Sample Workplace Violence Policy
THERE WILL BE ZERO TOLERANCE OF ACTS OR THREATS OF VIOLENCE IN OUR WORKPLACE. XYZ, INC. IS COMMITTED TO MAINTAINING A WORKPLACE THAT IS FREE FROM VIOLENCE OR THREAT OF VIOLENCE.
All employees have the right to expect a place of employment that is free from behavior that can be considered harassing, abusive, disorderly, or disruptive. Any violent behavior or behavior that creates a climate of violence, hostility, or intimidation will not be tolerated, regardless of origin. Proactive measures will be taken to minimize the potential for violent acts. Each and every act or threat of violence will result in an immediate and firm response that could, depending on the severity of the incident and/or other relevant considerations, include termination from employment with XYZ.
This policy includes, but is not limited to, the following behaviors and situations:
- Violent or threatening physical contact (including fights, pushing, and physical intimidation.)
- Direct or indirect threats
- Threatening, abusive or harassing phone calls
- Possession of a weapon or company property
- Destructive or sabotaging actions against company or employees’ personal property
- Violation of a restraining order
- Threatening acts or abusive language that leads to tension within the work environment
Any person who makes substantial threats, exhibits threatening behavior, or engages in violent acts on XYZ, Inc. property shall be removed from the premises as quickly as safety permits, and shall remain off XYZ, Inc. premises pending the outcome of an investigation. No existing XYZ, Inc. policy, practice or procedure should be interpreted to prohibit decisions designed to prevent a threat from being carried out, a violent act from occurring or a life-threatening situation from developing.
Reporting procedures have been developed to encourage early reporting, support and stress reduction for employees as well as the prevention of violence. Any employee can report concerns or incidents to his or her immediate supervisor, a member of the Human Resources Staff, or any member of management.
XYZ will initiate an appropriate response. This response may include, but is not limited to, termination of employment and/or criminal prosecution of the person(s) involved.
All employees who obtain a protective restraining order, which lists XYZ, INC. premises as being a protected area, must provide to their immediate supervisor a copy of any temporary or permanent protective or restraining order.
XYZ understands the sensitivity of the information requested and has developed confidentiality procedures, which recognizes and respects the privacy of the employee(s).