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Sample
Policy for Violence in the Workplace
Violence in the Workplace
Policy:
It is the policy of the Company and the responsibility of its
managers and all of its employees to maintain a workplace free from threats and
acts of violence. The Company will work to provide a safe workplace for
employees and for visitors to the workplace. Each employee, and everyone
with whom we come into contact in our work, deserves to be treated with courtesy
and respect.
Description:
The Company does not tolerate any type of workplace violence committed by or
against employees. Employees are prohibited from making threats or
engaging in violent activities.
Prohibited Conduct
The list of behaviors, while not exhaustive, provides examples of conduct that
is prohibited:
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Causing physical injury to another person.
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Making threatening remarks.
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Acting out in an aggressive or hostile manner that creates
a reasonable fear of injury to another person or subjects another individual to
emotional distress.
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Intentionally damaging employer property or property of
another employee.
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Possessing a weapon while on Company property or while on
Company business.
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Committing acts motivated by, or related to, sexual
harassment or domestic violence.
Reporting Procedures
Any potentially dangerous situations must be reported immediately to your
supervisor, Incident Response Coordinator/Team, or the Human Resources
Department. Reports of workplace violence may be made anonymously and
investigated accordingly. Reports or incidents warranting confidentiality
will be handled appropriately and information will be disclosed to others only
on a need-to-know basis. All parties involved in a situation will be
counseled and the results of investigations will be discussed with them.
The Company will take appropriate action at any indication of a potentially
hostile or violent situation.
Risk Reduction Measures
While the Company does not expect employees to be skilled at identifying
potentially dangerous persons, employees are expected to exercise good judgment
and to inform the Incident Response Coordinator/Team or Human Resources
Department if any employee, claimant, customer or vendor exhibits behavior which
could lead to a potentially dangerous situation. Such behavior includes,
but is not limited to, the following:
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Discussing dangerous weapons and/or bringing such weapons
into the workplace.
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Displaying overt signs or extreme stress, resentment,
hostility, or anger.
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Making threatening remarks.
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Exhibiting sudden or significant deterioration of
performance.
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Displaying irrational or inappropriate behavior.
The Incident Response Coordinator/Team and the Human
Resources Department will identify and maintain a list of workplace violence
incidents and will design a plan to prepare for possible emergency situations.
Dangerous/Emergency Situations
Employees who confront or encounter an armed or dangerous person should not
attempt to challenge or disarm the individual. Employees should remain
calm, make constant eye contact and talk to the individual. If a
supervisor can be safely notified of the need for assistance without endangering
the safety of the employee or others, such notice should be given.
Enforcement
Threats, threatening conduct, or any other acts of aggression or violence in the
workplace will not be tolerated. Any employee determined to have committed
such acts will be subject to disciplinary action, up to and including
termination. Non-employees engaged in violent acts on the employer's
premises will be reported to the proper authorities and fully prosecuted.
Commitments and Responsibilities
Successful implementation of this policy requires the commitment and cooperation
of all Company Personnel.
Management Involvement and Commitment
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Demonstrate organizational concern for employees' and
customers' emotional and physical health and safety.
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Oversee Violence in the Workplace Program to ensure that
all managers, supervisors, and employees understand their obligations.
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Allocate authority and resources to responsible parties in
the Incident Response Team.
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Provide a comprehensive program of medical care and
psychological counseling and debriefing for employees experiencing or witnessing
assaults and other violent incidents.
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Encourage employees to report violent incidents promptly.
Incident Response Coordinator's/Incident
Response Team's Involvement and Commitment
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Encourage employees to promptly report incidents and to
suggest ways to reduce or eliminate risks.
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Develop and maintain a comprehensive plan for maintaining
security in the workplace, including establishing a liaison with law enforcement
and others.
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Conduct worksite analysis to determine existing or
potential hazards for workplace violence.
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Record, track, monitor, and analyze workplace violence
incidents.
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Conduct workplace security analysis.
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Assist with training and educating employees of potential
workplace violence incidents.
Human Resource Department's Involvement
and Commitment
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Create policy of zero tolerance for workplace violence,
including verbal and nonverbal threats and related actions.
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Ensure that employees who report or experience workplace
violence will not experience retaliation of any kind.
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Encourage employees to promptly report incidents and
suggest ways to reduce or eliminate risks.
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Conduct and/or provide training and education to employees
regarding potential workplace violence incidents.
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Support and implement appropriate recommendations from the
Employee Safety and Health Committee.
Employee Involvement and Commitment:
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Understand and comply with the Violence in the Workplace
Program and any other safety and/or security measures in place by the Company.
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Participate in an employee suggestion procedure covering
safety and security concerns.
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Promptly report violent incidents or potential for violence
to your manager, supervisor or Incident Response Coordinator/Team.
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Participate in continuing education program that covers
techniques to recognize escalating agitation, assaultive behavior, or criminal
intent.
Source: George Demers, M.S., Revised 1/01
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