CC RESOLUTION 5497RESOLUTION NO. 5497
A RESOLUTION ESTABLISHING A CITYWIDE
WORKPLACE VIOLENCE PREVENTION PLAN.
The City Council of the city of El Segundo does resolve as follows:
SECTION 1. The City Council finds and determines as follows:
A. Senate Bill 553 was enacted into law, adding Labor Code section 6401.9 which
requires employers to adopt and implement a Workplace Violence Prevention
Plan ("WVPP" or "Plan") and corresponding training for their employees by July
1, 2024.
B. The Labor Code requires that the Plan include various components, including,
but not limited to the following: 1.) identification of the employee responsible for
implementing the Plan, 2.) procedures for responding to reports of workplace
violence, 3.) procedures for identifying and correcting workplace violence
hazards, and 4.) procedures for post -incident responses and investigations.
C. The Labor Code also requires the City to record information in a violent incident
log for every workplace violence incident and maintain such records for
inspection.
D. Establishment of a Citywide Workplace Violence Prevention Plan places the City
in compliance with the new law.
SECTION 2. Approval. The City Council approves the Workplace Violence
Prevention Plan attached hereto as Exhibit "A," which is incorporated by reference.
SECTION 3. If any part of this Resolution or its application is deemed invalid by
a court of competent jurisdiction, the City Council intends that such invalidity will not
affect the effectiveness of the remaining provisions or applications and, to this end, the
provisions of this Resolution are severable.
SECTION 4. The Mayor, or presiding officer, is hereby authorized to affix his
signature to this Resolution signifying its adoption by the City Council of the City of El
Segundo, and the City Clerk, or her duly appointed deputy, is directed to attest thereto.
SECTION 5. This Resolution will take effect immediately upon adoption and will
remain effective unless repealed or superseded.
SECTION 6. The City Clerk will certify to the passage and adoption of this
Resolution, enter it in the City's book of original Resolutions, and make a record of this
action in the meeting's minutes.
PASSED, APPROVED AND ADOPTED this 18t" day of June, 2024.
Dre o N Mayor
ATTEST:
STATE OF CALIFORNIA )
COUNTY OF LOS ANGELES ) SS
CITY OF EL SEGUNDO )
I, Tracy Weaver, City Clerk of the City of El Segundo, California, do hereby certify that
the whole number of members of the City Council of said City is five; that the foregoing
Resolution No. 5497 was duly passed and adopted by said City Council, approved and
signed by the Mayor of said City, and attested by the City Clerk of said City, all at a
regular meeting of said City Council held on the 18th day of June 2024, and the same
was so passed and adopted by the following vote:
AYES: Mayor Boyles, Mayor Pro Tern Pimentel, Council Member Pirsztuk,
Council Member Giroux, and Council Member Baldino
NOES: None
ABSENT: None
ABSTAIN: None
Tracy Weaver, ity Clerk
APPROVED AS TO FORM: ..
Mark D„ Hensley, City Att rney
EXHIBIT "A"
WORKPLACE VIOLENCE PREVENTION PLAN
AW
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Adopted June 18, 2024
WORKPLACE VIOLENCE PREVENTION PLAN
I. Purpose ........... --- ... - ....... — ............... -- .. ....... — .. ...... ....... --- ... ....... ----i
II. Scope of Coverage ............................. - ............... ..... --- ........... ---- ............ --- ........ ----
.. 1
a.) Workplaces..................... ......... ......... .................... ........ --.- .....
1
b.) Employees ... -- ... ......... - ........... ...... ................ ......................... .........
111. Effective Date ............................................................................................ ...................2
IV. Definitions ................. .......... ....... -- ....... -- ...... ...... ........ -
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V. The Plan ................... .......... ................ ....... _ ........ ....... _ ..... _ ....... __ ............ ......
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a.) Access ........... ........... ...... .......... ....... ..............4
b.) Implementation ........... -- ...... -- ........... .......... ....... ............ - ...... ..... -- ...... ---5
c.) Coordination with Other Employers... ..... ........ ____ ........... _ ......... __ ...... -----.6
d.) Compliance ......... ---- ...... ..... — ... - ......... ....... -- ........... - .... .......... ..... --- ...........
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e.) Communicating to Employees About Workplace Violence .............................................
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f.) Identification, Evaluation, and Correction of Workplace Violence Hazards ................13
g.) Responding to Workplace Violence Emergencies ............................ ......... -- ............
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h.) Training ............................................................................................................... .............
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VI. Recordkeeping.. ........... -- ... .................. --- ........ ---- .............. ........ ....... ................
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Vil. Appendix A- Violence Incident Report Form ....... ....... ......... ............
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Vill. Appendix 13- Workplace Violence Evacuation and Sheltering Protocols ............................21
City of El Segundo
Workplace Violence Prevention Plan
I. Purpose
The purpose of the City's Workplace Violence Prevention Plan ("Plan" or ' WVPP") is to
establish, implement, and maintain an effective workplace violence prevention plan as
required under Labor Code sections 6401.7 and 6401.9.
Specifically, this Plan contains procedures to address the following statutory
requirements:
1) Record information in a Violent Incident Log for every incident of Workplace
Violence, as defined below.
2) Provide effective training to employees on the legal requirements related to the
prevention of workplace violence, including but not limited to the City's WVPP.
3) Maintain records of the following: (a) Workplace Violence hazards, (b) City
employee (hereinafter referred to as "employees") trainings, (c) Violent Incident
Logs, and (d) the investigation of any incident of Workplace Violence.
4) Ensure certain records are made available to the Division of Occupational Safety
and Health ("Division" or "DOSH"), employees, and any authorized employee
representatives.
In the event that there is any conflict between the City's Workplace Violence Prevention
Policy and this Plan, the requirements set forth under the Plan shall apply.
II. Scope of Coverage
a. Workplaces
The WVPP shall apply to all City workplaces, unless a workplace is expressly exempted
from coverage.
The following workplaces are exempt from and not subject to the WVPP:
1) A workplace that an employee has chosen to telework from that is not under the
control of the City.
b. Employees
The WVPP applies to all City employees, unless an employee is expressly exempted.
City of El Segundo
Workplace Violence Prevention Plan
The following employees are exempt from coverage under the WVPP:
1) An employee who is teleworking from a location of the employee's choice, which
is not under the control of the City.
III. Effective Date
The effective date of this Plan is July 1, 2024.
The Plan shall continue in full force and effect until repealed or rescinded.
IV. Definitions
For the purposes of the WVPP, the following definitions apply. -
"Access" means the right and opportunity to examine and receive a copy of the
WVPP.
• "Designated Representative" means any individual or organization to whom an
employee gives Written Authorization to exercise a right of Access. A recognized
or certified collective bargaining agent shall be considered a Designated
Representative for the purpose of Access to the WVPP.
• "Emergency" or "Emergencies" means unanticipated circumstances that can be
life threatening or pose a risk of significant injuries to employees or other persons.
• "Engineering Controls" mean an aspect of the built space or a device that removes
a hazard from the workplace or creates a barrier between the worker and the
hazard.
• "Serious Injury or Illness" means any injury or illness occurring in a place of
employment or in connection with any employment that requires inpatient
hospitalization for other than medical observation or diagnostic testing, or in which
an employee suffers an amputation, the loss of an eye, or any serious degree of
permanent disfigurement, but does not include any injury or illness or death caused
by an accident on a public street or highway, unless the accident occurred in a
construction zone.
"Threat of Violence" means any verbal or written statement, including, but not
limited to, texts, electronic messages, social media messages, or other online
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Workplace Violence Prevention Plan
posts, or any behavioral or physical conduct, that conveys an intent, or that is
reasonably perceived to convey an intent, to cause physical harm or to place
someone in fear of physical harm, and that serves no legitimate purpose.
• "Workplace Violence" means any act of violence or Threat of Violence that occurs
in the City's covered workplace. Workplace Violence does not include lawful acts
of self-defense or defense of others.
• Workplace Violence includes but is not limited to the following:
1) The threat or use of physical force against an employee that results in, or
has a high likelihood of resulting in, injury, psychological trauma, or stress,
regardless of whether the employee sustains an injury.
2) An incident involving a threat or use of a firearm or other dangerous
weapon, including the use of common objects as weapons, regardless of
whether the employee sustains an injury.
3) The following four (4) types of Workplace Violence;.
• "Type 1 violence" means Workplace Violence committed by a person
who has no legitimate business at the workplace and includes violent
acts by anyone who enters the workplace or approaches workers
with the intent to commit a crime.
• "Type 2 violence" means Workplace Violence directed at employees
by customers, clients, patients, students, inmates, or visitors.
• "Type 3 violence" means Workplace Violence against an employee
by a present or former employee, supervisor, or manager.
• Type 4 violence" means Workplace Violence committed in the
workplace by a person who does not work there but has or is known
to have had a personal relationship with an employee.
"City Workplace Violence Prevention Committee" ("Committee") means the group
of employees who assess City's Workplace Violence hazards and support in the
implementation of the WVPP.
• "Workplace Violence Prevention Coordinator ("Coordinator")" means the individual
who is responsible for implementing the WVPP.
• "Work Practice Controls" means procedures and rules, which are used to
effectively reduce Workplace Violence hazards.
• "Written Authorization" means a request provided to the City containing the
following information:
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Workplace Violence Prevention Plan
1) The name and signature of the employee authorizing a representative of
the employee to access the WVPP on the employee's behalf;
2) The date of the request;
3) The name of the designated representative (individual or organization)
authorized to receive the WVPP on the employee's behalf; and
4) The date upon which the Written Authorization will expire, if less than one
(1) year.
• "WVPP" or "Plan" means the Workplace Violence Prevention Plan.
"Violent Incident Log" or "Log" means the violent incident log required by this
WVPP.
V. The Plan
a. ACCESS
The City makes the WVPP available and accessible to employees, Designated
Representatives, and representatives of the DOSH at all times.
1) Employees
The City will provide Access to the WVPP to employees as follows:
1) The City has made and will continue to make the WVPP available and will provide
Access to employees by providing an employee a physical copy of the WVPP
within five (5) business days of receiving the request for Access from the
employee.
Whenever an employee requests a copy of the WVPP, the City shall provide the
requesting employee a printed copy of the WVPP, unless the employee agrees to
receive an electronic copy of the WVPP.
The City will provide one (1) printed copy of the WVPP free of charge. If an
employee requests additional copies of the WVPP within one (1) year of the
previous request and the WVPP has not been updated with new information since
the prior copy was provided, the City may charge reasonable, non-discriminatory
reproduction costs for the additional copies.
2) An employee can Access the WVPP through the City's Intranet, where the
employee can review, print, and email the current version of the WVPP.
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Workplace Violence Prevention Plan
3) Physical copies of the WVPP will also be available at the Yard.
2) Designated Representatives
The City will make the WVPP available and provide Access to Designated
Representatives in a manner consistent with Section V(a)(1) of the City's WVPP only after
the employee provides Written Authorization to the City, unless otherwise stated.
The City makes the WVPP available and provides Access to any employee organization
that represents employees in a manner consistent with WVPP Section V(a)(1) without
requiring that an employee provide prior Written Authorization to the City.
3) DOSH Representatives
The City will make the WVPP available to DOSH representatives upon request.
b. IMPLEMENTATION
1) Workplace Violence Prevention Coordinator ("Coordinator")
The individual identified below shall serve as the City's Coordinator and is authorized to
and responsible for implementing the WVPP:
Title Job Contact Information WVPP
("Title") P Responsibilities
Title/Position
Coordinator Human 350 Main Street EI Responsible for implementing
Resources Segundo, CA 90245 the WVPP, coordinating training
Director 310-524-2335 and employee involvement of
the WVPP
Specifically, the Coordinator will be responsible for the following:
1) Serve as the Chair of the City's Committee;
2) Establish and coordinate Work Practice Controls;
3) Establish and coordinate Engineering Controls;
4) Respond to reports of Workplace Violence incidents and Workplace Violence
hazards, including investigating incidents of Workplace Violence and Workplace
Violence hazards.
2) Committee
The City established a Committee to assess the City's Workplace Violence hazards and
determine preventative actions to be taken.
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Workplace Violence Prevention Plan
The Committee shall be comprised of the Coordinator and the City Department Heads or
their designee.
The Committee shall undertake the following:
1) Meet regularly, but not less than quarterly;
2) Prepare and make available to any affected employees, the records of the
workplace violence issues discussed at the Committee meetings and maintained
for review by DOSH upon request;
3) Review the results of the City's periodic, scheduled workplace inspections;
4) Review investigations of Workplace Violence and their causes, and where
appropriate, submit suggestions to the City's management for the prevention of
future incidents;
5) Review investigations of alleged Workplace Violence hazards brought to the
attention of any Committee member. When determined necessary by the
Committee, the Committee may conduct its own inspection and investigation to
assist in remedial solution(s);
6) Submit recommendations to assist in the evaluation of employee safety
suggestions;
7) Upon request from the DOSH, verify abatement action taken by the City to abate
citations issued by the DOSH;
8) Provide updates to the WVPP;
9) Prepare and implement Workplace Violence training subsequent to the initial
training; and
10)At minimum, review the WVPP under the following circumstances: (a) once
annually; (b) when a deficiency is observed or becomes apparent; and (c) after a
Workplace Violence incident.
a) A review of the WVPP should include the following: (a) review of the Violent
Incident Log; (b) review employee comments and feedback on the WVPP;
(c) review of other records; and (d) a physical inspection of the workplace.
b) Following the review, report any revisions to the Plan to employees.
C. COORDINATION WITH OTHER EMPLOYERS
If and when applicable (e.g., for multi -employer workplaces), the City shall coordinate the
implementation of the Plan with other employers in order to ensure that those employers
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Workplace Violence Prevention Plan
and employees understand their respective roles, as provided in the Plan.
Specifically, the City will coordinate with other employers to ensure that all employees
within the workplace are trained on Workplace Violence prevention and all Workplace
Violence incidents involving any employee are reported, investigated, and recorded.
At a multiemployer worksite, the City will ensure that when an employee experiences a
Workplace Violence incident, the City shall record the information in the Violent Incident
Log and provide a copy of that Log to the controlling employer. If the City is the controlling
employer at a worksite, the City will ensure that it receives copies of all Logs from other
employers.
d. COMPLIANCE
The City will ensure compliance with the Plan through and by the measures discussed in
this section.
1) Expectations of Employees Regarding Compliance with the
Plan
A. Employees
All employees should be familiar with the WVPP and its requirements.
All employees are responsible for using safe work practices, for following all directives,
policies, and procedures, and for assisting the City maintain a safe and secure work
environment.
All employees are required to know, understand, and adhere to the safety rules that apply
to their workplace and the work they perform.
B. Managers and Supervisors
Managers and supervisors are responsible for implementing and maintaining the WVPP
in their respective work areas and for ensuring that all employees adhere to the safety
rules that apply in these work areas.
Managers and supervisors should answer questions that employees may have about the
Plan and its requirements, be able to direct employees to the Coordinator, or provide
resources for employees to use that will answer their questions.
2) Methods to Ensure Compliance
A. Recognition of Employees Who Comply with the Plan
The City may recognize employees who comply with the Plan and its requirements. .
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B. Training and Retraining of Employees on Plan
Requirements
The City shall ensure substantial compliance with the WVPP by providing employees with
training as discussed in the Plan.
C. Enforcement of the Plan Requirements and Discipline for
Non -Compliance
Managers and supervisors will enforce the rules and requirements related to the Plan
fairly and uniformly.
Employees who do not comply with the safety rules and requirements set forth in the Plan
may be subject to discipline, up to and including termination. Employees who engage in
Workplace Violence may be subject to discipline, up to and including termination.
Managers and supervisors who do not enforce the rules and requirements related to the
Plan or do not enforce them fairly and uniformly may be subject to discipline, up to and
including termination.
The City will communicate to employees about reporting and investigating Workplace
Violence incidents.
The City's procedures for communicating to employees regarding Workplace Violence
incidents include the following:
1) Reporting on violent incidents, threats, or other violent Workplace Violence
concerns;
2) Informing affected employees of the general results of any investigation into
Workplace Violence incidents, while protecting the privacy of affected and/or
involved employees;
3) Informing affected employees of the corrective actions taken in response to the
Workplace Violence incident, while protecting the privacy of affected and/or
involved employees; and
4) Communicating to employees about the prohibition on retaliating against
employees who participate in the investigation of Workplace Violence incidents.
1) Reporting Violent Incidents
An employee may report a Workplace Violence incident through any of the following
means:
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City of El Segundo
Workplace Violence Prevention Plan
1) Reporting the incident to any manager or supervisor verbally or in writing;
2) Reporting the incident to the Coordinator or other Committee member;
3) Reporting the incident to a Designated Representative, who will facilitate a report
to the City. The City will respond to the report after it receives the report from the
Designated Representative;
4) Reporting by completing and submitting a physical or electronic form to the
Department of Human Resources.
2) Acceptance of and Response to Reports of Workplace Violence
The City shall accept and respond to all reports of Workplace Violence.
A. Immediate Response
Immediately following a report of Workplace Violence, the City shall immediately respond
by providing first aid and emergency care to the injured employee(s) and by taking any
measures necessary to prevent other employees from being injured.
The City will ensure that any injured employees receive prompt medical evaluation and
treatment and that injured employees are provided transportation to receive medical care,
if such care is not provided on site.
The City will immediately report to DOSH any Serious Injury or Illness or death of an
employee that is attributable to Workplace Violence.
B. Investigating the Report of Workplace Violence
The City shall investigate reports of Workplace Violence as provided in the following
section.
C. No Retaliation
The City shall not take adverse action against any employee who reports Workplace
Violence or who participates in any investigation of Workplace Violence based on such
conduct.
D. Provision of Leave for Employees Who are or May be
Victims of Violence
The City shall not take adverse action against any employee who takes time off from work
in order to seek a Temporary Restraining Order ("TRO") or to obtain other assistance to
help safeguard the "health, safety, or welfare" of the employee or their child based on
such conduct. An employee may use paid sick leave pursuant to the City's Benefits
Summaries and memoranda of understanding with employee organizations, which can
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City of El Segundo
Workplace Violence Prevention Plan
be accessed here: htt s://www.else undo.or / overnment/de artments/human-
resources/benefits-and-salaries, to take time off from work for these purposes.
An employee shall provide the City reasonable and advance notice of their intention to
take time off from work for either of these purposes if feasible. If advance notice is not
feasible, employees must provide a certification to the employer within a reasonable time
after the absence.
E. Temporary Restraining Orders
When an employee has suffered unlawful violence or a credible Threat of Violence from
any individual, which may reasonably be carried out at any of the City's workplaces, the
City may attempt to obtain a TRO on behalf of the employee.
3) Investigation of Workplace Violence
The City shall respond to reports of Workplace Violence or a Threat of Violence by
promptly initiating an investigation, as applicable.
The City's investigation of Workplace Violence or a Threat of Violence may include, but
not necessarily be limited to, the following steps or measures, as applicable:
1) Visiting the scene of an incident as soon as safe and practicable;
2) Collection of facts on who, what, when, where, and how the incident occurred;
3) Collection of statements from involved parties, such as employees, witnesses, law
enforcement, and/or security personnel;
4) Reviewing security footage of existing security cameras if applicable;
5) Collection of photographic or video evidence of damage or injuries, where
appropriate;
6) Examining the workplace for security risk factors associated with the incident,
including any previous reports of inappropriate behavior by the perpetrator;
7) Consultation with the affected employees, witnesses, and Committee members to
identify potential contributing causes;
8) Obtaining any reports completed by law enforcement;
9) Assessment of any Threat of Violence, identifying the following, as applicable and
to the extent the information is known by the City:
a) The exact nature and context of the threat and/or threatening behavior;
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b) The identified target;
c) The person's apparent motivation;
d) The person's ability to carry out the threat; and
e) The person's background, including work history, criminal record, mental health
history, and past behavior on the job.
Following an investigation, the City may take the following measures, as applicable:
1) Notify the affected employees of the general results of the investigation, while
protecting the privacy of affected and/or involved employees;
2) Collaborate with the Committee to recommend corrective action;
3) Implement changes in Engineering Controls, procedures, or policies, if
appropriate; and/or
4) Establish updated Work Practice Controls, if necessary.
The City shall retain records of Workplace Violence incident investigations for a minimum
of five (5) years.
4) Documentation in Violent Incident Log
All Workplace Violence incidents shall be subsequently reported in the Violent Incident
Log. Information that is recorded in the Log for each incident shall be based on information
solicited from the employees who experienced the Workplace Violence, on witness
statements, and on investigation findings. The City shall omit from the Log any element
of personal identifying information that would be sufficient to allow identification of any
person involved in a Workplace Violence incident.
The information recorded in the Log shall include all of the following:
1.) The date, time, and location of the incident;
2.) The Workplace Violence type or types (e.g., Type 1, Type 2, Type 3, or Type 4);
3) A detailed description of the incident;
4) A classification of who committed the Workplace Violence, including whether the
perpetrator was:
a) A client or customer;
b) Family or friend of a client or customer;
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Workplace Violence Prevention Plan
c) Stranger with criminal intent;
d) Coworker;
e) Supervisor or manager;
f) Partner or spouse;
g) Parent or relative; or
h) Other perpetrator;
5) A classification of circumstances at the time of the incident, including, but not
limited to, whether the employee was:
a) Completing usual job duties;
b) Working in poorly lit areas;
c) Rushed;
d) Working during a low staffing level;
e) Isolated or alone;
f) Unable to get help or assistance;
g) Working in a community setting; or
h) Working in an unfamiliar or new location.
6) A classification of where the incident occurred, such as in the workplace, parking
lot or other area outside the workplace, or other area;
7) The type of incident, including, but not limited to, whether it involved any of the
following:
a) Physical attack without a weapon, including, but not limited to, biting,
choking, grabbing, hair pulling, kicking, punching, slapping, pushing, pulling,
scratching, or spitting;
b) Attack with a weapon or object, including, but not limited to, a firearm, knife,
or other object;
c) Threat of physical force or threat of the use of a weapon or other object;
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Workplace Violence Prevention Plan
d) Sexual assault or threat, including, but not limited to, rape, attempted rape,
physical display, or unwanted verbal or physical sexual contact;
e) Animal attack; or
f) Other;
8) Consequences of the incident, including, but not limited to:
a) Whether security or law enforcement was contacted and their response;
b) Actions taken to protect employees from a continuing threat or from any
other hazards identified as a result of the incident;
9) Information about the person completing the Log, including their name, job title,
and the date completed.
5) Prohibition on Retaliation
The City has implemented the following measures to prevent and prohibit retaliation
against those who report Workplace Violence, a Threat of Violence, or hazards related to
Workplace Violence, or who participate in the investigation of such incidents or hazards:
1) The City responds to reports of Workplace Violence, a Threat of Violence, or
hazards related to Workplace Violence in a prompt and timely manner;
2) The City provides employees multiple channels by which to report incidents,
hazards, or concerns, including anonymously and through or by a Designated
Representative;
3) The City admonishes managers and supervisors not to retaliate against any
employee who reports Workplace Violence, a Threat of Violence, or hazards
related to Workplace Violence, or any employee who participates in the
investigation of such incidents or hazards; and
4) The City trains all employees that retaliation against any employee who reports
Workplace Violence, a Threat of Violence, or hazards related to Workplace
Violence, or any employee who participates in the investigation of such incidents
or hazards is expressly prohibited and that there are consequences, such as
discipline, for retaliation against such employees.
The City shall undertake all necessary actions to identify, evaluate, and correct Workplace
Violence hazards.
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1) Identification of Workplace Violence Hazards
The City shall undertake all necessary actions to identify Workplace Violence hazards.
The City shall conduct inspections of its workplace(s) to identify Workplace Violence
hazards.
Specifically, the City shall conduct inspections under the following circumstances:
1) When the WVPP is first established;
2) After each Workplace Violence incident;
3) Whenever the City is made aware of a new or previously unrecognized hazard;
and
4) Annually.
Periodic inspections to identify and evaluate Workplace Violence and hazards will be
performed by the following employees in the following areas of the workplace:
..........
....
Name of Employee/Job Title of Inspection Area/Department/Specific
Employee Location
..... ........
Dana Hang, Human Resources All City facilities
Manager
Inspections for Workplace Violence hazards may include assessing factors specific to
the City's workplace, such as the following:
1) The exterior and interior of the workplace for its attractiveness to robbers;
2) The need for violence surveillance measures, such as mirrors and cameras;
3) Procedures for employee response during a robbery or other criminal act,
including the City's policy prohibiting employees, who are not security guards,
from confronting violent persons or persons committing a criminal act;
4) Procedures for reporting suspicious persons or activities;
5) Effective location and functioning of emergency buttons and alarms;
6) Posting of emergency telephone numbers for law enforcement, fire, and medical
services;
7) Whether employees have access to a telephone with an outside line;
8) Whether employees have effective escape routes from the workplace;
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9) Whether employees have a designated safe area where they can go to in an
emergency;
10)Adequacy of workplace security systems, such as door locks, entry codes or
badge readers, security windows, physical barriers, and restraint systems;
11) Frequency and severity of threatening or hostile situations that may lead to
violent acts by persons who are service recipients of the City our establishment;
12)Employees' skill in safely handling threatening or hostile service recipients;
13)Effectiveness of systems and procedures that warn others of actual or potential
Workplace Violence danger or that summon assistance, e.g., alarms or panic
buttons;
14)The use of work practices such as the "buddy" system for specified emergency
events;
15)The availability of employee escape routes;
16)How well the City's establishment's management and employees communicate
with each other;
17)Access to and freedom of movement within the workplace by non -employees,
including recently discharged employees or persons with whom one of our
employees is having a dispute;
18)Frequency and severity of employees' reports of threats of physical or verbal
abuse by managers, supervisors, or other employees;
19)Any prior violent acts, threats of physical violence, verbal abuse, property
damage or other signs of strain or pressure in the workplace; and
2) Investigation of Workplace Violence Hazards
The City will initiate an investigation following the identification of a Workplace Violence
hazard in order to evaluate the nature of the hazard.
The City may undertake the following as part of such investigation, as applicable:
1) Collection of statements from witnesses;
2) Collection of photographic or video evidence of damage or injuries, where
appropriate; and
3) Consultation with the affected employees, witnesses, and Committee members to
identify potential contributing causes.
3) Correction of Workplace Violence Hazards
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After the identification and investigation of a Workplace Violence hazard and after a
Workplace Violence Hazard inspection, the City will take appropriate steps to correct the
hazard and prevent or control future or potential hazards by implementing the following
measures:
1) Substitution: When possible, the City will correct a hazard by eliminating or
substituting it with a safer Work Practice Control ("Substitution").
2) Removal of Employees: In the event that a Workplace Violence hazard exists
that cannot be immediately corrected without endangering employees or property,
the City will remove all employees from the work site except those necessary to
correct the existing hazard. Employees who are necessary to correct the hazard
will be provided with necessary protection in order to protect them from the hazard.
3) Replacement of Equipment: If a piece of equipment is hazardous, the City will
remove it from service and identify it as defective.
4) Engineering Controls: The City will apply physical changes to either remove the
hazard from the workplace or create a barrier between employees and the hazard.
Based on the nature of the hazard and the needs of the workplace, Engineering
Control strategies may include the following: (a) using physical barriers (such as
enclosures or guards) or door locks to reduce employee exposure to the hazard;
(b) metal detectors; (c) panic buttons; (d) improved or additional lighting; and (e)
more accessible exits (where appropriate).
5) Work Practice Controls: The City will adjust Work Practice Controls if
Substitution or Engineering Controls are impossible or inappropriate. Additional
Work Practice Controls may be necessary in addition to Substitution and
Engineering Controls to prevent future Workplace Violence hazards. Work
Practice Control strategies may include the following: (a) hiring security guards and
having them patrol the workplace interior and perimeter; (b) ensuring employees
have access to a telephone with an outside line; posting emergency telephone
numbers in the workplace for law enforcement, fire, and medical services; (c)
improved or altered communication measures; (d) improved or altered policies of
prohibited practices (such as a weapons ban or limitation of the amount of cash on
hand); and a "buddy system" for specified Emergency events; (d) adding security
cameras or mirrors.
6) Training: The City will educate employees about the identified hazard in
subsequent WVPP training.
7) Collaborate with the Committee: The City will collaborate with the Committee on
other ways to correct the hazard.
16
City of El Segundo
Workplace Violence Prevention Plan
8) Notice to Affected Employees: The City will notify affected employees in writing
of the corrective measures the City implemented to address the Workplace
Violence hazard.
4) Recording Information regarding Workplace Violence
Incidents
The City will document the identification, investigation, and correction of Workplace
Violence hazards and maintain such records for at least five (5) years following the
identification, investigation, and correction of such hazards.
The City shall record information in the Violent Incident Log for each Workplace Violence
incident.
Information that is recorded in the Log for each incident shall be based on information
solicited from the employee(s) who experienced the Workplace Violence, on witness
statements, and on investigation findings.
The Log is attached to the WVPP as Attachment 1.
The City will document all work -related injuries or illness caused by Workplace Violence
that resulted in death, loss of consciousness, days away from work, restricted work
activity or job transfer, or medical treatment beyond first aid to DOSH.
The City will use an emergency alerting system to alert employees of the presence,
location, and nature of Workplace Violence Emergencies.
Following a Workplace Violence Emergency, a notification through the alerting system
will include information regarding the following:
1) The existence/presence of a Workplace Violence Emergency;
2) The location of a Workplace Violence Emergency;
3) The nature of the Workplace Violence Emergency; and
4) The appropriate response procedures for employees.
The City has developed the following evacuation and/or sheltering plan for each City
workplace:
City of El Segundo Workplace Violence Evacuation and Sheltering Protocols, which
is attached to this Plan
17
City of El Segundo
Workplace Violence Prevention Plan
In a Workplace Violence Emergency, employees can obtain help from any manager or
supervisor, the Coordinator, any Committee member, or, if applicable, from security or
law enforcement. Employees should promptly call 911 in the event of a Workplace
Violence Emergency.
h. TRAINING
The City shall provide training when the Plan is first established and when new employees
are hired.
The City shall ensure annual training thereafter.
The City shall provide training on all of the following subjects:
1) The City's Plan, how to obtain a copy of the City's Plan at no cost, and how to
participate in the development and implementation of the City's Plan;
2) Definitions and requirements of the Plan;
3) How to report Workplace Violence incidents or concerns to the City or law
enforcement without fear of reprisal;
4) Workplace Violence hazards specific to the employees' jobs, the corrective
measures the City has implemented, how to seek assistance to prevent or respond
to violence, and strategies to avoid physical harm; and
5) The City's Violent Incident Log, and how to obtain copies of records related to
Workplace Violence.
The training shall include an opportunity for interactive questions and answers with a
person knowledgeable about the City's Plan.
The City shall provide additional training when a new or previously unrecognized
Workplace Violence hazard has been identified and when changes are made to the Plan.
VI. Recordkeeping
The City shall maintain the following types of records for the following periods:
Type of Record Maintenance Period
Records of Workplace Violence hazard Minimum of five (5) years
identification, evaluation, and correction
Trainingrecords, including
ng training dates, Minimum of one (1) year
contents or a summaryof the training
sessions, names and qualifications of
persons conducting the training, and
0.
City of El Segundo
Workplace Violence Prevention Plan
...._. _�..� .......�...._... . ........
names and job titles of all persons
attendina the training sessions _
m ..m Vi.... _
olent Incident Los Minimum of
_. five ears
Records of Workplace Violence incident Minimum of five (5) years
investigations. These records must not
contain medical information.
The City shall ensure that records of Workplace Violence Incident Investigations do not
contain any medical information including any information in electronic or physical form,
in possession of or derived from a provider of health care, health care service plan,
pharmaceutical company, or contractor regarding a patient's medical history, mental
health application information, reproductive or sexual health application information,
mental or physical condition, or treatment that includes or contains any element of
personal identifying information sufficient to allow identification of the individual.
The City shall make all records required by this WVPP available to DOSH upon request
for purposes of examination and copying.
The City shall make the following records available to employees and their Designated
Representatives, upon request and without cost, for examination and copying within
fifteen (15) calendar days of a request:
1) Records of Workplace Violence hazard identification, evaluation, and correction;
2) Training records; and
3) Violent Incident Logs.
Appendix A: Violence Incident Report Form
Appendix B: Workplace Violence Evacuation and Sheltering Protocols
19
City of El Segundo
Workplace Violence Incident Report Form
Thmem. . . ........... . . .. .........
Workplace Violence Incident Report Form ("Form'q is used to record incidents of "Workplace Violence" as defined below.
"Workplace Violence" means any act of violence or threat of violence that occurs in a City of El Segundo ("City') workplace.
Information recorded in the Form should be based on information solicited from the employees who experienced an incident of Workplace
Violence, the ernployees who witnessed an incident of Workplace Violence, andlor on the findings from an investigation into an incident of
Workplace Violence.
Personally Identi(ving Information., The City should omit any personally identifying information sufficient to allow identification of any, person
involved in a Workplace Violence incident (e,g., victim and witnesses), including, but not limited to the person': name, address, electronic mail
address, telephone number, social security number, or other information that, alone or in combination with other publicly available information,
reveals the person's identity.
Reconj""n Information from the Form ir7 the Violent Incident t.ag: The City should record information regarding the Workplace Violence incident in
the Department's Violent incident L22, and will rovide a co ofthat Lo to the ontrollin2=loj�Lr
Date of Report
Date of Incident
.
Time of Incident Employee Completing Report
...... . . .. . ........... . . . .
am/pm Name:
Incident Location
... . ........
........ . . . . ... .. . . ...... Workp!;� e Violence Type (Pqe)
• Office
El Type 1 Violence: Workplace Violence ❑0 Type 3 Violence: Workplace Violence against
• Parking Lot
0 Offsite/Outside Workplace
El Breakroorn
committed by a person who has no legitimate an employee by a present or former employee,
business at the worksite (includes violent acts by supervisor, or manager.
anyone who enters the workplace or approaches El Type 4 Violence: Workplace Violence
workers with the intent to commit a crime). committed in the workplace by a person who does
• Restroom
0 Type 2 Violence: Workplace Violence directed not work there, but has or is known to have had a
• Cafeteria
at employees by customers, clients, patients, personal relationship with an employee.
• Other:
students, inmates, or visitors.
Type of Incident (All that Apply) Perpetrator Classification Circumstances at Time of Incident (All that
0 Physical attack without a weapon, e.g., ❑0 Client/Customer ❑0 Employee was completing usual job duties,
biting, choking, grabbing, hair pulling, El Family/Friend of a El Employee was working in poorly lit areas.
kicking, punching, slapping, pushing, client/customer El Employee was rushed.
pulling, scratching, spitting. 0 Stranger with criminal intent El Employee was working during a low staffing level,
i El Attack with a weapon/object, e.g., 0 Coworker
firearm, knife, other object. El Employee was isolated or alone.
[I Threat of physical force/threat of the 0 Supervisor/Manager 0 Partner/Spouse 0 Employee was unable to get help or assistance.
use of a weapon/other object. 0 Parent/Relative 0 Employee was working in a community setting.
0 Sexual assault/threat. e.g., rape, 0 Employee was working in an unfamiliar or new
attempted rape, physical display, 0 Other: location.
unwanted verbal/physical sexual contact.
El Animal Attack.
0 Other:
Detailed Description of Incident (including description of location and circumstances surrounding Workplace Violence
incidentl
1 Authorities Contacted If law enforcement/security was contacted, please detail their response:
... . .. ..... . . . . ............... .... ...
0 Law Enforcement
0 Security
El Other:
Workplace Violence Prevention Plan
Appendix B
WORKPLACE VIOLENCE EVACUATION AND SHELTERING PROTOCOLS
The below workplace violence evacuation protocols were developed using guidance
from Department of Homeland Security ("DHS"); the Federal Bureau of Investigations
("FBI"); and the California Governor's Office of Emergency Services ("OES").
PLAN AHEAD
The suggested actions described below are applicable in any encounter with a violent
person.
Violent attacks can involve any type of weapon. Knives, explosives, blunt objects,
and physical force can be as deadly as guns.
An active shooter is a person actively engaged in killing or attempting to kill
people, including at a place of employment.
An emergency involving an active shooter is unpredictable and may happen
quickly and unfold rapidly.
You must be prepared to deal mentally and physically with a workplace violence
situation, including an emergency involving an active shooter, to protect your life
prior to law enforcement arriving at the location where the emergency exists.
Visualize possible escape routes, including the two (2) nearest physically
accessible routes to you and your regular work area. Also, take note of
accessible routes for people with disabilities or limited mobility.
« Familiarize yourself with how to mute your phone and electronics in your area;
you may need to do this in an emergency to hide as silently as possible.
e Gunfire may sound artificial. Assume that any popping sound is gunfire.
Call 911 when it is safe to do so. Do not assume that someone else has reported
the incident. You may have information to provide that may be critical for law
enforcement, such as the number or location of shooters or victims; number or
type of weapons; and descriptions or identifications.
ALARM SYSTEMS
City buildings have life safety features that meet local and state requirements. These
systems may include, but are not necessarily limited to, audible fire alarms, smoke
21
Workplace Violence Prevention Plan
Appendix B
detectors and sprinkler systems that undergo periodic testing to ensure their viability in
the event of emergency.
Systems may vary and not all systems are in every building.
EMERGENCY LIGHTING
Some buildings are equipped with emergency lighting in stairwells and other areas.
Should there be a disruption of power resulting from a workplace violence incident, back
up emergency systems will activate the emergency lights to assist personnel in
evacuating the building.
SAFETY OFFICERS
Safety Officer assignments for each Department are listed in Attachment A.
The Safety Officers will ensure employees are evacuated as needed during a workplace
violence incident and then account for employees at the designated staging location. If
the Safety Officers' personal safety is not compromised, they may also respond to an
emergency in their designated work location until law enforcement arrives on the scene.
In many facilities, more than one Safety Officer has been designated to accommodate
the number of department employees and office area configuration, e.g., multiple floors
in the building or buildings with unusual layouts or modules, or additional Safety Officers
for each division within a Department. Departments that have separate facilities have
assigned a Safety Officer for each building.
An alternate Safety Officer may also be designated, or designated as required during an
emergency if the Safety Officer is unavailable.
It is critical that employees know who their Safety Officer is and understand that this
person has been given the authority to make decisions during emergencies. The Safety
Officer is responsible for assessing each situation to determine whether an emergency
requiring an evacuation exists, and notifying and coordinating with the law enforcement
and other emergency responders (see the Safety Officer checklist on page 5 of this
Protocol).
IN A WORKPLACE VIOLENCE AND ACTIVE SHOOTER EMERGENCY
You should react quickly, to determine the most reasonable way to protect your own life,
using the RUN, HIDE, OR FIGHT procedures.
22
Workplace Violence Prevention Plan
Appendix B
RUN
Evacuate, If Possible
If there is an accessible escape route, attempt to evacuate.
• Refer to the maps (Attachment B) in this Protocol to find the closest evacuation
route from your workspace to the outdoors. The maps highlight the designated
exit route assignments. Some doors have exit signs above the doors and the exit
should be wide enough to accommodate the number of evacuating personnel.
Exit door should remain unobstructed and clear of debris at all times. Employees
must consider that the assigned evacuation route may be hazardous and they
will need to select a different route to their staging location.
• Leave belongings behind.
• If possible, help others escape, and prevent them from entering an area where
the aggressor might be.
Be aware of employees with mobility and functional needs who may require
additional assistance during an evacuation, and assist them during the
emergency evacuation. Ensure any personal assistance equipment, e.g., a
wheelchair, is brought with the person to accommodate their needs
• But, do not stay behind because others will not go.
• Keep your hands visible to law enforcement.
• Follow any instructions provided by law enforcement.
Call 911 when it is safe to do so.
HIDE
Hide as safely and silently as possible
If you cannot evacuate safely, find a place to hide.
• Choose a hiding place that is
o Out to the aggressor's view.
o In the event of an active shooter, an area with protection if shots are fired
towards you, such as an office with a closed and locked door.
23
Workplace Violence Prevention Plan
Appendix B
o A place that does not trap you or restrict your options for movement.
Lock doors, if possible.
Blockade the door (or windows if the active shooter is outside) with heavy
furniture or secure it with belts or cords.
• Turnoff lights.
0 Turn off or silence phones and other electronics.
Hide behind large items like cabinets or desks.
Dial 911 when it is safe to do so, to alert the police to your hiding place. If you
cannot speak, leave the line open to allow the dispatcher to listen.
0 Stay quiet.
FIGHT
As a last resort, take action to disrupt or incapacitate the aggressor
As a last resort, and only when your life is in imminent danger, fight within the
best of your abilities.
0 Attempt to incapacitate or disrupt the aggressor.
• Act as aggressively as possible towards the aggressor.
Throw or improvise weapons from objects in your area..
Yell.
o Commit to your actions.
Call 911 when it is safe to do so.
IMMEDIATELY AFTER THE INCIDENT:
When you encounter law enforcement officers, display your empty hands, with open
palms.
24
Workplace Violence Prevention Plan
Appendix B
To end an incident, law enforcement may initially need to go past you or wounded
people.
Rescue teams of officers and emergency medical personnel will provide care and
assistance to injured people. They may ask able-bodied individuals for assistance in
moving the wounded. Seek medical attention if you are injured or wounded.
You may be held in an area by law enforcement unit it is safe and witnesses and been
identified and questioned.
Do not leave until law enforcement has instructed you to do so. Do not leave without
informing a manager or supervisor so that you are accounted for.
Consider seeking assistance from a mental health provider.
Once an evacuation has been completed, Safety Officers should:
• Proceed to the assigned assembly area location for your department
(Attachment B). Employees should already be at the location prior to your
arrival.
• Conduct a roll call of employees from the roster.
• Communicate with other employees to determine any employees that were out of
the office that day or during that time.
• Report to law enforcement the status of your department — whether all
employees are accounted for, or who is missing.
• Wait for instructions from law enforcement before giving employees the
information to re-entering a City building.
25
Workplace Violence Prevention Plan
Appendix B
Attachment A: Safety Officer Assignments
City Council - Council Chambers
Council Executive Assistant
CM Executive Assistant
City Manager's Office
CM Executive Assistant
Council Executive Assistant
Information Systems
Information S stems Mana er
Finance
Fiscal Services Mana er
Business Services Manage
Planning and Building Safety
Principal Planner
Human Resources
Human Resources Technician
HR Manager
City Clerk's Office/Hall
Deputy City Clerk
Public Works
En.qineerin2 Technician
Police Department
Special O erations
Lieutenant
Investi ations
I Lieutenant
Patrol and Lower Level
Lieutenant
Jail Areas
Watch Commander
Fire Station #1
Suppression On -Duty Battalion Chief
Administrative Office Fire Marshall
Fire Station #2
Entire Facilitv On -Duty Fire Captain
Library
Library Senior Librarian
Adult Circulation Area Circulation Librarian
Reference Area
Reference Librarian
Maintenance Yard
Maintenance Yard
Facilities Maintenance
Garage and Shop Areas
Vehicle Maintenance
Office Area, Restrooms, Administrative Technician
Computer Room Specialist
Water Department
Entire Facility Water Su ervisor
Recreation and Parks Department
Checkout Building
Recreation Supervisor
Clubhouse
Recreation Supervisor
El Se undo TV
ESTV Manager
Joslyn Center
Joslyn Supervisor
Lakes Golf Course
General Manager
Plunge
Recreation Coordinator
Recreation Leader IV
Teen Center
Teen Center Coordinator
26
Workplace Violence Prevention Plan
Appendix B
Attachment B: Workplace Violence Evacuation Routes
City Hall, Police, Fire Station #1, Clubhouse, Joslyn Center, and Checkout
Building, and Teen Center evacuate to Steveson Field
El Segundo Library evacuate to El Segundo Masonic Center Parking Lot (520
Main Street, El Segundo, CA 90245)
El Segundo Water Yard evacuate to George Brett Field
27
Workplace Violence Prevention Plan
Appendix B
0 Fire Station #2 evacuate to Campus El Segundo Athletic Field
o El Segundo Maintenance Facility evacuate to Chevron Employee Park
28