Handling MEAN managers
I saw what was written earlier, perhaps this is helpful when dealing with MEAN managers.
https://employees.www.uprr.com/e/exec/conduct/violenceinworkplace/index.htm
Home > Executive > Ethics and Business Conduct
Policy to Address Violence & Abusive Behavior in the Workplace Purpose
Union Pacific is committed to maintaining a safe work environment free of all forms of violence, including verbal and physical threats. The Company has a zero tolerance policy with respect to all forms of violence in the workplace. This policy applies to all employees, customers, contractors, vendors, visitors, or any individual on Union Pacific property. Individuals subject to this policy are also responsible for compliance with applicable state and federal laws.
Prohibited Behavior
The Company will not tolerate or condone any form of violence or threats of violence committed by or against its employees, contractors, customers/clients, vendors, suppliers, or visitors in the course of conducting business, while on Company property, traveling on Company business, or when using the Company's computer network, systems or equipment. Company policy related to its computer and communications network is more fully explained in separate policies, including but not limited to the Information Governance Policy and associated Rules.
Weapons
Union Pacific employees and all other individuals on Company property or involved in Union Pacific business off Company property are prohibited from possessing or hiding weapons in facilities, equipment, or vehicles used in operations while on such property, or on their persons, which includes but is not limited to grips, suitcases, gym bags and purses. This prohibition applies even if the individual is licensed to carry a concealed handgun under state law. Only Union Pacific Police and on-duty law enforcement officers acting in an official capacity are authorized to possess weapons on Company property.
For purposes of this policy, a "weapon" shall mean any device, instrument, material or substance (animate or inanimate) that is used to threaten, or is capable of causing, death or bodily injury. This prohibition includes but is not limited to firearms, knives with a blade longer than three inches, tasers, stun guns and pepper sprays. Union Pacific Police are authorized to make the final determination of whether a particular item constitutes a weapon under this policy.
Violations of Policy
Alleged violations of this policy will be investigated. All proven violations of this policy will result in appropriate disciplinary action up to and including termination of employment with the Company, as well as possible civil or criminal prosecution when appropriate.
Reporting Violations
Anyone who has experienced, witnessed, or has knowledge of any prohibited conduct must report the incident as soon as possible to the Response Management Communication Center (RMCC) at 888-877-7267 (888-UPRR-COP) and a management supervisor.
If an emergency situation exists, contact a local law enforcement agency immediately and then, when time and circumstances permit, report the incident to the RMCC.
Recognizing and Addressing Violent and Potentially Violent Behavior
Actual threats should always be taken seriously and reported as described in this policy. This includes aggressive or hostile behavior that creates a reasonable fear of injury to another person.
When someone in the workplace is exhibiting behaviors that raise concerns about potentially violent behavior, you should trust your instincts and seek assistance. Often, early intervention by a supervisor can help prevent escalation of troubling behavior or a troubling situation.
For guidance and assistance please initiate contact with your supervisor or another resource listed:
• Your Departmental HR Director (non agreement)
• Employee Assistance Program Help Line 1- 800-779-1212
• EEO Hot Line at 866-877-3362
• Drug and Alcohol Info Help Line 1-800-840-3784
• Peer Support Help Line 1-800-877-5707
• Your local Occupational Health Nurse
Intervening early in a threatening or potentially violent situation is vital to preventing its escalation. The employee FOCUS website provides additional information about how to recognize the early warning signs of potentially violent behavior.
Additional Information
Please direct any questions related to this policy to the Sr. Director - RMCC at 402-544-6540.
Training resources can be found in the Learning Management System by searching “Workplace Violence.”
Keep posting, Have a great Holiday,
Marc Ricker, Secretary, SMART-TD Local 577
