Employee Relations - Incident Management
Challenging Behavior Checklist
(or 911 from a non-University phone).
- Any physical or verbal act, threat, or assault that causes physical or emotional damage, or damage or sabotage to physical, electronic, or intellectual property.
- Includes, but is not limited to behaviors that are threatening, harassing, intimidating, potentially violent, disruptive, or acts of aggression.
- Examples of acts of aggression -- yelling at a colleague, erasing a hard disk of data accumulated on University time on University property, turning off an incubator and destroying someone’s research, yelling at or punching someone, pounding on desks, slamming doors, blocking or cornering, and sending threatening voice-mails, e-mails, or other written threats.
- Ensure that the environment is safe for you and your colleague.
- If necessary, place Employee (aggressor) on investigatory leave. (Phase 2: BPI HR Team to build sub-check lists with sample letters and web links to relevant PSS Policy and collective bargaining agreements (CBA’s), and APO policies.)
- If this was not an immediate threat situation, call the UC Police Department at 642-6760 to report the incident within one business day.
- When a situation involves faculty and/or staff call University Health Services/CARE Services at 643-7754.
- When a situation involves students call University Health Services/Counseling & Psychological Services (CPS) at 642-9494.
- Regarding situations in which you believe the student may harm themselves or others, or if you believe there may be an impact on students from the initial incident, contact the Dean of Students Office at 510-642-6741.
- When a situation involves primarily staff or faculty behavior, contact your Student Affairs Human Resources (HR) Manager:
Human Resources (HR) Manager:
- Collect, document, and assess the incident, i.e., collect and assess background information from employee file, interview witnesses, reference relevant policies, CBA’s, etc.
- Meet with employee to get employee’s personal statement and answers to relevant questions around the incident.
- Investigation continues; Supervisor composes his/her Summary of Findings.
- Consult with Cluster Human Resources (HR) Manager to determine course of action based on facts from your investigation and campus precedent in similar situations.
- To determine course of action -- See “Guide to Managing Human Resources/Chapter 22: Taking Disciplinary Action”
- Notify the employee of the findings of the investigation and the course of action to be taken. Supervisor implements course of action in collaboration with Cluster Human Resources (HR) Manager.
- Verbally communicate resolution with individual(s) that brought the incident to your attention and, if appropriate, with individual(s) that may have been impacted by the incident.
- Guide to Managing Human Resources /Appendix F/”Dealing with Threatening or Potentially Violent Behavior”
- "Signs of Potential Violence”
- Dealing With Threatening or Potentially Violent Behavior
- What You Have Always Wanted to Know About Investigations, UCOP
- UC/HR Personnel Policies for Staff Members, Disciplinary and Separation Actions, No. 63. Investigatory Leave
- Guide to Managing Human Resources/Chapter 22: Taking Disciplinary Action
- Guide to Managing Human Resources/Chapter 7: Performance Management
- UC/HR Personnel Policies for Staff Members – Separation Actions, No. 62, Corrective Action
- Guide to Managing Human Resources/Chapter 11: Employee Development & Training (Model the behavior you are encouraging)
BusOps Center HR Contacts:
LHS: Sandra Colonna | email@example.com | 510-643-6888
RSSP: Javier Gonzalez | firstname.lastname@example.org | 510-643-0437
SL/A&E: Emily Karakashian | email@example.com | 510-642-9697