HARPER COLLEGE BOARD POLICY 09.13.00

CAMPUS AND WORKPLACE VIOLENCE PREVENTION

The College is committed to maintaining an environment for its students and employees which is free from violence, threats of violence, aggression, intimidation, harassment and sexual harassment by other students and employees or by outside parties, including visitors to the College, and vendors with which the College does business.

Harper College prohibits the wearing, transporting, storage or presence of firearms or other dangerous weapons in its facilities or on its property except as provided under the Illinois Firearm Concealed Carry Act and this policy. Employees, students, and all others in possession of a firearm or other weapon except as provided under Illinois law within College facilities/property or while otherwise fulfilling job responsibilities may face disciplinary action, including termination. To the extent allowed by law, Harper College prohibits persons from carrying firearms or weapons in any of its facilities or on its property except as provided under the Illinois

Concealed Carry Act and this policy. This policy does not apply to any law enforcement personnel engaged in official duties.

Weapons or firearms are allowable under the following exceptions:

• The weapon or firearm is used in connection with a weapons safety course, weapons education course, military science or law enforcement training course offered by the College and/or approved and authorized by the College.
• The weapon or firearm is carried by a full-time law enforcement officer required to carry a weapon or firearm as a condition of their employment; the weapon or firearm is carried by an enforcement officer from an external agency conducting official business at the College; or for any other exception deemed necessary as determined by the Chief of the College Police.
• The weapon or firearm is used in connection with sanctioned classes, athletics, or recreational sports practices, games, matches, tournaments or events on Campus when the activity requires the use of such weapons or firearms (e.g., fencing, starter pistols and archery).
• The use of simulated weapons or firearms in connection with College-related theatrical productions.
• A weapon or firearm may be transported into an unrestricted parking area within a vehicle if the weapon or firearm and its ammunition re- main locked in a case out of plain view within the parked vehicle as detailed in this Policy.

A person licensed to carry a concealed firearm must store a firearm or ammunition concealed in a case within a locked vehicle or locked container
out of plain view within the vehicle in the parking area. For purposes of this subsection, “case” includes a glove compartment or console that completely encloses the concealed firearm or ammunition, the trunk of the vehicle, or a firearm carrying box, shipping box, or other container.

A licensee may exit a vehicle and carry a concealed firearm in the immediate area surrounding their vehicle within a permitted parking lot area only for the limited purpose of storing or retrieving a firearm within the vehicle’s trunk, provided the licensee ensures the concealed firearm is un-loaded prior to exiting the vehicle.

Additionally, concealed firearms shall not be allowed in parking lot number five (5) and/or parking lot number six (6) on the Harper College campus.
Appropriate signage will be posted noting this restriction.

Acts of workplace violence will not be tolerated, and all reports of such incidents will be taken seriously and dealt with appropriately. Individuals who commit such acts may be removed from the premises and subject to disciplinary action, criminal penalties, or both.

All members of the campus community are encouraged to report conflicts that compromise the health and effectiveness of individual employees and or worksites before the conflicts become major problems.

Definitions

• The term "firearm" is defined as a loaded or unloaded handgun. A "handgun" is defined as any device which is designed to expel a projectile or projectiles by the action of an explosion, expansion of gas, or escape of gas that is designed to be held and fired by the use of a single hand.
• The term "weapon" is defined as:
  • Any device, whether loaded or unloaded, that shoots a bullet, pellet, flare or any other projectile including those powered by CO2. This includes, but is not limited to, machine guns, rifles, shotguns, handguns or other firearm, BB/pellet gun, spring gun, paint ball gun, flare gun, stun gun, taser or dart gun and any am- munition for any such device. Any replica of the foregoing is also prohibited.
  • Any explosive device including, but not limited to, firecrackersand black powder.
  • Any device that is designed or traditionally used to inflict harm including, but not limited to, bows and arrows, any knife with a blade longer than three inches, hunting knife, fixed blade knife, throwing knives and daggers.

Procedures to implement this policy and the process for determining violations to this policy will be published in the Administrative Services Procedure Manual, in the Student Handbook and other appropriate publications.

Campus and Workplace Violence Prevention Procedures 

Harper College is committed to preventing workplace violence and maintaining a safe environment. Intimidation, harassment, violent acts, or threats of violence will not be tolerated in the workplace.

Employees are expected to treat their co-workers, including supervisors, with courtesy and respect at all times. They should not fight, play tricks on each other, or behave in any way that might be dangerous to other people. The College does not allow firearms, weapons, and other dangerous or hazardous devices and substances on its premises without the proper authorization; nor does it permit its employees to behave in a way that threatens, intimidates, bullies, or coerces another employee, student, or a member of the public, even during breaks and meal periods. Further, Harper strictly prohibits all acts of harassment, including harassment that is based on an individual's sex, race, age, gender, sexual orientation, or any characteristic protected by federal, state, or local law.

Employees should immediately report a threat of violence or an act of violence by anyone to the Harper College Police Department, the Workplace Violence Investigation Officer (Chief Human Resources Officer), or any member of management. The report should be as specific and detailed as possible.

Employees should immediately report suspicious persons or activities to the Harper College Police Department. When doing this, employees should be cautious and not place themselves in danger. Employees who witness a disturbance or dangerous situation should not try to stop it on their own.

Harper College will promptly and completely investigate all reports of violent acts, threats of violence, and suspicious persons and activities. In doing so, the College will make all reasonable efforts to protect the identity of the person who made the complaint unless such disclosure is required for legal reasons. Employees who are suspected of violating this Administrative Procedure may be suspended with pay pending the outcome of an appropriate investigation, or when such a suspension is judged to be in the best interest of the College as determined solely by the President or a designate.

Employees who commit a violent act, threaten violence, or violate other aspects of this Administrative Procedure will be subject to disciplinary action, up to and including termination of employment. Depending on the nature of the violation, they also may be referred to the proper legal authority for prosecution.

Employees who are having interpersonal conflicts with other employees are encouraged to consult their supervisor or the Human Resources Department. Doing so tends to reduce the likelihood that relatively minor misunderstandings will escalate into something more serious with potential for violence. Employees who bring these types of problems to the College's attention and are actively engaged in trying to resolve them will not be disciplined.

Emergency Procedures

• Call Harper College Police at 911 or extension 6330.

Immediate Physical Danger

• Get out of the area and away from the immediate threat.
• Call Harper College Police immediately after you are in a safe place.

Violence Committed

• Call Harper College Police immediately if a person commits an act of violence against you or another person.

Intimidating Situation

• Call Harper College Police if a person has communicated a direct or indirect threat of physical or mental harm against you in any form (i.e., oral or written statements, gestures, expressions).
• Call the Harper Police if you are witness to a person who has communicated a direct or indirect threat of physical or mental harm against a person (oral or written statements, gestures, expressions.)
• Call Harper College Police immediately from a location away from the person who is causing the intimidation. Be prepared to give the dispatcher all the facts, and remain on the line until the officers arrive.

Non-Emergency Procedures

If you are not in immediate physical danger, but you have experienced or witnessed harassment (also see separate Sexual Harassment policy and procedures) or intimidation:

• Report instances of intimidation or concerns about workplace violence to your direct supervisor.* Determine with your supervisor if the issue can be resolved at this level. *If your direct supervisor is the person with whom you are experiencing the conflict, report the incident to that person’s direct supervisor. If that person is also involved in the conflict, you may report the concern to the Workplace Violence Investigation Officer (WVIO)** who is the Chief Human Resource Officer.
• If the conflict cannot be resolved with your direct supervisor, file a formal written complaint with the WVIO (appointed by the President). The complaint should describe the alleged violation, the person(s) against whom the complaint is being filed and dates of the action(s) as well as the remedy or relief sought.
• Upon receipt of the written complaint, the WVIO** will review and discuss the complaint with all parties directly involved. On the basis of the written complaint and discussion(s) the WVIO will determine what further investigative action is required.
• After the initial discussion(s) with the complainant, the WVIO will conduct further investigation as deemed appropriate. Such investigation may include, but is not limited to:
  • Interviewing the party(ies) alleged to have committed the act;
  • Interviewing witnesses identified by the complaining or accused party; and
  • Reviewing documents relevant to the complaint.
• As a result of the above initial steps, resolution with the parties will be explored. If resolution is not achieved, the WVIO will determine the appropriate actions to be taken.
• The WVIO shall prepare a confidential report with regard to the investigation. The report shall state whether or not the WVIO believes a violation of the College’s Workplace Violence policy has occurred and whether or not resolution has been achieved. The WVIO’s report shall be completed within 30 days of receipt of any complaint(s); however, such time may be extended for an additional 30 days if necessary.
• If resolution is not achieved, the person accused of workplace violence may be subject to disciplinary action up to and including termination of employment.
• A copy of the confidential report will be sent to and maintained by the Chief Human Resource Officer of the College. The WVIO’s findings shall be sent to the complaining and accused parties.
• Either party may appeal, in writing, the decision of the WVIO by filing an appeal with the President within five calendar days of receipt of the decision. The President shall respond within 30 calendar days of receipt of the appeal.
• All reports of concerns made under this policy are confidential. The confidential records will be kept in the office of the WVIO. Supervisors, the WVIO and other necessary administrators are directed to limit disclosure of information to only those persons who, in their discretion, are required to be made aware of a complaint made under this policy. Investigations under this policy are to be made with the least amount of disclosure needed to effectively carry out the investigation. Further, the final report of the WVIO and all discussions concerning a resolution of a complaint will be kept confidential and released to only those persons who are required to have knowledge. Those making a report of misconduct under this Policy, those interviewed in an investigation under this Policy and those who are the subject of a report under this Policy are requested to limit their disclosure of information to their supervisor, the WVIO, and/or other necessary persons.

The Workplace Violence Complaint Procedure will be evaluated each year by the Chief Human Resource Officer. Recommendations for changes in this procedure will be brought to the Human Resources and Wellness Shared Governance Committee.

** The WVIO may designate a another member of the Human Resources department  or outside third party to perform the steps of the workplace violence procedure including  conducting the investigation and writing the final report.