i. Early Warning Signs
ii. Threats of Violence
ii. Imminent Risk of Violence

SDSU Research Foundation is committed to providing a violence-free workplace for its employees. Although some kinds of violence result from societal issues that are beyond our control, SDSU Research Foundation believes that it can adopt some measures that will increase security and protection for our employees. In order to accomplish this objective, the cooperation of all employees is required.

It is the policy of SDSU Research Foundation that acts and/or threats of violence against the life, health, well-being, family or property of individuals in the workplace or in connection with an employee's conduct of SDSU Research Foundation business by members of the public, other SDSU Research Foundation employees, or employees or students of the university will not be tolerated. Any such acts or threats by employees of SDSU Research Foundation toward others may be grounds for immediate dismissal from SDSU Research Foundation employment whether or not the employee making the threat intended to carry it out.

SDSU Research Foundation believes that employees may be better prepared to avoid or prevent violence if they are able to recognize early warning signs in advance and follow appropriate response procedures. Employees will therefore play a crucial role in the administration of this anti-violence policy.

i. Early Warning Signs

Employees should understand that certain risk factors and behavior patterns might offer early warning signs of violent conduct. Examples of such warning signs include the following:

• A history of threatening or violent behavior
• Paranoia or easily panicked behavior
• A fascination or preoccupation with weapons, particularly weapons or explosives that could be used for mass destruction, such as semi-automatic guns
• Extreme stress from personal problems or a life crisis
• Identifying with incidents of workplace violence reported in the media and either condoning or sympathizing with the actions of the individuals committing the violence
• Being a loner with little or no involvement with other employees
• Engaging in frequent disputes with supervisors or co-workers
• Persistent violation of company policy
• Obsessive involvement with one's job, particularly where it occurs with no apparent outside interest
• Volatile or violent home or other personal situation that has the potential to bring violence into the workplace

If a supervisor or another employee becomes aware of risk factors and behavior patterns of the type described above, or any other appropriate warning signs, human resources should be contacted. Human resources will evaluate the matter and, where appropriate, provide the supervisor or employee with direction and assistance to deal with the situation. If outside assistance is needed, human resources will arrange for that assistance.

ii. Threats of Violence

Every threat of violence is serious and must be treated as such. Threatening behavior can include such actions as:

• Throwing objects
• Making a verbal threat to harm another individual or destroy property
• Making menacing gestures
• Displaying an intense or obsessive romantic interest that exceeds the normal bounds of interpersonal interest
• Attempting to intimidate or harass other individuals
• Behavior indicating that the individual is significantly out of touch with reality and that he or she may pose a danger either to himself or herself or to others
• Volatile or violent personal situations

Employees who become aware of any threats of workplace violence must report the threats immediately to their supervisor. The supervisor will, in turn, be responsible to notify human resources who will consult with the appropriate resources in order to complete an assessment of the incident and the surrounding circumstances.

iii. Imminent Risk of Violence

If an employee becomes aware of any actual violence, imminent violence, or threat of imminent violence, obtaining emergency assistance must be a matter of first priority. The employee should immediately contact public safety or local law enforcement by dialing 911. Immediately after contacting the law enforcement authorities for emergency assistance, the employee must report the incident to his or her supervisor if the supervisor is available. The supervisor must then notify human resources immediately. If the supervisor is not immediately available, the employee should contact human resources at (619) 594-4139 immediately after contacting the law enforcement authorities. Employees may report any incidents of violence or threats of violence without fear of any reprisal of any kind.

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