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Madison Metropolitan School District

Employee Handbook 2021-2022

3.46 Violence in the Workplace
  1. Expectations: Violent behavior of any kind or threats of violence, either direct or implied, are prohibited on District property and at District sponsored events. An employee who exhibits violent behavior shall be subject to disciplinary action up to and including termination and may also be referred to law enforcement.

  2. Definitions as Used Under this Section:

    1. Workplace Violence: Behavior in which an employee, former employee, contractor or visitor to a workplace inflicts or threatens to inflict damage to property, serious harm, injury or death to others at the District or under the direct supervision of the District.

    2. Threat: A communicated intent to inflict physical or other harm on any person or property.

    3. Intimidation: Behavior or communication that comprises coercion, extortion, duress or putting in fear.

    4. Court Order: An order by a court that specifies and/or restricts the behavior of an individual. Court orders may be issued in matters involving domestic violence, stalking or harassment, among other types of protective orders, including temporary restraining orders.

  3. Prohibited Behavior: Violence in the workplace may include, but is not limited to, the following list of prohibited behaviors directed at or by an employee, supervisor or visitor:

    1. Assault or battery.

    2. Blatant or intentional disregard for the safety or well-being of others.

    3. Commission of a violent felony or misdemeanor.

    4. Dangerous or threatening horseplay or roughhousing.

    5. Direct threats or physical intimidation.

    6. Loud, disruptive, profane or obscene language or gestures that are clearly not part of the typical school district learning environment.

    7. Physical restraint, confinement.

    8. Possession of weapons of any kind on District property.

      Please see:

      Board Policy 4234

    9. Stalking.

    10. Any other act that a reasonable person would perceive as constituting a threat of violence.

  4. Reporting Procedure: An employee who is the victim of violence, believes he/she has been threatened with violence, or witnesses an act or threat of violence towards anyone else shall take the following steps:

    1. If an emergency exists and the situation is one of immediate danger, the employee shall contact the local law enforcement by dialing 9-1-1, and may take whatever emergency steps are available and appropriate to protect him/herself from immediate harm, such as leaving the area.

    2. If the situation is not one of immediate danger, the employee shall report the incident to the appropriate supervisor or his/her designee as soon as possible.

    An employee who has received a restraining order, temporary or permanent, against an individual who may impact the employee at work (e.g. verbal or physical contact or proximity has been prohibited or restricted), shall immediately supply a copy of the signed order to his/her supervisor. The supervisor shall provide copies to the other appropriate supervisors and inform other employees on an as-needed basis.

  5. Investigation and Investigation Findings: The District will investigate all complaints filed and may investigate in other situations where no complaint was filed but was brought to the District’s attention. Retaliation against a person who makes a good- faith complaint regarding violent behavior or threats of violence made to him/her is prohibited.