Page 20 - CCS Polices and Procedures

Crew Consulting Services
Policies and Procedures
11.2 Workplace Violence

CCS always prohibits the possession of weapons on its property. Additionally, while on duty, contractors may not
carry a weapon of any type. Weapons include, but are not limited to, handguns, rifles, automatic weapons, and
knives that can be used as a weapon (excluding pocket knives, utility knives, and other instruments that are
used to open packages and for other miscellaneous tasks), martial arts paraphernalia, stun guns, and similar
objects. Any contractor violating this policy is subject to discipline up to and including dismissal for the first offense.

Contractors who believe that they need help to avoid a violent or potentially violent workplace situation are urged
to seek assistance through their supervisor and/or other available resources.

Conduct that threatens, intimidates, or coerces another contractor, customer, vendor, or business associate will
not be tolerated. CCS resources may not be used to threaten, stalk, or harass anyone in the workplace or
outside the workplace. CCS treats threats coming from an abusive personal relationship as it does other forms
of violence.
Indirect or direct threats of violence, incidents of actual violence and suspicious individuals or activities
should be reported as soon as possible to a supervisor, the Human Resources Department, or any
member of senior management. When reporting a threat or incident of violence the contractor should be
specific and detailed as possible.

All contractors will be familiar and comply with CCS Policy and staff will receive training on this policy upon hire
and orientated to the more likely scenarios impacting his or her respective regional office.

11.3 Incident Reporting
Case managers occupy an extremely important role in the lives of the individuals for whom we provide support
coordination. It is a position with a great degree of responsibility that is not to be taken lightly. One foundation
of the job rests on the case manager ’s ability to identify, report, and seek resolution regarding serious incidents
involving the individuals that are supported through The CCS Organization. Therefore, it is helpful to engage in a
periodic review of the expectations of CCS and the Georgia Department of Human Resources and the
Department of Behavioral Health and Developmental Disabilities (DHR/DBHDD) regarding incident reporting.
This information is derived in part from the DHR/DBHDD policy on Reporting and Investigating Individual Death
and Serious Incidents.
All staff will be trained and will comply with CCS’ Incident Reporting Policy upon hire and refreshed on this
policy.

Concerns:

If abuse, neglect or exploitation concerns arise regarding individual treatment in an environment outside of
the state service delivery system, the case manager will report their concerns to the supervisor who will
notify the Department of Family and Children’s Services or Adult Protective Services in the Office of Aging and
the Department of Behavioral Health and Developmental Disabilities.
If the case manager is unsure as to whether the situation is a “reportable” issue, they should notify the
supervisor and document their concerns, regardless. When in doubt, report. It is always preferable to err on the
side of caution.

ALL DOCUMENTATION (EMAIL, SUPPORT NOTES, ETC) MUST INCLUDE:

• The name of the Individual supported (do not use the name of any other Individual who is
Version Date: 6/23/2018 Page 20 of 33