e f fo r ts w i t h o the r t enan ts i n t he bu i l d ing and emergency pe rsonne l on the scene .

_____ Comple te a Workp lace V io lence Inc iden t Repor t . T h i s documen t i s l oca ted i n Append ix A o f t he WVPP.

_____ Give the WVPP Coord ina tor a co mple ted repor t w i th 24 hours . _____ Comple te a Ser ious Inc ident Repor t (S IR ) .

16

APPENDIX E

WORKPLACE VIOLENCE RISK ASSESSMENT CHECKLIST

This fo rm is des igned to he lp superv i sors , commanders and employees conduc t an assessment o f the po ten t ia l r i sks o f v io lence assoc ia ted w i th the ac t iv i t ies car r ied ou t in the i r depar tments o r a reas , and to respond to any ident i f ied r i sks . Part 1 : Work Department /Area P lease descr ibe your depar tment /a rea and the types o f ac t iv i t ies / func t ions per fo rmed by employees in the depar tment . descr ibe Part 2 : History 1 . Have there been inc idents when employees in your depar tment have exper ienced or

been th rea tened w i th phys ica l v io lence? NO YES, p lease descr ibe inc idents . descr ibe

2 . Have there been inc idents when employees in your depar tment have exper ienced verba l abuse i .e . shouted a t , obscene language, th rea ts , o r obscene phone ca l l s?

NO YES, p lease descr ibe inc idents . descr ibe

Part 3 : Act ivi t ies Which Might Expose Employees to Risk of V io lence 3 . Do employees in your depar tment work w i th money or o ther va luab les? NO

YES 4 . Do employees in your depar tment de l i ver o r co l lec t i tems o f va lue? NO YES,

p lease descr ibe

descr ibe 5 . Do employees in your depar tment dea l w i th peop le who may be under the in f luence

o f d rugs or a lcoho l? NO YES

6 . Do employees in your depar tment dea l w i th peop le who are deep ly t roub led or d is t ressed? NO YES

7 . Do employees in your depar tment mon i to r o r regu la te the ac t iv i t y o f o thers o r car ry

ou t p rocedures or make dec is ions wh ich adverse ly a f fec t o thers? NO YES, p lease descr ibe

descr ibe

8 . Are employees in your depar tment invo lved w i th ac t iv i t ies tha t may e l i c i t a negat ive

o r con f ron ta t iona l response? NO YES, p lease descr ibe

descr ibe

17

9. Are there o ther aspec ts o f the work in your depar tment tha t migh t spark a v io len t response? NO YES, p lease descr ibe

descr ibe

Part 4 : Factors That Increase the Risk of V io lence Def in i t ion : A person works a lone when he /she works in a s i tua t ion where he /she is ou t o f s igh t and ou t o f hear ing o f o ther employees. 10 . Do any o f your employees work a lone dur ing normal work ing hours? NO YES,

p lease descr ibe

descr ibe 11 . Do any o f your employees work a lone a f te r normal work ing hours? NO YES,

p lease descr ibe

descr ibe 12 . P lease descr ibe any precaut ions a l ready taken to sa feguard employees o f your

depar tment who work a lone.

descr ibe 13 . P lease descr ibe o ther fac to rs wh ich you fee l m igh t inc rease the r i sk o f v io lence.

descr ibe Part 5 : Reducing the Risk of V io lence 14 . P lease descr ibe po l i c ies o r p rocedures a l ready in p lace to reduce the r i sk o f

v io lence in your depar tment . descr ibe

15 . In l igh t o f your responses to the ques t ions in th is assessment :

a ) Do you cons ider tha t a l l reasonab le s teps have been taken to p revent o r reduce the r i sk o f v io lence? NO YES

b ) What fu r ther s teps wou ld you recommend?

type here

c ) What ass is tance do you need to accomp l ish any o f the above s teps? Spec i fy :

type here Name: Locat ion/Work Area: Date: Thank you fo r your co-opera t ion and input ! Any areas on th is form that show that there is an increased potent ia l for v io lence,

Contact your superv isor , commander , HRO or WVPP Coordinator immediate ly!

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APPENDIX F

CRITICAL INCIDENT STRESS DEBRIEFING (CISD) Prov id ing c r is is in te rvent ion and counse l ing ass is tance w i th in the f i rs t 24 to 72 hours a f te r a v io len t event i s essent ia l . Cr i t i ca l Inc idents , such as the death o r ser ious in ju ry o f a co-worker , have a severe ly adverse e f fec t on members . Desp i te the bes t p ro fess iona l e f fo r ts o f s ta f f , s i tua t ions occur wh ich may cause members , regard less o f rank , years o f serv ice , o r gender , to exper ience unusua l ly s t rong emot iona l reac t ions tha t have the po ten t ia l to in te r fe re w i th the i r ab i l i t y to func t ion . These s i tua t ions are re fe r red to as c r i t i ca l inc idents .

The impact o f a Cr i t i ca l Inc ident o f ten goes unrecogn ized even a f te r common s t ress reac t ions appear . Phys ica l and emot iona l s t ress reac t ions are cons idered normal and usua l ly w i l l d im in ish in t ime. However , very in tense or p ro longed reac t ions may have ser ious ly adverse e f fec ts on employees ' we l l -be ing . A CRITICAL INCIDENT STRESS DEBRIEFING (CISD) promotes a more rapid recovery f rom incidents and a ids normal integrat ion back into w ork and home rout ines .

Th is debr ie f ing process promotes a more rap id recovery f rom inc idents and a ids normal in tegra t ion back in to work and home rou t ines . Employees benef i t f rom a CISD because i t :

(a ) Reduces s t ress and fee l ings o f i so la t ion and abnormal i t y resu l t ing f rom a Cr i t i ca l Inc ident .

(b ) Prevents the onset o f de layed psycho log ica l reac t ions and promotes we l l -be ing .

(c ) Prov ides peer suppor t and educat ion about s t ress reac t ions . (d ) Improves cop ing sk i l l s fo r fu tu re inc idents . Some normal s t ress responses to Cr i t i ca l Inc idents may ind ica te a need fo r

ou ts ide he lp inc lude: (a ) Changes in s leep pa t te rns ( f ) Changes in ea t ing hab i ts (b ) In tes t ina l upsets (g ) Mood swings (c ) Anx ie ty (h ) Depress ion (d ) F lashbacks , n igh tmares ( i ) S ta r t le reac t ion (e ) D i f f i cu l t ies concent ra t ing ( j ) Fee l ings o f anger o r gu i l t A l l superv isors /commanders a re respons ib le fo r recogn iz ing s i tua t ions

appropr ia te fo r a CISD in o rder to in i t ia te and suppor t such a p rocess a t the i r work s i te . I f you or someone you know has exper ienced a Cr i t i ca l Inc ident , con tac t Employee Ass is tance Program (EAP/SEAP) to d iscuss the s i tua t ion . EAP/SEAP wi l l de termine i f a debr ie f ing is appropr ia te and i f so , one w i l l be schedu led . A l though a CISD usua l ly works most e f fec t ive ly w i th a g roup, ind iv idua l ass is tance is a lso ava i lab le . I f in doubt , ca l l EAP/SEAP a t 717-861-8520. EAP/SEAP wi l l ass is t you in ge t t ing in touch w i th personne l au thor ized to inv i te a CISD Team to your work s i te .

19

20

APPENDIX G

WVPP INCIDENT RESPONSE ASSESSMENT TEAM ( IRAT) MEMBERS • WVPP Coord ina tor………………………… (717) 861-8732 • S ta te Safe ty Of f i ce……………………….. (717) 861-8895 • Human Resources Of f i ce……………….. (717) 861-8708 • EAP/SEAP Coord ina tor………………….. (717) 861-8520 • JAG…………………………………………… (717) 861-8635 • MSCA………………………………………… (717) 861-8648 • Un ion (A .C.T . )……………………………… (717) 861-2092 • Behav io ra l Sc ience Of f i cer…………….. (717) 861-2769 • MILPO……………………………………….. (717) 861-8530 • FTIG Po l ice…………………………………. (717) 861-2727 • A i r Guard – Not i f y Miss ion Suppor t Group Commander

o Wi l low Grove………………………. (215) 443-1502 o M idd le town…………………………. (717) 948-2320 o P i t t sburgh………………………….. (412) 776-7629