COMMANDANT 5370.1A
(1)
Convene and Chair the CIT;
(2)
Determine if additional resources outside of those listed in 9. d. through j. and
8.c.(1)d. are required;
(3)
Notify the EAPC;
(4)
Retain authority to chair the CIT at the deputy level or higher; and
(5)
Accept or modify and implement CIT recommendations or reject them.
However the commanding officer or civilian director shall take appropriate steps
to prevent recurrence or threat of violence
g.
Active duty members and civilian employees shall:
(1)
Report Workplace Violence and Threatening Behavior. Individuals who
observe or know of actions involving violence or threatening behavior in the
workplace should respond according to the procedures in paragraph 8.a.; and
(2)
Avoid behavior described in paragraph 6.
h.
Supervisors at all levels involved in the incident shall:
(1)
Act immediately to defuse or resolve violent, disruptive, or abusive situations in
the workplace by following this Instruction's policies and procedures;
(2)
Inform all personnel clearly of Coast Guard policy;
(3)
Be alert to changes in personal behavior patterns that could suggest the potential
for workplace violence or to external situations such as domestic violence or
stalking that could spill over into the workplace;
(4)
If a violent incident or threat occurs, inform the chain of command; and
(5)
Gather as much information as possible for presentation at the CIT initial
meeting.
i.
Human Resources CIT Representatives, Command Staff Advisors, shall:
(1)
Be prepared to discuss any past disciplinary actions and the work record of the
involved civilian employee or active duty member; and
(2)
Be prepared to advise the CIT as to appropriate personnel actions available to
the command or supervisor.
j.
Legal CIT Representatives shall:
(1)
Provide advice and counsel to the CIT and commander or supervisor. Be
prepared to advise as to availability of legal remedies, including injunctive relief
where appropriate;
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