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313 H - Employee Relations
City of Greensboro Personnel Policy Manuał
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5.0 Organizational Rules
5.1 Because harassment and/or violence in the workplace - physical, verbal, and emotional -
undermines the integrity of the employment relationship, upsets morale, and interferes with the
productivity of its victims and co-workers, it is unacceptable and will be considered employee
misconduct and will not be tolerated. While the City has no intention of attempting to regulate
employees’ social interaction or relationships freely entered into (except where a supervisory
relationship exists), violence on the job and retaliation against victims and witnesses will not be
tolerated.
5.2 Prohibited Behaviors - Employees violating this policy will be subject to corrective action
under H-1 Corrective Action Policy, up to and including dismissal from employment, based on the
situation. ) Examples of
behaviors which will not be tolerated by the City include but are not limited to:
A. The act or threat of bodily harm to another employee or member of the public.
B. Hitting, shoving, fighting, pushing, or grabbing.
C. Subtle or implied threats to other employees.
D. Brandishing a weapon, or any object in a manner which may make an employee reasonably
feel threatened.
E. The use of language which would be regarded by reasonable people as likely to provoke
violence, or any attempt to incite violence by another.
F. Carrying prohibited weapons, whether concealed or visible, in City buildings, on City
worksites, in City-owned vehicles, on City-owned property, or while in the course of carrying
out City duties. (This does not apply to weapons locked in personal vehicles on City-owned lots
or decks or employees who are authorized to carry weapons in the course of their employment,
i.e. Police Officers.)
G. Intentionally damaging or threatening to damage City or employee property.
H. Violent outbursts of rage.
I. Bullying behavior: Bullying is unwanted offensive and malicious behavior which
undermines an individual or group through persistently negative attacks. There is typically an
element of vindictiveness and the behavior is calculated to undermine, patronize, humiliate,
intimidate or demean the recipient.
J. Acts of employees occurring outside the workplace also may be grounds for corrective
action, up to and including dismissal. In these situations, the City must demonstrate that the