Sample Workplace Violence Policy Employers who have had to manage cases of threats or actual violence have learned a painful lesson when the management and legal reviews that inevitably follow these incidents demonstrate a painful lack of prevention. Although policies do not prevent violence, the presence and use of a policy clearly articulates to an employee that certain behaviors are not acceptable. They empower the employer to eliminate the risk of continued employment by someone who violates those rules. They visibly demonstrate the core value of management that violence- or the threat of violence- is not tolerated. The problem employee, as noted in Dr. Barton's book, Crisis In Organizations II, often does not realize that certain behaviors are often "signals"of problems yet to emerge. Before problems become serious, a supervisor should consider sharing a copy of the policy below with the individual during a counseling session to help reinforce corporate standards of behavior. Although they may have received one during their employee orientation, the reaffirmation of the company policy can have a powerful impact. The following represents a hybrid of policies used in a typical organization today that we will call Faber Manufacturing. When the problem employee is shown this policy- ideally given to them at orientation upon their hire- it reinforces the fact that management takes their recent behaviors seriously, and that future issues will not be tolerated because the policy is indeed enforced. Our Workplace Safety Policy The use or threatened use of violence is not acceptable at Faber. We will not tolerate verbal, written or other forms of threats, violence, harassment, or other activities that risk the well-being of employees, contractors, customers or anyone who works with Faber, whether on or off-site. We reserve the right to determine what constitutes a threat or unacceptable act. After a complete and timely review of facts, Faber will act to protect the well being of our workforce and our reputation in the community. Any person who violates this policy can expect that our response may include but is not limited to suspension, reassignment of duties, termination of employment and/or business relationships, and/or criminal prosecution. We consider this to be an illustrative list of unacceptable activities, but it is by no means exhaustive: • Punching, shoving, kicking, hitting or threatening these acts • References to violence that are intended to intimidate or create fear in others • Unacceptable language • Bringing any weapon on Faber property, including a gun, knife or stun gun • Harassment of others, including stalking and emails of a harassment nature that are not business related • Behavior that is considered unacceptable, threatening, harmful, including harassment and intimidation • Damage to company property, including physical and intellectual property, computer systems, software. Communicating Your Concern We encourage all Faber employees inform your supervisor of any behavior that bothers you. This includes threats, unacceptable behavior, or threatening acts or comments- any activity that causes concern or fear, or harm to others. We will work diligently to protect your concern, and we will not tolerate any form of retaliation against any individual who brings such a concern to our attention. This policy Copyright 2005 © Dr. Larry Barton. This document may not be used, referenced or reproduced without permission. This is not a source of legal advice.