4.13 Prevention of Violence in the Workplace and Learning Environment Policy

I. Definitions

A. Workplace Violence

Includes, but is not limited to, intimidation, communicating threats, physical attack, property damage, harassment, or conduct which interferes with an employee's ability to perform in the workplace or a student's opportunity attend class or study in the College learning environment.

B. Intimidation

Includes, but is not limited to, stalking, bullying, or engaging in actions intended to frighten, coerce, or induce duress or fear.

C. Threat

The expression of an intent to cause physical or mental harm. An expression constitutes a threat without regard to whether the party communicating the threat has the present ability to carry it out and without regard to whether the expression is contingent, conditional, or future.

D. Physical Attack

Unwanted or hostile physical contact such as hitting, fighting, pushing, shoving, or throwing objects.

E. Dating Violence

Violence committed by a person who is or has been in a social relationship of a romantic or intimate nature with the victim; and, where the existence of such a relationship shall be determined based on a consideration of factors pursuant to Section 40002(a) of the Violence Against Women Act of 1994 (Section 40002(a).

F. Domestic Violence

A felony or misdemeanor crime of violence committed by a current or former spouse, intimate partner, or significant other of the victim, pursuant to Section 40002(a).

G. Stalking

Engaging in a course of conduct directed at a specific person that would cause a reasonable person to fear for his or her safety, the safety of others, or suffer substantial emotional distress pursuant to Section 40002(a).

H. Property Damage

Intentional damage to property owned by the State, College, employees, students, visitors, or vendors.

I. Sexual Misconduct

Any unwelcome conduct of a sexual nature, including any conduct or act of a sexual nature perpetrated against an individual without consent. Sexual Misconduct includes, but is not limited to Dating Violence, Domestic Violence, Non-forcible Sex Acts, Sexual Assault, Sexual Exploitation, Sexual Harassment, and Stalking. The college encourages reporting of all Sexual Misconduct.

II. Rule

Central Piedmont Community College seeks to promote a working, teaching, and learning environment that is safe and healthy for all employees, students, and visitors while on College premises, while performing College business, or while participating in College-sponsored activities. In doing so, the College complies with and supports the Federal Occupational Safety and Health Act of 1970, the Crime Awareness and Campus Security Act of 1990, the Jeanne Cleary Campus Security Act (Cleary Act), Title IX of the Higher Education Act, and the Violence Against Women Reauthorization Act of 2013 (VAWA).

III. Policy

Central Piedmont Community College prohibits any form of violence in the workplace that threatens the safety of employees and students and seeks to provide a sound learning environment for students. In keeping with the spirit and intent of this policy, and to ensure that the College's objectives in this regard are attained, it is the commitment of the College to take prompt remedial action against any employee who engages in threatening behavior or acts of violence.

The College uses management tools, including mediation, discipline, and dismissal policies, as well as the Employee Assistance Program, the Student Code of Conduct, and the Central Piedmont Care Team, to promote a workplace and learning environment that is free of violence and provides reasonable protection for employees and students.

Related Procedures

Prevention of Violence in the Workplace and Learning Environment Procedures


Changes approved by the Board of Trustees on May 6, 2020

Changes approved by Cabinet on November 23, 2009; September 15, 2014

Approved by the Board of Trustees on May 6, 1998