Administrative Policies and Procedures Manual - Policy 2210: Campus Violence
Date Originally Issued: 07-15-1998
Revised: 08-23-1999, 01-01-2001
Subject to Change Without Notice
Authorized by Regents' Policy 3.1 "Responsibilities of the President"
Process Owner: Chief of Police
The University of New Mexico is committed to providing an environment that is free from violence. Any acts or threatened acts of violence will not be tolerated. Anyone engaging in such behavior will be subject to discipline, up to and including dismissal and may also be personally subject to other civil or criminal liabilities. This policy is not intended to supersede federal, state, or local laws, rulings, and/or regulations.
An environment that is free of fear will be possible only if all members of the University community accept their share in this responsibility. All threats and violent behaviors should be taken seriously. Any situation that poses an immediate danger to self or others must be reported to the police by dialing 911. An employee who is the victim of, a witness to, or has knowledge of violent behavior of any of the types listed in Section 2. below, or has reason to believe that violent behavior may occur at, or in connection with University activities, must report the situation or incident promptly to his or her supervisor or anonymously to Crime Stoppers (277-STOP). If the employee's supervisor is involved in the violent behavior, the employee shall report the behavior to the supervisor's immediate supervisor.
Supervisors shall follow up on all reports of violence or possible violence and are encouraged to contact the University Counseling, Assistance, and Referral Service (CARS) as soon as possible. Supervisors should not investigate the situation. For information and/or assistance in dealing with potentially violent behavior, contact CARS, the University Dispute Resolution Department, the University Safety& Risk Services, or Campus Police. For procedures on reporting incidents of sexual harassment, refer to "Sexual Harassment Policy" Policy 3780, UBP. For more information specifically related to students refer to the "Student Code of Conduct" located in the Policies Section of The Pathfinder: The UNM Student Handbook.
The University will treat reports about violence or potential violence as confidential to the extent circumstances permit. An employee reporting violent or potentially violent behavior is protected from retaliation in accordance with "Reporting Misconduct and Retaliation" Policy 2200, UBP. For information on confidentiality of reports made to the Dispute Resolution Department and CARS, refer to "Dispute Resolution Policy" 3220, UBP and "Counseling, Assistance, and Referral Service" Policy 3750, UBP.
2. Violent Behavior
Violent behavior will not be tolerated.
Violent behavior includes verbal, written, physical, electronic, or non verbal threats or other behavior that would constitute a threat of violence or cause a reasonable person to be fearful.
Violent behavior includes physical acts against persons, University property, or property belonging to others that would constitute a threat of violence or cause a reasonable person to be fearful.
Violent behavior includes restraining an individual or interfering with someone's free movement, except in patient care or child care areas when specifically authorized by departmental policy.
Violent behavior includes the possession or use on University property of firearms, ammunition, or weapons of any kind, unless authorized for law enforcement personnel by the University Chief of Police. This also includes brandishing any object that could reasonably be perceived as a weapon. The University's policy on weapons is listed in Section 2.1. below.
Violent behavior includes the use or possession on University property of dangerous substances or materials, explosives, or incendiary devices, unless used for University business, such as research, and specifically authorized in advance by Safety & Risk Services.
2.1. Weapons Prohibited on University Property
Law enforcement officers, in the performance of their authorized duties, may carry weapons on campus. ROTC students conducting required and supervised drills may carry inoperable weapons only for the purpose of those drills.
With the foregoing exceptions, no person may use or possess a weapon on any part of campus. For the purpose of this policy, weapons include, but are not limited to, firearms, ammunition or other dangerous weapons, substances, or materials, bombs, explosives, or incendiary devices. Persons with such weapons, materials, or devices must enter campus at the closest point to the Campus Police Office and deposit all weapons or materials at that office for the duration of their stay. Dangerous substances and materials used for University business, such as research, must be authorized in advance by Safety & Risk Services.
If any person does carry such weapons and/or materials on campus, the weapons and/or materials may be impounded by a law enforcement officer for the duration of the person's stay on campus and the person may also be subject to appropriate disciplinary and/or criminal action.
3. Incident Assessment Team
In addition to the initial reporting required by Section 1., supervisors must report all incidents of violence or potential violence to Safety & Risk Services. Safety & Risk Services must report these incidents to the Chair of the Incident Assessment Team as soon as possible. These reports will be reviewed by the University's Incident Assessment Team which has representatives from Campus Police, CARS, Dispute Resolution, Human Resources, Safety & Risk Services, University Counsel, and the Health Sciences Center. This team will:
review reports of violence, workers' compensation claims, and employee surveys to identify patterns of violence that could be prevented by security devices, procedural changes, and/or employee training;
evaluate work sites to identify hazards, conditions, operations, and situations that could lead to violence and recommend measures to prevent or control hazards; and
review post incident responses to ensure effectiveness of the supervisor's and University's responses and recommend corrective action and/or revised procedures if necessary.
Given the serious nature of violations to this policy, such violations can result in acceleration of the steps in progressive discipline. Refer to "Performance Management" Policy 3215, UBP.
Prevention is a key to providing a safe work environment. Training and awareness can assist in preventing violence. The Alarms Division of the University Physical Plant Department can assist departments with installation of security devices such as alarms.
Both employee and supervisor training are needed to prevent violence in the workplace. Departments should receive training on the identification and management of violent or potentially violent situations. CARS and Safety & Risk Services provide training.
Events in the workplace such as corrective discipline, layoffs, harassment, and employee impairment can trigger violence and should be handled with care. Violence can erupt even when these events are handled appropriately and with compassion. CARS can provide assistance in dealing with these types of situations. The Dispute Resolution Department can provide assistance to supervisors and/or employees in resolving work-related issues and problems.
Supervisors and managers must comply with "Performance Management" Policy 3215, UBP which describes policies and procedures for improving performance and applying corrective discipline.
Supervisors and managers must comply with "Separation of Employment" Policy 3225, UBP which discusses proper notice, reemployment rights, and benefit rights for an employee who may lose his or her job through a layoff.
Supervisors and managers must comply with "Sexual Harassment Policy" Policy 3780, UBP which defines sexual harassment and provides procedures for reporting sexual harassment to the University Office of Equal Opportunity.
Supervisors and managers must comply with "Suspected Employee Impairment at Work" Policy 3270, UBP which provides procedures for a supervisor who suspects that an employee reporting or returning to work is impaired due to alcohol or other substances.
Managers also need to pay attention to signs of stress in the workplace, including organizational or job changes that affect employees, friction between employees and/or customers, and hazardous working conditions and seek assistance. CARS can help employees experiencing stress and can also assist supervisors with identification and reduction of stress.
6. Related Policies
"Rights and Responsibilities at The University of New Mexico" Faculty Handbook
"Policy on Academic Freedom and Tenure" Faculty Handbook
"Visitor Code of Conduct" The Pathfinder: The UNM Student Handbook
"Student Code of Conduct" The Pathfinder: The UNM Student Handbook
"Reporting Misconduct and Retaliation" Policy 2200, UBP
"Performance Management" Policy 3215, UBP
"Dispute Resolution Policy" 3220, UBP
"Separation of Employment" Policy 3225, UBP
"Employee Impairment at Work" Policy 3270, UBP
"Counseling, Assistance, and Referral Service" Policy 3750, UBP
"Sexual Harassment Policy" Policy 3780, UBP