Violence in The Workplace Policy Template

Creating a workplace where employees feel safe, respected, and supported is critical to building a high-performance culture. And while organizations strive to foster inclusion, collaboration, and open communication, it’s equally important to have clear policies in place to prevent and respond to violence in the workplace.

Workplace violence doesn’t just refer to physical assault. It can encompass verbal abuse, threats, harassment, intimidation, or any disruptive behavior that causes employees to feel unsafe — whether the source is a coworker, a manager, a customer, or even a vendor. This policy gives employees a roadmap for how to recognize, report, and respond to violent or potentially violent situations, helping companies act swiftly and decisively to protect their people.

Establishing a Violence in the Workplace Policy ensures employees know what behavior is unacceptable, what channels are available for reporting, and how the company will take action to maintain a safe work environment. It also protects the organization legally, minimizing risk and liability by demonstrating a commitment to employee safety and compliance with federal and local laws.

What the Violence in the Workplace Policy Should Include

A comprehensive policy on workplace violence should cover the following elements:

• Definition of workplace violence: Clarify what constitutes violence — including physical acts, threats, verbal abuse, and intimidation.
• Scope: Identify who the policy applies to (e.g., employees, contractors, customers) and in what settings (on-site, remote, offsite events, etc.).
• Examples of prohibited behavior: Include a range of scenarios that illustrate unacceptable conduct, such as threatening emails, harassment, or bringing weapons to work.
• Zero-tolerance statement: Emphasize the organization’s commitment to a safe workplace and make clear that any violence will be taken seriously.
• Reporting procedures: Offer clear, confidential avenues for reporting violence or potential violence, and guidance for what employees should do if they witness or experience it.
• Investigation and response: Outline how the organization will investigate reports, maintain confidentiality, and take corrective action.
• Protective measures: Detail how the company will protect employees who report violence, including non-retaliation clauses and physical safety procedures (e.g., security presence, emergency response).
• Training and prevention: Describe how employees and managers will be trained to recognize, prevent, and respond to workplace violence.
• Emergency procedures: Include protocols for responding to immediate threats, including lockdowns, evacuations, or law enforcement involvement.
• Legal compliance: Reference applicable labor laws and regulations to show that the policy aligns with federal, state, and local requirements.

Purpose of a Violence in the Workplace Policy

The purpose of this policy is to:

• Ensure all employees understand what constitutes workplace violence and that such behavior will not be tolerated.
• Protect employees from threats, harm, or fear of violence in the workplace.
• Provide a clear and confidential process for reporting violent behavior or threats.
• Establish protocols for preventing, investigating, and responding to workplace violence.
• Demonstrate the company’s commitment to employee well-being, safety, and legal compliance.
• Foster a respectful and inclusive workplace culture where everyone feels psychologically safe.

Sample Violence in the Workplace Policy

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1. Policy Statement

[Company Name] is committed to maintaining a work environment that is free from violence, threats, and intimidation. We have a zero-tolerance policy toward any behavior that compromises the safety or well-being of our employees, contractors, clients, or visitors. Any act of violence, threat, or abusive behavior will result in disciplinary action, up to and including termination of employment and potential legal action.

2. Scope

This policy applies to all employees, whether full-time, part-time, temporary, contract, or remote. It also extends to interactions with clients, vendors, and any individuals present on company property or participating in company-sponsored events — whether on-site, offsite, or virtual.

3. Definition of Workplace Violence

Workplace violence includes, but is not limited to:

• Physical assault, such as hitting, pushing, or kicking.
• Threatening or intimidating behavior (verbal, written, or physical).
• Harassment, including stalking or bullying.
• Verbal abuse, yelling, or hostile language.
• Use of obscene or offensive gestures.
• Possession of weapons (except by authorized security personnel).
• Destruction of property or sabotage.
• Cyber threats, including menacing emails or online harassment.

4. Prohibited Conduct

Examples of behaviors that are not tolerated under this policy include:

• Threatening to harm a coworker over a disagreement.
• Displaying weapons or objects that could be used as weapons.
• Sending violent, harassing, or threatening messages via email, chat, or text.
• Shouting at or using slurs against coworkers or customers.
• Tampering with or damaging another employee’s personal belongings.
• Intimidating someone into silence after a complaint is made.

5. Reporting Workplace Violence

If you witness or experience workplace violence, you are encouraged to report it immediately. You may:

• Notify your direct manager or supervisor.
• Contact Human Resources at [HR Contact Information].
• Submit a report through the anonymous reporting system (if available).
• In the case of an emergency or immediate danger, call 911 and then inform your manager or HR as soon as possible.

All reports will be treated seriously and investigated promptly. Confidentiality will be maintained to the greatest extent possible.‍

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6. Investigations and Consequences

Reports of workplace violence will be thoroughly investigated. Investigations may include interviews, evidence collection, and collaboration with external parties (e.g., law enforcement). Individuals found to have engaged in violent behavior will be subject to disciplinary action, including but not limited to:

• Mandatory counseling or anger management training
• Suspension or termination
• Legal action or law enforcement involvement

7. Retaliation Prohibited

[Company Name] strictly prohibits retaliation against any employee who reports workplace violence in good faith or participates in an investigation. Retaliation may result in disciplinary action, including termination.

8. Employee Support and Resources‍

We understand that witnessing or experiencing violence can be traumatic. Employees have access to:

• The Employee Assistance Program (EAP), which offers confidential counseling services.
• Paid time off or leave of absence in line with our leave policies.
• Workplace accommodations, if needed for health or safety reasons.

9. Emergency Procedures

In the event of immediate danger:

• Call 911 and remove yourself from the unsafe situation if possible.
• Alert a supervisor or HR after contacting emergency services.
• Follow evacuation or lockdown procedures as outlined in [Company Name]’s Emergency Response Plan.
• Cooperate with law enforcement and safety personnel during any response.

10. Training and Prevention

All employees will undergo annual training on workplace violence awareness, prevention, and response protocols. Managers will receive additional training on de-escalation techniques, how to handle complaints, and how to support affected employees.

11. Compliance

This policy complies with all applicable federal, state, and local laws regarding workplace safety and violence prevention, including but not limited to:

• The Occupational Safety and Health Act (OSHA)
• State-specific labor codes or workplace violence statutes
• Relevant equal employment opportunity and anti-discrimination laws

Frequently Asked Questions

What should I do if I feel unsafe but haven’t been physically harmed?
Violence includes threats and intimidation, not just physical harm. If you feel unsafe, report the behavior to your manager or HR immediately. Your safety is our priority, and your concerns will be taken seriously.

Is anonymous reporting an option?
Yes, [Company Name] offers anonymous reporting through [system, hotline, or email]. We encourage open communication, but understand that anonymity can help some employees feel more comfortable coming forward.

What happens after I report an incident?
HR or another designated team will investigate the report discreetly and thoroughly. This may involve interviewing witnesses, reviewing communications, and consulting with legal or external authorities if needed. You will be informed of the outcome and any necessary follow-up actions.

What if the violence comes from a customer or vendor?
Workplace violence policies apply to all individuals interacting with employees — not just coworkers. If a customer, vendor, or contractor exhibits violent behavior, it should be reported and addressed using the same procedures.

Are remote employees covered under this policy?
Yes. Even virtual interactions can be the site of harassment or threatening behavior. Remote employees are encouraged to report any concerns just as on-site employees would.

Can someone be fired for making a threat, even if they didn’t act on it?
Yes. Threats are considered a form of workplace violence, even if no physical action follows. The company will assess the seriousness of the threat and determine appropriate disciplinary action.
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