Fill and Sign the Policy Transferapplication Form

BRIGHAM AND WOMEN’S HOSPITAL HUMAN RESOURCES POLICIES AND PROCEDURES SUBJECT: WORK PLACE CIVILITY POLICY Policy # HR-301 REVISED DATE: January 28, 2011 POLICY The purpose of this policy is to set forth Brigham and Women’s Hospital’s (BWH) desire to create and maintain an environment free from disruptive, threatening, bullying, and violent behavior. BWH will not tolerate inappropriate or intimidating behavior within the workplace (see examples in I. A.- E. below). PROCEDURE The Hospital will respond appropriately to every reported incident of disruptive, threatening, or violent behavior. I. DEFINITIONS Examples of inappropriate behaviors by employees include, but are not limited to, the following: A. Behaviors that distract, interfere with, or prevent normal work functions or activities. These behaviors may have a direct effect on morale or staff turnover and may include, but are not limited to, yelling, using profanity or vulgarity, verbally abusing others, bullying and intimidating others, making inappropriate demands for time and attention, making unreasonable demands for action (demanding an immediate appointment or a response to a complaint on the spot), or refusing a reasonable request for identification. B. Behaviors that include physical actions short of actual contact/injury (e.g., moving closer aggressively), oral or written threats to a person or property, whether in person, over the telephone, by email, or through other means of communication. C. Behaviors that include physical assault, with or without weapons, behaviors that a reasonable person would interpret as being violent (e.g., throwing things, pounding on a desk or door, or destroying property), and specific threats to inflict physical harm. D. Behaviors which create incidents that are stressful or traumatic that interfere with an individual’s or group’s ability to effectively function in his/her/their educational, training, or work environment. E. Stalking or the willful, malicious, and repeated following or harassing of another employee, patient, or visitor whether on or off Hospital premises. II. REPORTING When appropriate, complaints under this policy may be reported to the BWH Security Department, the employee’s immediate supervisor, the Human Resources Consultant, or the Vice President for the area. All reports or complaints under this policy will be investigated and will be handled confidentially. Once an investigation is complete, a recommendation on how to rectify/resolve the complaint will be submitted to the appropriate area for disposition. Some behaviors may also be prohibited under criminal law, and where appropriate, the Hospital will report such cases to the proper authorities. III. RESOURCES AVAILABLE A. Employee Assistance Program (EAP): Counseling for employees may be available through EAP for both the victim and any others within the BWH community affected by a violent or traumatic incident. B. Critical Incident Stress Debriefing (CISD) Teams: Teams composed of mental health professionals and members of the BWH community trained in working with issues related to violence and the appropriate handling of on-going emergencies are available to assist individuals or departments, as appropriate. Team members may include representatives from Security, EAP, Legal, Passageway, and BWH Human Resources. IV. PROTECTIVE ORDERS Members of the Hospital community who have obtained a protective order should notify the Human Resources Consultant for their area who will supply a copy of the order to the BWH Security Department. Other parties may also be informed when deemed necessary for the safety of the employee and the Hospital community. V. CORRECTIVE ACTION/CORRECTIVE STEPS Employees who violate this policy may be subject to corrective action up to and including immediate termination. Managers should refer to the Human Resources policy on Termination of Employment or Corrective Action for clarification. VI. GENERAL All members of the BWH community are responsible for maintaining a safe work environment and participating in investigations as necessary. Reasonable action will be taken to ensure that persons involved in an investigation, or in providing information during an investigation do not suffer any form of retaliation because of their good faith participation. Steps to avoid retaliation may include placing a party to the investigation on administrative leave or other reasonable action. Additional steps may also be taken to address workplace safety issues. APPROVED BY: Vice President Human Resources Chief Operating Officer This policy is intended as a guideline to assist in the consistent application of Brigham and Women’s Hospital policies and programs for employees. The policy does not create a contract implied or expressed, with any hospital employees who are employees at will. The hospital reserves the right to modify this policy in whole or in part, at any time, at its sole discretion.