Enclosure (1) to COMDTINST 5370.1A
actions when safely possible and date the notes. If other parties are present, have
them make notes of their observations as well. Give copies of all notes to HR.
Security, or local law enforcement officials, as appropriate.
d. If you supervise an employee who physically attacks someone and you determine
that it is not necessary to keep that employee from the worksite, consult with HR
or Security concerning other corrective or precautionary measures that may be
appropriate.
e. The HR staff can provide information about referring an employee to the EAP.
When a referral is made based on specific instances of performance or
misconduct, it is advisable for management to consult with EAP prior to making
the referral.
3.
If An Employee's Violent Conduct Occurred Off-duty: If you learned of the conduct
through police reports, the media, or other sources, discuss with HR and Security
whether the conduct requires an agency action to restrict the employee from the
worksite, or if any other corrective or precautionary measures are warranted.
B.
POTENTIAL VIOLENCE
There may be situations where an employee has not exhibited violent or strange behavior at the
worksite, but you receive warnings that indicate a future risk of violence. Some examples are:
1.
Notification by a doctor or a family member that an employee is suffering from
mental illness and has made violent statements about others;
2.
Notification from a family member that an employee has been using drugs or alcohol
and is acting irrationally; or
3.
Comments about suicide to a supervisor or coworker that create concern about an
employee's personal safety.
In these situations, it is prudent to call HR or EAP to help you determine your course of action.
Under no circumstances should you ignore these warnings, even if you think they are not serious.
SECTION III - THREATENING, INTIMIDATING, OR HARASSING
REMARKS OR BEHAVIOR
With increasing reports of violence in the workplace and warnings not to ignore the signals of
potential violence-like threats, supervisors have to balance workplace safety with the rights of
individuals to be treated fairly. Deciding if a particular statement or action constitutes a "threat" or
creates a hostile working environment is difficult. Supervisors must exercise good judgment in
making such determinations. Supervisors should immediately consult with HR, Security, and/or
3
Previous Page
