The Honolulu Police Department is committed
to maintaining a safe, violence-free work environment.
Toward this end, the department will address
workplace violence by:
I. Providing education and training;
II. Establishing procedures for responding to
recognized potential incidents of violence; and
III. Establishing procedures for responding to
actual workplace violence.
Violation of this policy can result in disciplinary
action up to and including termination in accordance
with collective bargaining agreements and civil service rules.
DEFINITION
Except for incidents which occur during official
law enforcement situations (e.g., arrests or crowd
control), the following definition shall apply to
departmental employees, including contract and
volunteer workers, and nonemployees who interact
with departmental employees:
“Workplace violence” means any intentional action
that physically harms or may cause physical harm
to someone or something.
INCIDENT MANAGEMENT TEAM (IMT)
A. The IMT can provide resources for labor
relations, counseling, security, legal issues,
and other areas that may assist in responding
to workplace violence incidents.
B. The commander or designee of the Human
Resources Division shall serve as the coordinator
for the IMT. In addition, the IMT coordinator
may direct a review of an incident and make
recommendations to the Chief of Police, if necessary.
EDUCATION AND TRAINING
The Training Division shall be responsible
for coordinating education and training on
workplace violence. This will include an
overview on the subject as well as general
information on preventing, detecting, and
responding to violent or potentially violent incidents.
RESPONSIBILITIES
A. Employees
Employees shall not display any acts of workplace violence.
1. Employees are encouraged to resolve conflicts
that do not involve violence with diplomatic
communication and common sense.
2. Employees should report incidents related to
workplace violence, whether they are the target
of the violence or they witness behavior (threats
or harassment) that is likely to lead to violence.
The incidents should be reported immediately,
verbally or in writing, to their supervisors.
If a supervisor is the source of the problem, it
shall be reported to the next higher supervisor.
B. Supervisors
Supervisors are responsible for taking reasonable
measures to maintain a work environment that is
free of violence and ensuring that all employees
are aware of this policy.
In addition, a supervisor who is aware (directly
or indirectly) of any workplace violence, threat,
or harassment shall take action by:
1. Notifying the IMT in writing about the incident.
The IMT should be contacted through its coordinator;
2. Immediately investigating or initiating an
investigation of the incident, which should,
when appropriate, include meeting with the parties involved.
a. Investigations shall be conducted in
accordance with Policy 5.01, COMPLAINTS
AND INTERNAL INVESTIGATIONS, and for relevant
violations of Article VII of the Standards
of Conduct, which are reviewed by the Administrative
Review Board; and
b. A written report that includes a brief
synopsis and disposition of the completed
investigation shall be prepared and submitted
to the IMT coordinator by the element commander
or designee;
3. Taking appropriate action to quickly diffuse
a violent situation or reduce the risk of imminent danger;
4. Making referrals for voluntary counseling
(e.g., Human Services Unit, private psychologists,
counselors, Employee Assistance Program, and
police chaplains) when appropriate; and
5. Making referrals to the departmental psychologist
for a fitness-for-duty evaluation in accordance
with Policy 3.13, PSYCHOLOGICAL EVALUATIONS.
C. Restraining/Protective Orders
1. Employees who apply for or obtain a
restraining/protective order which names
their workplace as a protected location
shall provide their commanders, via the
supervisors, with copies of the application
or order and the petition and declaration
used to seek the order. These employees
shall also inform their commanders, via
the supervisors, of any violation of any
temporary or permanent protective/restraining order.
If the workplace is not listed as a protected
location, employees may still provide their
commanders, via the supervisors, with all of
the information listed in section C 1 above.
2. Commanders should provide certain information
to their employees about a restraining/protective
order that an employee in their element has
applied for or obtained if there is a potential
of violence or confrontations.
a. The information that is provided shall be
limited to the name and description of the
person who was served the order and the name
of the employee who applied for the order; and;
b. If the person who was served the order is
observed at the workplace, employees shall
immediately report the incident to their supervisors.
IMMEDIATE POLICE ASSISTANCE
An officer in the vicinity shall be called
to respond to any situation in which violence
appears imminent. If no officer is available,
one shall be requested by calling 911.
WEAPONS IN THE WORKPLACE
No person, while on city facilities, shall
carry firearms, other deadly weapons, or
explosives, either openly or concealed,
except for official purposes and with the
approval of the Chief of Police.
RETALIATION AND FALSE REPORTS
A. Retaliation in any form is prohibited
against anyone who reports an incident
that is related to workplace violence or
participates in the investigation of such
an incident.
B. Any false reporting of violence shall
be subject to disciplinary action.