University Policies and Procedures Manual (previously Business Policies and Procedures Manual)

Workplace Violence

UPPM 50.30

For more information contact:
   Finance and Operations
   509-335-5524
   Human Resource Services
   509-335-4521 / hrs@wsu.edu

Forms:

1.0   Policy and Purpose

The University is committed to maintaining a workplace environment that is free from all acts or threats of violence. The University prohibits workplace violence in any form and will address known violent behavior promptly, fairly, and effectively. The purpose of this policy is to prevent, address, and respond to incidents of workplace violence. 

2.0   Applicability

Except where otherwise indicated, this policy applies to:

  • All areas and locations of University operations and programs, including online and remote work;
  • All University personnel (including student employees and volunteers); and
  • Visitors and vendors.

3.0   Definition of Workplace Violence

For purposes of this policy, “workplace violence” includes, but is not limited to the following behavior:

  • Physical harm, assault, or aggressive acts;
  • Causing, directing, coercing, or forcing a person to do something that subjects the person to an unreasonable risk of physical harm, regardless of the person’s willingness to participate;
  • Use or threat of use of weapons;
  • Behavior that would cause a reasonable person to fear for their safety or the safety of others; and
  • Verbal or written threats of physical harm.

4.0   Reporting

Employees must report any incident of workplace violence, or situation with the potential to become violent over time, to their immediate supervisor. If the immediate supervisor is the alleged perpetrator of the violence, the employee must report the incident to the next level supervisor and to Human Resource Services (HRS).

The claimant’s supervisor must promptly report the incident to HRS and to University police, campus security, or local police department as appropriate. In doing so, they may also be directed to report the incident to the WSU Threat Assessment Team. The supervisor also must complete a Workplace Violence Incident Report form (PDF) and route it to HRS via email. Note: Faculty claimant supervisors must also report the incident to the Dean, VCAA, or Provost as appropriate.

If an injury or illness results from the workplace violence incident, the supervisor must also complete an online Incident Report form within 24 hours (see SPPM 2.24 Reporting Accidental Injuries and Work-Related Illnesses).

4.1   Urgent or Direct Threat, or Violent Incident

Any individual who perceives, witnesses, or experiences an immediate threat of bodily harm should:

  • Call 911 from a safe location;
  • Isolate the threatening individual if it is safe to do so;
  • Do whatever is reasonable to keep others from potential harm; and
  • Notify HRS, their supervisor, and the WSU Threat Assessment Team (see UPPM 50.74).

4.2   Criminal Activity

Suspected criminal activity involving workplace violence must be reported promptly to the University police, campus security, or local police department. When relevant, employees identified as Campus Security Authorities are also required to file a Clery crimes report, pursuant to UPPM 50.70.

5.0   Investigation

HRS works with University police, campus security, or local police department to investigate an alleged incident of workplace violence, if an investigation is warranted. HRS will typically defer to law enforcement if there is an active criminal investigation but is not required to do so.  When suspected criminal activity is involved, HRS notifies the President, Provost, and campus chancellor.

When an incident involves a student, HRS notifies and reports the information to the Center for Community Standards and the Dean of Students.

5.1   HRS Formal Investigation Process

HRS may initiate an investigation after an initial fact-gathering process if HRS determines an investigation is warranted. Interim protections or measures (including but not limited to reassignment of duties or location) may be imposed prior to or during the formal fact-gathering process or formal investigation process.

The formal investigation process includes the following steps:

  • HRS informs the respondent of the allegations and reminds them of the prohibition against retaliation or interference with the investigation.
  • HRS informs the complainant and relevant WSU administrators of the initiation of a formal complaint process and reminds them of the retaliation/interference prohibition.
  • HRS interviews witnesses and reviews relevant records and written documentation as needed.
  • HRS typically completes an investigation within 90 calendar days of initiating the process and notifying all parties. HRS notifies the parties if additional time is needed.
  • Following completion of an investigation, HRS issues a written report for the applicable University appointing authority and/or supervisor to determine appropriate next steps.
  • HRS notifies the complainant and respondent of the outcome of the investigation. Note: HRS does not release information regarding what, if any, personnel action is taken against an employee unless required by law (see UPPM 90.07).

5.2   Faculty Investigation Process

In accordance with the Faculty Manual, when a faculty member is alleged to have committed workplace violence in violation of this policy, the Office of the Provost may:

  • Initiate a formal investigation process;
  • Refer the matter to HRS for investigation under this policy; or
  • Designate HRS (or another office, individual, or group of individuals) as the investigator.

6.0   Sanctions

Individuals who engage in workplace violence may be:

  • Removed and trespassed from University property (refer to WAC 504-31-030 – Notice of Trespass);
  • Subject to corrective/disciplinary action, up to and including dismissal or expulsion under the applicable employment or student process; and/or
  • Subject to arrest and criminal prosecution.

7.0   Retaliation and Interference

Retaliation against any person for bringing forward or participating in the investigation of a complaint under this policy is prohibited. Such acts may form independent grounds for taking appropriate corrective or disciplinary action. Retaliatory acts must be immediately reported to HRS.

Interference with the complaint or investigation process is also prohibited and constitutes a violation of this policy. Interference includes, but is not limited to:

  • Actions that dissuade or attempt to dissuade complainants or witnesses from reporting or participating in an investigation; or
  • Actions that delay or disrupt, or attempt to delay or disrupt, an investigation.

Reports of workplace violence that are materially false and made in bad faith may be grounds for disciplinary action. No complaint is considered false solely because it cannot be corroborated.

8.0   Other Considerations

8.1   Determining Workplace Violence

A single act may constitute workplace violence if especially severe or egregious. If a supervisor is unsure whether a particular act constitutes workplace violence, they should contact HRS. A single incident or pattern of incidents may violate more than one University policy.

Incidents involving abusive conduct that do not rise to the level of workplace violence are handled under UPPM 60.52 (Maintaining a Professional Workplace). Speech or conduct protected by the First Amendment, by itself, does not constitute a violation of this policy.

8.2   Discrimination and Harassment

Incidents involving discriminatory harassment, sexual harassment, sexual assault, dating violence, domestic violence, and stalking are handled under UPPM 10.60 (Policy Prohibiting Discrimination and Harassment).

8.3   Protection and Restraining Orders

An employee who obtains a protection or restraining order that lists a University location as a protected area must immediately provide a copy of the order to their supervisor, HRS, and the University police, campus security, and/or local police department.

9.0   Resources and Related Policies

UPPM 10.60 (Policy Prohibiting Discrimination and Harassment)

UPPM 50.74 (Policy on Threat Assessment)

UPPM 60.52 (Maintaining a Professional Workplace)

UPPM 50.70 (Campus Security Authority Designation and Communication)

UPPM 60.86 (Employee Assistance Program)

Resources, guidelines, and links to external training for active shooter situations are available on the WSU Police Department website.

Emergency Action Plan for Hostile Intruder Response

WAC 504-31 (Conduct on University Property)

WSU Threat Assessment Team

WSU Center for Community Standards (CCS)

Firearms and Weapons – refer to WAC Chapter 504-31 and WAC 504-26-213

Standards of Conduct for Students – refer to WAC Chapter 504-26

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Revisions:  Dec. 2025 (Rev. 649); Dec. 2019 (Rev. 539); May 2017 (Rev. 492); Sept. 2015 (Rev. 454); Dec. 2013 (Rev. 423); Jan. 2013 (Rev. 409); Nov. 2012 (Rev. 406); Feb. 2008 (Rev. 316); July 2001 – new policy (Rev. 190).