It is best practice in HR to have a zero tolerance policy for workplace violence. Violence can be defined as physically harming another, shoving, pushing, harassing, intimidating, coercing, displaying weapons, and threatening or talk of engaging in those activities. Please let us know if you need assistance updating your handbook or policy around workplace violence. Below are examples of topics covered in a workplace violence policy.
Employees should immediately inform their manager or Human Resources of any protective or restraining order that they have obtained that lists the workplace as a protected area. Employees should promptly report any direct or indirect threat of violence, violent incidents, or suspicious activities and individuals. Companies should make it clear that they will not tolerate any attempts of retaliation against employees for reporting any threats or acts of violence.
Investigating Threats of Violence
Employers should take any reports of violence or suspicious individuals seriously. The Company should then proceed to promptly and thoroughly investigate any reports of acts or threats of violence. Additionally, the identity of the employee who reported the act or threat should remain confidential if possible. After the investigation, the employer should take prompt corrective action up to and including termination.