Workplace Violence Prevention Policy

WORKPLACE VIOLENCE PREVENTION POLICY

Effective Date:

Purpose

This policy establishes our commitment to preventing workplace violence, protecting employees, contractors, clients and visitors from threats, harassment, intimidation, and physical harm, and to provide procedures for reporting, investigation, and corrective action. The employer will take prompt, remedial, and disciplinary measures when violations occur.

Scope

This policy applies to all persons on company premises, at company-sponsored events, during work-related travel, and while performing work-related duties off-site, including:

Coverage (check all that apply): Employees Contractors Visitors Clients

Definitions

Workplace violence: Any act or threat of physical violence, harassment, intimidation, or other threatening disruptive behavior that occurs at the work site or in the context of employment.

Threat: An expression of intent to inflict harm or act out violently against another person or property, whether direct, conditional, or veiled.

Weapon: Any item used to inflict injury, including but not limited to firearms, knives, or any object used as a weapon.

Prohibited Conduct

No individual covered by this policy shall engage in threats, intimidation, harassment, assault, stalking, the possession of weapons on company property, or other conduct that a reasonable person would interpret as constituting a risk of violence. This prohibition applies regardless of whether the conduct occurs on or off company premises if it materially affects the workplace.

Reporting Procedures

All incidents, threats, suspicious behavior, or concerns must be reported immediately. Reports may be made verbally or in writing to management, Human Resources, or Security. The company will respond promptly to reports and take steps to protect safety.

Immediate danger: If a person is in immediate danger, employees must follow emergency response procedures and contact local emergency services. After securing immediate safety, notify company management.

Investigation

The company will investigate all reports promptly, impartially, and confidentially to the extent practicable. Investigations may include interviews, review of documents, and coordination with law enforcement when appropriate. Interim protections may be implemented pending investigation conclusions.

Investigative findings will be documented, and remedial action will be taken where warranted, which may include counseling, reassignment, suspension, or termination of employment. Documentation of investigations will be retained in accordance with company recordkeeping practices.

Risk Assessment and Controls

The company will periodically assess workplace violence risks and implement engineering, administrative, and security controls as necessary. Controls may include access controls, visitor management, lighting, emergency plans, and employee training.

Training

The company will provide training for employees and supervisors on recognizing warning signs, reporting procedures, de-escalation techniques, and emergency response. Training frequency and attendance requirements will be determined by Human Resources.

Employee Responsibilities

Employees are required to report observed or suspected violence, threats, or suspicious behavior; to comply with security measures; and to cooperate with investigations and safety protocols. Failure to comply may result in disciplinary action up to and including termination.

Management Responsibilities

Supervisors and managers must take all reports seriously, take immediate steps to ensure safety, notify Human Resources or Security, and cooperate with investigations. They must not retaliate against reporters and must enforce this policy consistently.

Non-Retaliation

Good-faith reporters of workplace violence or safety concerns will not be subject to retaliation. Retaliation allegations will be investigated and remedied. Retaliation itself may result in disciplinary action, up to and including termination.

Disciplinary Action

Violations of this policy, including making threats or bringing weapons to work, may result in disciplinary action commensurate with the severity of the conduct, up to and including immediate termination and referral to law enforcement where appropriate.

Recordkeeping

Records of reports, investigations, corrective actions, and training will be retained in accordance with company record retention policies and applicable law. Access to investigative records will be limited to those with a legitimate need to know.

Policy Review and Updates

This policy will be reviewed periodically and updated as necessary to reflect changes in law, best practices, and operational needs.

Employee Information (Acknowledgment and Records)

Employment History (Most Recent)

Employment History (Previous)

Education

References

Legal Disclosures

At-Will Employment: Employment with the company is on an at-will basis unless otherwise provided in a written agreement signed by an authorized company representative. Nothing in this policy alters the at-will employment relationship.

Equal Opportunity: The company is committed to providing equal employment opportunities without regard to race, color, religion, sex, national origin, age, disability, or any other protected characteristic. This policy will be applied in a manner consistent with applicable equal employment laws.

Certification and Authorization

I certify that I have read, understand, and will comply with the Workplace Violence Prevention Policy. I acknowledge that violations may result in disciplinary action up to and including termination. I authorize the company to contact former employers and references as necessary to verify the information provided above and to perform background checks where permitted by law.

I certify that the information provided is true and complete.

I authorize the company to conduct employment-related background checks and reference checks as permitted by law.

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