Employee Behavior Intervention Process (EBIP)
The Human Resources Department responds to employee behavioral concerns within the college as part of the overall Campus Violence Prevention Plan, by assessing and executing strategies as part of the Employee Behavior Intervention Process (EBIP) for behavioral concerns related to students, please visit the Dean of Students web page or contact the Office of Student Rights and Responsibilities.
The Campus Violence Prevention Plan provides the framework necessary to recognize and prevent potential violent incidents before they occur.
It is everyone's responsibility to immediately report any situation in which violence is in progress or violence is imminent to our Campus Police Department at ext. 2234 or ext. 2911.
For employee behaviors or situations that are perceived as potential threatening, contact please contact us at email@example.com or (815)-280-2266.
Below are some example of behaviors that should be reported. They include, but are not limited to:
- A slow or radical change in a person's behavior, appearance or work performance;
- Aggressive or irrational behavior in words or actions;
- Severe depression, unhappiness or radical mood swings;
- Inability to control anger or serious confrontational displays;
- Unusual reactions to normal situations or obstacles;
- Lack of emotion, especially compassion or empathy;
- Threats or acts of violence;
- Damage to property;
- Expressions of suicidal thoughts, feelings or acts;
- Any action or behavior that could reasonably be interpreted as potentially leading to violence;
- Threatening statements, writing or drawings.
Additionally other examples of behaviors in addition to those described above may be displayed by employees and could be reason for concern. These include, but are not limited to:
- Attendance problems
- Decreased productivity
- Adverse impact of supervisor's time requiring on-going counseling about personal problems, issues dealing with co-workers, personal stress/depression
- Inconsistent work patterns
- Concentration problems at work
- Safety issues or increased accidents or self-injuries at work
- Poor health or hygiene
- Evidence of potential drug use or alcohol use or abuse
Responsibilities of Human Resources within this process include, but may not be limited to, conducting employee background checks on applicants for certain designated positions, oversight of the Employee Assistance Program which provides counseling referrals (mandated and optional) for employees who are in need of assistance. Human Resources also provides employee training during new employee orientation and periodically thereafter to enhance employee awareness about workplace violence warning signs, reporting, and appropriate response to threats or actual workplace violence and early intervention to prevent violence.
Human Resources is also responsible for enforcement of employee-related Board of Trustees policies and labor contract provisions that relate to workplace violence and/or harassment, including
Policy # Policy Name
1.32.2 Armed Police Officers
2.21 Drug Free Workplace
2.2.2 Workplace Harassment
2.2.7 Background Check Policy
3.8 Code of Conduct
3.11 Campus Demonstrations
3.14 Drug Free Schools & Community Policy
9.1.1 Facilities Use Policy
9.11 Environmental Health & Safety Policy
Pend. Title IX Prohibition of Sexual Discrimination, Harassment, and Misconduct
The Human Resources Department is here to help you. If you have questions or concerns, please contact us at firstname.lastname@example.org or (815)-280-2266.