Workplace Violence Prevention Safety Program

Purpose
The purpose of this safety policy and program is to establish guidelines and procedures for taking preventive measures to minimize the potential workplace violence.

[COMPANY] recognizes that workplace violence is an occupational hazard and that a proactive approach in preventing workplace violence is necessary. This includes provisions for management and employee training, outlines prohibited behavior, and reporting and investigation procedures. This safety policy also provides for confidentiality, discipline, and anti-retaliation requirements.

Policy
It is the policy of [COMPANY] to provide a place of employment that is free from recognized hazards that cause or are likely to cause death or serious physical harm to employees or the public. [COMPANY] is committed to maintaining a safe, healthful, and efficient working environment where employees and the public are free from the threat of workplace violence. When these workplace violence hazards are recognized and identified then proper training and appropriate security measures will be implemented.

Responsibilities
It is the responsibility of each manager/unit head, supervisor, and employee to ensure implementation of [COMPANY]'s safety policy and procedure regarding Violence in the Workplace. It is also the responsibility of each [COMPANY] employee to report immediately any unsafe act or condition to his or her supervisor.

Definitions
Workplace Violence - Includes, but is not limited to, intimidation, threats, physical attack or property damage.

Threat - The expression of an intent to cause physical or mental harm. An expression constitutes a threat without regard to whether the party communicating the threat has the present ability to carry it out and without regard to whether the expression is contingent, conditional or future.

Physical Attack - Unwanted or hostile physical contact such as hitting, fighting, pushing, shoving or throwing objects.

Property Damage - Intentional damage to property which includes property owned by the company, employees, visitors or vendors.

Intimidation - Includes but is not limited to stalking or engaging in actions intended to frighten, coerce, or induce duress.

Training
All employees, including supervisors and managers will receive annual awareness training. These sessions will explain [COMPANY]’s safety policy and procedure on workplace violence, as well as cover procedures for reporting and investigating threats, violent acts, and unsafe workplace conditions. In addition, employees will be informed of their responsibilities and of the measures they can take to protect themselves and their co-workers from workplace violence.

Prohibited Behavior
Prohibited behaviors are those behaviors that are defined in this program and behaviors that:

Such acts include, but are not limited to:

Any unacceptable personal conduct as provided in [COMPANY]’s Personnel Manual Policy shall subject the employee to disciplinary action up to and including dismissal. In situations considered to be potentially volatile or where fitness for duty concerns exist, management has the option to consider the use of a management directed referral to an Employees' Assistance Program.

Reporting & Investigation
Any employee (including a supervisor or manager) who has been threatened, is a victim of a violent act, witnesses any threats or violent acts, or learns of any threats or violent acts, is to report immediately such activity to their supervisor or the HR Manger. Each report will be promptly evaluated and investigated by the management to determine what follow-up actions are necessary. Management has the authority and responsibility to request law enforcement intervention if it is thought to be necessary.

Confidentiality
Information about an incident or threat will be disclosed only on a needs-to-know basis, so that a fair and thorough investigation can be conducted and appropriate corrective action can be taken. [COMPANY] will make every effort to ensure the safety and privacy of the individuals involved.

Discipline
An employee who engages in prohibited behavior will be subject to appropriate disciplinary action, as determined by the findings of the investigation. Such discipline may include warnings, demotion, suspension, or immediate dismissal. In addition, certain actions may cause the employee to be held legally liable under state or federal law.

Retaliation
Episodes of workplace violence can only be eliminated if employees are willing and able to report threats, violent acts and other unsafe conditions. To encourage employees to come forward without the fear of retaliation, [COMPANY] promises to promptly investigate all complaints of retaliation and impose appropriate disciplinary action, up to and including dismissal.

Counseling
Dealing with or being exposed to a violent or abusive situation can be emotionally unsettling. [COMPANY] will provide for appropriate counseling to reduce tension and stress. Follow-up counseling services may be provided and arranged by employee’s supervisors as requested to affected employees. If employees prefer external counseling for emotional and/or family support, they should be encouraged to contact the HR Manager. In all instances, confidentiality is assured.

Training Guidelines
Supervisor and Manager Training
When employees are respected and their concerns are addressed in a fair and timely manner, they are far less likely to resort to violence as a way of responding to conflicts. Creating this type of caring and harmonious work environment requires that supervisors and managers:

To help supervisors and managers improve their overall effectiveness in these areas, they will receive periodic training on the following management skills:

Despite [COMPANY]’s best efforts to create a healthy work atmosphere, there are bound to be some performance- and behavior-related problems. To keep these problems from spiraling out of control, supervisors and managers should be trained to recognize and handle them at the lowest possible level. This can be accomplished by providing training on:

Employee Training
Incidents of workplace violence can also be reduced if employees are effective in their interactions with customers, visitors and co-workers. Since not all employees join the workforce with the necessary "people skills," the following skills will be taught to each employee:

It is also important that employees receive "awareness training" which addresses:

Violence in the Course of a Crime
Workplace violence that occurs during the course of a crime is usually committed by an individual who has no legitimate relationship to the workplace. While he may feign being a customer as a pretext to enter the establishment, his primary motive is to commit a robbery or other criminal act.

Employees who are at greatest risk from this type of violence have face-to-face contact and exchange money with the public. They often work alone or in small numbers, and work late at night and early into the morning. Prime hours for such attacks are between 7 PM and 2 AM.

This type of violence accounts for the majority of workplace homicides, and represents irregular occurrences in the daily life of any particular at-risk establishment.

Violence by a Current/Former Client or Customer
Threats and other acts of violence committed by current or former clients and customers are increasing in number and represent a daily occurrence. At greatest risk from this type of violence are employees who provide professional, safety, law enforcement, administrative or business services. For other service providers, violence maybe brought on by an attempt to resist treatment or by a general dissatisfaction with services received. And in some cases, it may just be a matter of being in the wrong place at the wrong time and getting caught in the violent actions of another.

Employment-related violence is not associated with any specific type of workplace. The assailant may be a current or former employee, supervisor or manager. This individual may also be a spouse, relative, friend or acquaintance of an employee. In most cases, the assailant's actions are motivated by psychological factors, as well as by difficulties in his

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