High Point is committed to providing a “Culture of Safety” for our employees and those we serve. We will ensure that all employees, clients, and/or any other people who are either on our premises or have contact with employees in the course of their duties are aware we have “ZERO TOLERANCE” for any disruptive or aggressive behavior that may cause a reasonable person to be in fear of his/her or a colleague’s safety. Acts of violence or serious threats of violence can be made directly or indirectly toward an employee or his/her personal property.

The Occupational Safety and Health Act (OSHA) of 1970’s General Duty Clause requires that employers must furnish a place of employment which is free from recognized hazards that cause or are likely to cause death or serious physical harm to employees.

Workplace violence can be conducted through actions, intimidation, or threats made by any means. Threats may be conducted in person, be made verbally or non-verbally, by letter, telephone, electronically, or through social media; may be implied, made seriously or in jest by a current or previous client or employee, by someone known by a client or an employee, a visitor, or members of the community.

A 'workplace' is defined as any location away from an employee’s home, permanent or temporary, where an employee performs any work-related duty. This includes, but is not limited to, the buildings and surrounding perimeters, including parking lots, field locations, clients’ homes, and traveling to and from work assignments.

We are cognizant that there may be an inherent increased risk for acts of violence made toward employees servicing more acute client populations. High Point will make every effort through proper crisis prevention training and use of counseling techniques to decrease this type of behavior by using proven outcome measure counseling techniques such as Trauma Informed Care, Motivational Interviewing, and application of harm reduction protocols. Yet we recognize that some acts of violence may be unavoidable, due to a severe psychiatric diagnosis or other factors.

High Point prohibits any form of harassment, bullying, ostracizing, or discrimination due to race, color, religious creed, national origin, ancestry, age, disability, gender, sexual orientation, veteran status, and other protected categories under federal and/or state law, or for any other reason. Harassment and bullying may be defined as physical and/or psychological abuse that may impact an employee or a group of employees’ level of stress, their emotional well-being, their job performance, the overall effectiveness of the work unit, and the proper servicing of clients.

Harassment includes, but is not limited to, uninvited or unwarranted physical or sexual contact, remarks, gestures, behavior, and/or display or circulation of written and/or visual materials. Harassment may also include unwarranted exertion of power or coercion by another employee or supervisor. Bullying is any form of harassment initiated by more than one employee or by a group of employees.

Cyber harassment or bullying includes, but is not limited to, the use of technology or any electronic communication, which includes any transfer of signs, signals, writing, images, sounds, data, or intelligence of any nature transmitted in whole or in part by a wire, radio, electromagnetic, photo electronic, or photo optical system, including electronic mail, Internet communications, instant messaging, texting, blogging, or facsimile communications. It also includes assuming the identity of another employee and using social media to harass, bully, and/or threaten an employee.

Ignoring an individual who exhibits these behaviors sends the message that such behaviors are acceptable; consequently, the behaviors are likely to continue and may even increase, and they may be precursors to workplace violence.

Therefore, it is incumbent on all employees to identify and report these behaviors immediately, so that appropriate action may be taken. High Point has a "Duty to Warn" clause in Section 700 of the Employment Handbook, which states, "Employees are required to report to their immediate supervisor if there are any concerns that an employee is at risk for hurting him/herself or others."

Employees must also follow the Human Resources Problem Resolution Procedure if they believe that previous reports of harassment, bullying, or serious threats have not been properly addressed, doing so without fear of retaliation for such reporting.