Retaliation

Workplace Violence Prevention Policy

reedc — Mon, 08 Mar 2021 19:56:40 +0000

Workplace Violence Prevention Policy reedc Mon, 03/08/2021 - 14:56

6-687

Cabinet

06-04-2009

07-29-2025

Category

Human Resources

Associate Vice President for Human Resources

585-245-5616

The State University of New York at Geneseo (SUNY Geneseo) is committed to providing a work environment free from threatening behavior and acts of violence. SUNY Geneseo will not tolerate violence or threatening behavior of any type, from any source. Incidents of workplace violence, threats of workplace violence, or observations of workplace violence are not to be ignored by any member of the College community.

Any and all forms of violence or threatening behavior which involve or affect SUNY Geneseo College faculty, staff, students, and facilities or which occur on the College’s campus, or in any off-campus location that could be considered an extension of the College (even at times it is away from the campus, or when employees, students, and others are in official travel status as representatives of the College, etc.) are prohibited by this policy. This includes threatening behavior and violence directed against supervisors, by supervisors against employees, by employees directed against other employees, by employees directed against students, or visitors and vendors, and by visitors or vendors directed against College employees or students.

The College will actively work to prevent and eliminate violence and threatening behavior on campus. The College will respond promptly and decisively to violence and threatening behavior on campus. This response may include termination of employees and will include timely involvement of law enforcement agencies, when appropriate. The College’s response may also include removal of third party vendors from campus or termination of contracts with such vendors.

It is the policy of SUNY Geneseo that each of our employees has the right to a workplace free from violence. Threats, acts of violence and acts of aggression by employees or against employees by co-workers, members of the public, or others will be responded to promptly. For purposes of this policy, violence is defined as any physical assault, actual threat, or threatening behavior occurring in the work setting. This includes actions of employees, supervisors, visitors, vendors or any other person. As an institution of higher education, SUNY Geneseo expects and encourages robust discussions among members of the College community. This policy does not cover speech or expressive activity that is protected by the United States Constitution and the Constitution of the State of New York.

Employees who commit a violent act or threaten to commit a violent act may be subject to corrective or disciplinary action, up to and including termination, in accordance with existing collective bargaining unit agreements and shall be prosecuted to the full extent of the criminal laws. Any individual who makes a substantial threat, exhibits threatening behavior or engages in violent acts on College property shall be subject to removal from the premises as quickly as safety permits. An investigation will subsequently be conducted as promptly as possible.

In addition, the possession or use on campus of firearms, knives (except non-spring pocket knives), or other weapons, explosives, or fireworks is prohibited. Violators will be subject to disciplinary action seeking their dismissal from State service or student enrollment and possible criminal charges.

Workplace violence should be reported promptly to the appropriate College official (see below). Additionally, all members of the College community are encouraged to report behavior they reasonably believe poses a potential for workplace violence in order to maintain a safe working and learning environment.

Education and Prevention

In compliance with NYS Labor Law §27b, and in keeping with the College’s interest in making SUNY Geneseo a safe living, working, and learning environment, the College will provide training to each new member of the organization as part of the orientation process. Employee training will include a comprehensive review of the Workplace Violence Prevention Policy, details about the written Workplace Violence Prevention Program, and information about methods to protect themselves from potential risks. Every employee must sign for receipt of the policy and procedure upon publication or at orientation. Signed receipt will be placed in each employee’s personnel file.

No Retaliation Clause

Retaliation against anyone acting in good faith that has made a complaint of workplace violence, who has reported witnessing workplace violence, or who has been involved in reporting, investigating, or responding to workplace violence is a violation of this policy and will not be tolerated. SUNY Geneseo will take appropriate formal disciplinary action, which can include penalties up to, and including termination of employment in accordance with existing collective bargaining unit agreements for those found responsible for retaliatory action.

Reporting Procedures

Violence prevention depends upon the awareness of faculty, staff, and students; training; compliance with appropriate policies and procedures; and finally effective and timely responses to early warning signs and threats. Incidents of workplace violence, threats of workplace violence or observations of workplace violence are not to be ignored by any member of the college. Workplace violence or threats of workplace violence must be promptly reported to the appropriate college official as noted in the following reporting procedures:

Any person subjected to, or witnessing a violation of the Workplace Violence Prevention Policy should immediately contact the University Police Department at 585-245-5222 or dial 911.
Any person subjected to, or witnessing a threat involving violence in the workplace should immediately contact the University Police Department at 585-245- 5222 and report the incident to his or her supervisor.
Any person suspecting a violation of the Workplace Violence Prevention Policy should report the suspicion to his or her supervisor or contact the University Police Department at 585-245-5222.

College responsibilities include:

SUNY Geneseo will disseminate to all employees a statement against all acts of violence, including domestic violence. This statement will be posted in prominent locations accessible to College community members.
The college will provide information to all employees about services available through the EAP program including those designed to help employees deal with any issues related to workplace or family violence.
The college shall comply and assist with enforcement of all known court orders of protection, particularly orders in which abusers have been ordered to stay away from the work site. If requested by the victim or law enforcement, the college shall provide information in its possession concerning an alleged violation of an order of protection.
Employees should bring their orders of protection (OP) to the attention of the University Police Department or the Assistant Vice President for Human Resources. Once the order of protection has been brought forward, the document will be placed on file in the University Police Department with all other active orders of protection. The file shall be accessed by sworn officers in the University Police Department required to uphold the provisions as set forth in the order, and by dispatchers needing to communicate information to the officers. Employees shall provide updated orders of protection to either the University Police Department or the assistant vice president for human resources to ensure the most current information is on file.
The University Police Department will discuss with the employee a plan on how to best proceed to ensure the safest possible work environment for the employee and the campus community. With the permission of the employee, this may include a discussion about who should be informed, blocking the subject, ways to assist the campus with the identification of the perpetrator, and creating a personal workplace safety plan.
The college will regularly review the workplace environment and minimize wherever possible environmental factors which may expose our employees or other members of the college community to violent acts.
Employees with questions or complaints about workplace behaviors which fall under this policy may discuss them with their supervisor, a member of management, or with a representative from Human Resources. Concerns will be investigated and appropriate action will be taken. This may include disciplinary action for an employee, in accordance with respective bargaining agreements.
The college will provide workplace violence prevention training to all employees at the time of job assignment and periodically thereafter.
The college will develop a written workplace violence prevention program, which will be accessible to all employees, upon request. The Workplace Violence Prevention Program will be maintained in the Office of Human Resources and the University Police Department.
SUNY Geneseo will make arrangements for counseling services or referrals for employees, as appropriate.

Employee responsibilities include:

All employees are responsible for helping to maintain a safe work and educational environment and are urged to take reasonable precautions to prevent violence and other unsafe conditions in the workplace and report indicators of increased risk of violent behavior.
Employees are expected to notify the University Police Department whenever an Order of Protection is granted which mentions college property, involves a college employee, or a person working at the college.
Employees should bring their orders of protection (OP) to the attention of the University Police Department or the associate assistant vice president for human resources or designee. Once the order of protection has been brought forward, the document will be placed on file in the University Police Department with all other active orders of protection. The file shall be accessed by sworn officers in the University Police Department required to uphold the provisions as set forth in the order, and by dispatchers needing to communicate information to the officers.
Victims of domestic violence who believe the violence may extend into the workplace, or employees who believe that domestic or other personal matters may result in their being subject to violence extending into the workplace, are encouraged to notify their supervisor, and University Police Department. Confidentiality will be maintained to the extent possible.
All employees have an obligation to report any incidents of violence or threats of workplace violence to their supervisor and the University Police Department immediately. If an employee believes that imminent danger exists, they must contact the University Police Department immediately by calling at 585-245-5222 or call 911.
Any employee or representative of employees who believes that a violation of a Workplace Violence Protection Policy exists shall bring such matter to the attention of a supervisor in the form of a written notice. If, following a written notice, the matter has not been resolved and the employee or representative still believes that a violation of a Workplace Violence Prevention Policy remains, or that an imminent danger exists, the employee or representative should contact one of the following:
1. University Police Department (if imminent danger exists) 585-245-5222 or 911
2. Department head of the area in which the employee reports
3. Vice president of the area in which the employee works
4. Associate Assistant Vice President for Human Resources or designee 585-245-5616

Supervisor responsibilities include:

Report to the University Police Department any complaint of workplace violence made to them and any other incidents of workplace violence of which they become aware or reasonably believe to exist.
Inform their immediate supervisor promptly about any complaints, acts, or threats of violence even if the situation has been addressed and resolved. After having reported such complaint or incident to the University Police Department and immediate supervisor, the supervisor should keep it confidential and disclose it only as necessary during the investigation process and/or subsequent proceedings.
Report any knowledge of workplace violence to the Human Resources Office immediately. Failure of a supervisor to initiate appropriate action may result in administrative action including possible discipline up to and including termination in accordance with existing collective bargaining unit agreements.

University Police Department responsibilities include:

The University Police Department is responsible for

responding to;
intervening; and
documenting incidents of violence in the workplace.

The University Police Department will immediately log all incidents of workplace violence and will notify the respective supervisor of an incident with his/her employee(s).
The University Police Department will maintain an internal tracking system of all threats and incidents of violence. Annual reports will be submitted to the President or designee detailing the number and description of workplace violence incidents, the disposition of the incidents, and recommend policy, training issues, or security procedures that were or should be implemented to maintain a safe working and learning environment.
The University Police officers will be trained in workplace violence awareness and prevention, non-violent crisis intervention, conflict management, and dispute resolution.
When informed, the University Police Department will maintain a record of any Orders of Protection.

Office of Human Resources responsibilities include:

The Office of Human Resources is responsible for:

assisting the Chief of the University Police Department and supervisors in responding to workplace violence;
facilitating appropriate responses to reported incidents of workplace violence;
notifying the University Police Department of workplace violence incidents reported to HR; and
locating and consulting with, as necessary, counseling services to secure professional intervention.

The Office of Human Resources is responsible for providing new SUNY Geneseo employees with a copy of the Workplace Violence Prevention Policy and ensuring that employees receive appropriate training pursuant to NYS Labor Law §27b.
The Office of Human Resources will also be responsible for annually disseminating this policy to all employees, as well as posting the policy on the college’s website. Employees sign for receipt of this policy and procedure at orientation. Signed receipt will be placed in each employee’s personnel file.

Additional Information

Employee Assistance Program

Every employee has the right to seek assistance through the Employee Assistance Program (EAP) to deal with any issues of violence, wherever they happen, including outside of the workplace. The College’s EAP offers a professional and confidential source of help for people who need assistance with personal problems or concerns. This service is available to employees and to their families. The program recognizes that employees are people first, and are subject to stress and pressures that affect their ability to be effective at work. A campus EAP coordinator can be contacted confidentially at 585-245-5740.

In addition to EAP, NYS Work Life Services (worklife@oer.ny.gov) Balance is available to employees who need assistance to cope with stressful situations. Employees are encouraged to contact NYS Balance at 518-486-9769 1-800-320-4760 or to seek professional counseling services for assistance.

Mandatory Child Sexual Abuse Reporting & Prevention Policy

reedc — Mon, 08 Mar 2021 16:11:24 +0000

Mandatory Child Sexual Abuse Reporting & Prevention Policy reedc Mon, 03/08/2021 - 11:11

6-665

Cabinet

07-15-2013

03-27-2024

I. Policy on Mandatory Reporting and Prevention of Child Sexual Abuse

A. Any employee or student of or volunteer for the State University of New York who witnesses or has reasonable cause to suspect any sexual abuse of a child occurring on State university property or while off campus during official State University business or University-sponsored events shall have an affirmative obligation to report such conduct to the relevant University Police Department immediately. Such report should include the names of the victim and assailant (if known), other identifying information about the victim and assailant, the location of the activity, and the nature of the activity.

B. In addition, to aid in the prevention of crimes against children on property of the State University of New York and/or during official State University business at events sponsored by the State University of New York, relevant employees should be trained on the identification of such crimes and proper notification requirements. Vendors, licensees or others who are given permission to come onto campus or to use University facilities for events or activities that will include participation of children shall ensure that they have in place procedures for training, implementation of applicable pre-employment screening requirements and reporting of child sexual abuse.

C. In furtherance to this policy, Geneseo shall, on an annual basis notify all college employees of the existence of this policy, and train employees on the provisions of this policy and the attendant reporting obligations.

D. It is a violation of the policy for a member of the University community to attempt to handle a case of sexual abuse “in house,” within a department, residence hall, or athletic team, for example. All reports must be brought to the attention of University Police for further investigation and handling as a criminal matter.

E. Any employee found in violation of the provisions of this policy shall be subject to discipline up to termination of their employment, consistent with the terms and conditions of the applicable collective bargaining agreement, if any, as well as subject to any applicable criminal prosecution.

F. Nothing contained in this policy precludes mandated reporters from completing their obligation to report suspected child sexual abuse.

II. No Retaliation Clause

A. Retaliation against a person acting in good faith, in accordance with this policy, who reports an incident or suspicion of child sexual abuse, is strictly prohibited.

B. SUNY Geneseo will take appropriate formal disciplinary action, which can include penalties up to, and including termination of employment in accordance with existing collective bargaining unit agreements for those found responsible for retaliatory action.

III. Reporting Procedures

A. Employees, students, or volunteers who witness or have a reasonable cause to suspect any sexual abuse of a child occurring on college property or while off campus during official college business or a college sponsored event, shall report the incident immediately to the Geneseo University Police Department at 585-245-5222.

B. The report to the Geneseo University Police Department should include the names of the victim and assailant (if known), other identifying information about the victim and assailant, the location of the activity, and the nature of the activity.

C. Upon receiving such a report, along with initiating its standard investigatory procedures and notifications to other campus offices (see above), the Chief of the Geneseo University Police Department shall promptly notify the Commissioner of University Police at SUNY System Administration, who shall report such incidents to the Chancellor for periodic reporting to the Board of Trustees.

IV. Related Links

SUNY Policy on Mandatory Reporting and Prevention of Child Sexual Abuse

Geneseo's Child Protection Policy

New York State Penal Law Articles

Every Five Years

07-29-2025

Julie Briggs

Associate Vice President for Human Resources

07-29-2025

Promoting the Respectful Workplace Policy

Anonymous — Wed, 31 Jul 2019 19:16:02 +0000

Promoting the Respectful Workplace Policy Anonymous (not verified) Wed, 07/31/2019 - 15:16

6-667

Cabinet

01-01-2019

07-29-2025

Management Responsibility

Management and others in positions of authority and workplace representatives have a particular responsibility to ensure a healthy workplace environment and to address complaints expeditiously. Management will:

Provide good examples by treating all with courtesy and respect
Promote awareness of the policy and complaint procedures
Be vigilant for signs of inappropriate behaviors at work through observation and information seeking, and take action to resolve the behavior before it escalates
Deal sensitively with employees involved in a complaint, whether as complainant or alleged aggressor
Explain the procedures to be followed if a complaint of inappropriate behavior at work is made
Ensure that an employee making a complaint is not victimized for doing so, and seek resolution of such behavior if it occurs
Monitor and follow up on the situation after a complaint is made so as to prevent recurrence of the behavior.

Employee Responsibility

All members of the College can contribute to a healthy workplace environment by modeling respectful behavior, speaking out against and reporting bullying behavior, participating in training, and cooperating with preventative measures.

Training Programs

As part of its commitment to encouraging positive and healthy behaviors, the College has established training programs for all employees and managers. Training is included as part of the new hire orientation, and thereafter scheduled on a regular basis for employee and management participation. Training will identify factors which contribute to a bully-free environment, familiarize participants with responsibilities under this policy, and provide steps for overcoming a bullying incident, including filing an adequate and informed report to the appropriate party.

Complaint Process

The aim and objectives of a formal complaint process include an investigation of allegations of negative, aggressive, and inappropriate behaviors, written documentation from all parties involved, and resolution in a timely manner.

Any employee or manager seeking to file a complaint should take special care to ensure the complaint is confined to and consists of precise details of each incident of negative, aggressive, and alleged inappropriate behaviors, including dates, times, locations and any witnesses.
Complaints alleging bullying or uncivil behavior should be reported to the victim’s immediate supervisor. Supervisors must consult with Human Resources and provide a response and/or update to the complainant within 14 calendar days. If the alleged bullying behavior is from the immediate supervisor, the complaint should be reported to the supervisor’s supervisor or directly to the Human Resources Office.
Multi-employee complaints within a department or division of the College may be brought directly to AVP for Human Resources.

Every 5 years.

07-29-2025

Julie Briggs

Associate Vice President for Human Resources

07-29-2025