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Resources and Reports

CWUR 3-40-190 Workplace Violence

Applies to – All university staff. To the extent that this procedure addresses terms not covered under collective bargaining agreements for represented employees, the terms of this procedure shall prevail.

(1) Preventive Measures

(A) Training – Training on how to respond and prevent workplace violence is offered as part of leadership skills/supervisor training.  University police and parking services will provide department training upon request.

(B) Incident and Pre-Incident Procedures – Any member of the university community observing behavior that is in violation of the workplace violence policy, or that could reasonably be interpreted as a precursor to an act of violence or intimidation, shall make an immediate report to university police and parking services. In cases of imminent danger, the university police and parking services will intervene.  When time and circumstances permit,the supervisor of the employee-victim and/or employee-perpetrator, the AVP finance and business auxiliaries; and, as applicable, the chief human resource officer, the dean of student success, or appropriate dean, will make a threat assessment and report to the appropriate vice president or provost.

(C) Supervisor Responsibility – Supervisors are critical to the prevention of employee violence in the workplace. By recognizing early signs and intervening prudently and appropriately, supervisors can reduce the chances of eruptive violent behavior. When left unchecked, inappropriate behaviors can escalate to higher levels. Behavioral warning signs which, in some combination, may indicate a potential for violence, could include but are not limited to:

1. paranoia (e.g. "others are out to get me or my job")

2. frequent angry outbursts, difficulty controlling temper

3. recent isolation of self from co-workers

4. rash or impulsive behavior without apparent forethought

5. failure to accept criticism, blaming others when things go wrong

6. drug/alcohol use or abuse

7. obsession about possessing or collecting weapons

8. co-workers have concerns about, or  fear,  this person

9. bragging about past acts of violence

10. threats (e.g. “one of these days, they are going to be sorry”)

A supervisor, who observes such behaviors in an employee, particularly when they represent behavioral change, should consult with his or her supervisor to determine whether or not other university resources are required. The human resources department should be notified and the employee assistance program contacted for assistance.The student health and counseling center and the department of police and parking services can help with this determination.

If a supervisor believes that someone may be in imminent danger, or if the incident in question resulted in anyone being physically harmed, the supervisor should dial 911. The department of police and parking services will advise the supervisor as to a course of action and will also contact, as applicable, the appropriate administrator.

Under certain circumstances, a supervisor may have to act prior to contacting other university resources. Where appropriate, supervisors should rely on information received in training and related programs. As soon as possible, the supervisor should follow the reporting procedure outlined above.

(2) Action in Response to a Violent, Abusive or Threatening Behavior

(A) During or immediately after any incident, dial 911.The department of police and parking services will establish order and control the area.

(B) A post-incident emergency management team shall insure that proper attention is given to medical, law enforcement, counseling, employment and public relations issues. If a student is involved, the post-incident team shall include the dean of student success. If a faculty member is involved, the post-incident team shall include the appropriate dean and the provost.

(3) University Premises

(A) For the purpose of this policy, the workplace and university premises are defined as:

1. The physical premises of Central Washington University in Ellensburg, WA, as well as any other premises owned and/or controlled by Central Washington University, including the Centers;

2. Such other properties that may be rented or leased by Central Washington University;

3. Motor vehicles that are owned or leased by Central Washington University;

4. Locations to which an employee is assigned in the performance of his or her duties, e.g., an event at another institution;

5. Location in which a student is present at a university-sponsored event or activity, e.g., a study-abroad program or athletic venue at another institution;

6. Extensions of the physical workplace in the case of incidents that begin on campus and proceed off-premises, e.g., stalking, harassment.

(4) Sanctions

(A) Violation of this policy by any employee may result in disciplinary action up to and including termination of employment and/or criminal prosecution. Violations by students will result in university judicial action and/or criminal prosecution. Violations by groups or individuals who are neither employees nor students will result in restriction from university property and/or criminal prosecution.


[10/02/2007; 03/30/2012; Responsibility: BFA; Authority: CWUP 2-30-280; Reviewed/Endorsed by: UPAC (Policy and Procedure Separated 9/5/07); Cabinet 2/27/2013; UPAC 03/06/13; Review/Effective Date:03/06/2013, 01/22/2019; Approved by: James L. Gaudino, President]

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