Workplace Violence

Aftercare Procedures

Providing assistance to employees after a violent incident in the workplace is important to restoring a sense of well being to the assaulted or threatened employee(s) and calm in the workplace. Below is a list of procedures that should be followed after an incidence of violence. The list is not all-inclusive, therefore, depending on the nature and severity of the situation additional actions will be taken.

Immediately following the reporting of the incident to Public Safety (extension 2-4196), the Department of Human Resources Management must also be notified (extension 2-3348).

 

AFTERCARE PROCEDURES

  1. If the employee has been assaulted on University property (e.g., buildings and parking facilities owned or leased by MUSC), accompany the individual to Employee Health Services (7:00 a.m. to 4:30 p.m., Monday - Friday) at 159 Rutledge Avenue (extension 2-2991). For serious injuries or injuries that occur after normal working hours or on weekends take the employee to Emergency Services, first floor of the MUSC Medical Center Hospital.

  2. With the assistance of Public Safety, ensure that the alleged assailant or threatener is barred from the workplace until and/or after an investigation has occurred. If the alleged assailant or threatener is a MUSC employee, he/she will be suspended from work without pay during the investigation. When it appears as if employees have mutually assaulted or threatened one another, both employees will be suspended.

  3. Notify the MUSC Employee Assistance Program (extension 2-2848) of the incident and refer the victimized employee(s) to the Program.

  4. Allow the employee who has been assaulted or threatened the use of accrued sick leave for all medical or EAP appointments, as necessary. An assaulted employee may be covered by Workers’ Compensation Benefits. Consult with the Workers’ Compensation Manager, extension 2-1775. It is the responsibility of the employee’s supervisor/manager to ensure the ACORD form is completed.

  5. Employees who are assaulted by clients or patients of the Medical University or Medical Center are entitled to Administrative Leave en lieu of personal sick leave (See University Human Resources Policy No. 21).

  6. Consult with Public Safety regarding steps that can be taken to reduce the possibility of other workplace violence incidences reoccurring in the workplace

  7. Brief appropriate department managers and supervisors regarding the incident. Also, inform employees regarding the incident and steps that will be taken to prevent further incidences. Consult with Public Safety and Human Resources for assistance with these meetings.

  8. Human Resources Management will notify MUSC’s General Counsel of the incident.

 

5/14/2002