Threats against Employees. 271 The district shall adhere to board policy and state law as it relates to violence or threats of violence 272 against employees.
Threats against Employees. The District will form a “Threat Assessment Team” at each site which will meet with District administration on the third Monday of each school year at a mutually agreed upon time and location. The Team shall be comprised of a site administrator(s), a site counselor, psychologist, a law enforcement officer and an Association representative. If a unit member is threatened or attacked by a student or any person, the unit member shall immediately and accurately report the incident to a site administrator. The site administrator will then decide whether to convene the “Threat Assessment Team”, and/or take other steps. If the impacted unit member is unable to report the incident involving threats or attack due to fear or stress, another unit member can immediately file a verbal report on behalf of the impacted employee. The impacted employee, in any case, shall file a written report on the Incident Reporting Form as soon as possible. The impacted employee can appeal the site administrator’s decision of whether or not to convene the “Threat Assessment Team” to the Superintendent or designee. The Superintendent or designee’s decision may be appealed beginning at Level III of the Grievance Process outlined in Article 11.
Threats against Employees. Upon request, employees shall report, in writing, any threats of physical violence or of criminal or civil action arising out of, and in the course of, their employment by filing duplicate copies of such threats with the immediate supervisor and the Superintendent. The Employer shall handle these written reports in a discreet manner and shall not release information regarding the reports to any individual (other than a law enforcement official) without the consent of the involved employee(s), unless a request is made for disclosure of pertinent public records pursuant to Ohio’s Public Records Act. Consistent with ACBDD Policy, the Superintendent will review the matter and take such action as he/she deems appropriate. Unless the Superintendent concludes that the matter involves a criminal issue requiring the involvement of law enforcement officials, a plan of action may be initiated only after consultation with the involved employee(s); however, the Employer and the administration will fully cooperate and assist the involved employee(s) should the employee(s) decide to file suit relative to the involved incident.
8.2.1 The Employer will not take disciplinary action against an employee solely on the basis of an oral or written complaint by a parent or an individual or any other person. Such complaint will begin a formal investigation process providing for appropriate due process protection for the employee in question, and such investigation shall be in accordance with Section 8.9 of this Article.
