THE UNIVERSITY OF NORTH CAROLINA AT ASHEVILLE
                         FACULTY SENATE 

                                                             
Senate Document Number   3497S
Date of Senate Approval  4/10/97

Statement of Faculty Senate Action:


     FWDC 5:  Workplace Violence

Add: To Faculty Handbook (section 13 UNCA Documents -
Policies/Info.)

Coverage
This policy applies to EPA and SPA full-time and part-time
employees with permanent, probationary, trainee, time-limited
permanent, temporary, or adjunct faculty appointments while
engaged in any work for or on behalf of the University or on
University premises. 

Definitions
Workplace Violence includes, but is not limited to, intimidation,
threats, physical attack or property damage.

Threat is the expression of an intent to cause physical or mental
harm.  An expression constitutes a threat without regard to
whether the party communicating the threat has present the
ability to carry it out and without regard to whether the
expression is contingent, conditional or future.

Physical Attack is unwanted or hostile physical contact such as
hitting, fighting, pushing, shoving or throwing objects.

Property Damage is intentional damage to property which includes
property owned by the State, employees, visitors or vendors.

Intimidation includes, but is not limited to, stalking or
engaging in actions intended to frighten, coerce, or induce
duress.

Policy
It is the intent of The University of North Carolina at Asheville
to provide a workplace for all employees which is free of
violence.  In doing so, the University is complying with and
supporting the Federal Occupational Safety and Health Act of
1970, which requires employers provide their employees with a
safe and healthy work environment; and the North Carolina Office
of State Personnel Policy No. 9 on Workplace Violence.  To this
end, it is the policy of UNCA to prohibit any form of workplace
violence.  


Prohibited Actions and Sanctions
It is a violation of this policy to:

    Engage in workplace violence as defined above.
    Use or possess an unauthorized weapon during a time covered
by this policy.

Violations of this policy shall be considered unacceptable
personal conduct for SPA employees as provided in Section 9 of
the State Personnel Policy Manual "Disciplinary Action,
Suspension, and Dismissal" and shall subject the employee to a
disciplinary action up to and including dismissal.   Violations
of this policy will be addressed in accordance with the relevant
procedures and penalties as provided in the Faculty Handbook
section 3.6.1 (the Grievance Procedure) and section 13.1.1,
Chapter VI, THE CODE section 603 (Due Process Before Discharge or
the Imposition of Serious Sanction).

In situations considered to be potentially volatile or where
fitness for duty concerns exist, management has the option to
consider the use of a management directed referral as outlined in
the UNCA Policy on Employee Assistance Program.

Exceptions to Policy
An employee may possess a weapon if possession:

         Is in compliance with North Carolina law (North
Carolina law prohibits weapons on state property.); and
         Is authorized by the University Chancellor or his/her
designee; or
         Is by an employee who is a certified law enforcement
officer; or
         Is required as a part of the employee's job duties with
the State of North Carolina; or
         Is connected with training received by the employee in
order to perform the responsibilities of their job with the State
of North Carolina.

Retaliation
Employees who act in good faith by reporting real or implied
violent behavior or violations of this policy will not be
retaliated against or subjected to harassment.

Advisory Note
All employees are encouraged to be alert to the possibility of
violence on the part of employees, former employees, visitors,
students, strangers, and third party vendors on campus.  Any
report of violence will be handled in a confidential manner, with
information released only on a need-to-know basis.