[{"data":1,"prerenderedAt":495},["ShallowReactive",2],{"document-workplace-violence-prevention-policy-D742":3},{"document":4,"label":23,"preview":11,"thumb":24,"thumb600":25,"description":5,"descriptionCustom":6,"apiDescription":5,"pages":8,"extension":10,"parents":26,"breadcrumb":30,"related":36,"customDescModule":177,"customdescription":6,"mdFm":178,"mdProseHtml":494},{"description":5,"descriptionCustom":6,"label":7,"pages":8,"size":9,"extension":10,"preview":11,"thumb":12,"svgFrame":13,"seoMetadata":14,"parents":15,"keywords":22},"Violence in the Workplace Prevention Policy Zero tolerance This company has a policy of zero tolerance for violence. If you engage in any violence in the workplace, or threaten violence in the workplace, your employment will be terminated immediately for cause. No talk of violence or joking about violence will be tolerated. \"Violence\" includes physically harming another, shoving, pushing, harassing, intimidating, coercing, brandishing weapons, and threatening or talking of engaging in those activities. It is the intent of this policy to ensure that everyone associated with this business, including employees and customers, never feels threatened by any employee's actions or conduct. Workplace security measures In an effort to fulfill this commitment to a safe work environment for employees, customers, and visitors, a few simple rules have been created. These are: Access to the company's property is limited to those with a legitimate business interest. All employees and employee vehicles entering the property must display company identification. All visitors and visitor vehicles must register and display identification while on the property. All weapons banned The company specifically prohibits the possession of weapons by any employee while on company property. This ban includes keeping or transporting a weapon in a vehicle in a parking area, whether public or private. Employees are also prohibited from carrying a weapon while performing services off the company's business premises. Weapons include guns, knives, explosives, and other items with the potential to inflict harm. Appropriate disciplinary action, up to and including termination, will be taken against any employee who violates this policy. Inspections Desks, telephones, and computers are the property of the business. We reserve the right to enter or inspect your work area including, but not limited to, desks and computer storage disks, with or without notice. The fax, copier, and mail systems, including email, are intended for business use. Personal business should not be conducted through these systems. Under conditions approved by management, telephone conversations may be monitored and voice mail messages may be retrieved in the process of monitoring customer service. Any private conversations overheard during such monitoring, or private messages retrieved, that constitute threats against other individuals can and will be used as the basis for termination for cause. Reporting violence It is everyone's business to prevent violence in the workplace. You can help by reporting what you see in the workplace that could indicate that a co-worker is in trouble. You are in a better position than management to know what is happening with those you work with. You are encouraged to report any incident that may involve a violation of any of the company's policies that are designed to provide a comfortable workplace environment. Concerns may be presented to your supervisor. All reports will be investigated and information will be kept confidential.",null,"Workplace Violence Prevention Policy","3",36,"doc","https://templates.business-in-a-box.com/imgs/1000px/workplace-violence-prevention-policy-D742.png","https://templates.business-in-a-box.com/imgs/250px/742.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#742.xml",{"title":6,"description":6},[16,19],{"label":17,"url":18},"Human Resources","/templates/human-resources/",{"label":20,"url":21},"Company Policies","/templates/company-policies/","workplace violence prevention policy","Workplace Violence Prevention Policy Template","https://templates.business-in-a-box.com/imgs/400px/742.png","https://templates.business-in-a-box.com/imgs/600px/742.png",[27,16,19],{"label":28,"url":29},"Templates","/templates/",[31,32,33],{"label":28,"url":29},{"label":17,"url":18},{"label":34,"url":35},"Workplace Policies","/templates/workplace-policies/",[37,41,45,49,53,57,61,65,69,73,77,81,85,101,119,132,146,164],{"label":38,"url":39,"thumb":40,"extension":10},"Data Loss Prevention Policy","/template/data-loss-prevention-policy-D13651","https://templates.business-in-a-box.com/imgs/250px/13651.png",{"label":42,"url":43,"thumb":44,"extension":10},"Harassment and Bullying Prevention Policy","/template/harassment-and-bullying-prevention-policy-D13701","https://templates.business-in-a-box.com/imgs/250px/13701.png",{"label":46,"url":47,"thumb":48,"extension":10},"Workplace AIDS Policy","/template/workplace-aids-policy-D741","https://templates.business-in-a-box.com/imgs/250px/741.png",{"label":50,"url":51,"thumb":52,"extension":10},"Workplace Ergonomics Policy","/template/workplace-ergonomics-policy-D13803","https://templates.business-in-a-box.com/imgs/250px/13803.png",{"label":54,"url":55,"thumb":56,"extension":10},"Covid 19 Policy In The Workplace","/template/covid-19-policy-in-the-workplace-D12841","https://templates.business-in-a-box.com/imgs/250px/12841.png",{"label":58,"url":59,"thumb":60,"extension":10},"Workplace Food and Drink Policy","/template/workplace-food-and-drink-policy-D13804","https://templates.business-in-a-box.com/imgs/250px/13804.png",{"label":62,"url":63,"thumb":64,"extension":10},"Workplace Recycling and Waste Reduction Policy","/template/workplace-recycling-and-waste-reduction-policy-D13864","https://templates.business-in-a-box.com/imgs/250px/13864.png",{"label":66,"url":67,"thumb":68,"extension":10},"Workplace Security and Access Control Policy","/template/workplace-security-and-access-control-policy-D13865","https://templates.business-in-a-box.com/imgs/250px/13865.png",{"label":70,"url":71,"thumb":72,"extension":10},"Workplace Technology Upgrade and Replacement Policy","/template/workplace-technology-upgrade-and-replacement-policy-D13866","https://templates.business-in-a-box.com/imgs/250px/13866.png",{"label":74,"url":75,"thumb":76,"extension":10},"Inspiring Workplace Ideas","/template/inspiring-workplace-ideas-D13208","https://templates.business-in-a-box.com/imgs/250px/13208.png",{"label":78,"url":79,"thumb":80,"extension":10},"AI Policy","/template/ai-policy-D13598","https://templates.business-in-a-box.com/imgs/250px/13598.png",{"label":82,"url":83,"thumb":84,"extension":10},"Application Policy","/template/application-policy-D13439","https://templates.business-in-a-box.com/imgs/250px/13439.png",{"description":86,"descriptionCustom":6,"label":87,"pages":88,"size":89,"extension":10,"preview":90,"thumb":91,"svgFrame":92,"seoMetadata":93,"parents":95,"keywords":94,"url":100},"ANTI-HARASSMENT POLICY OVERVIEW The company is committed to providing a working environment free of discrimination and/or harassment. We prohibit discrimination/harassment in the workplace, whether committed by or against managers, colleagues, customers, suppliers or visitors. We want our employees to work and grow in a healthy, respectful and productive environment. Discrimination or harassment in the workplace based on race, colour, religion, sex, national origin, citizenship, age, sexual orientation, disability, marital status or any other basis prohibited by law, will not be tolerated. The company prohibits inappropriate conduct based on any of the above characteristics at work, in the company's business or at events sponsored by the company. SCOPE This policy applies to all current employees of [COMPANY NAME], including full-time and part-time, contractual, permanent and temporary employees and also applies to job applicants. This policy applies to all behaviour related in any way to work, including off-site meetings, training and business trips. HARASSEMENT / DISCRIMINATION DEFINITION Harassment / Discrimination Harassment / discrimination is unwanted, unreasonable and offensive behaviour towards the person being harassed, which creates an intimidating, hostile or humiliating work environment for the person concerned. There are different types of harassment that can occur at work, it can be based on: Race, ethnic origin, nationality or skin colour Gender identity and/or sexual orientation Religious or political convictions Membership or no-membership of a trade union Disabilities, illness, sensory impairments or learning difficulties Age Pregnancy/maternity/paternity This list is not exhaustive Harassment is: Offending or humiliating someone physically or verbally; Threatening or intimidating someone; Making unwelcome jokes or comments about someone's race, national or ethnic origin, colour, religion, age, sex, sexual orientation, marital status, family status, disability or pardoned conviction. Harassment can occur between people of the same sex or opposite sex. Sexual Harassment Sexual harassment has been defined as unwanted and unwelcome sexual advances, requests for sexual favours, and other verbal or physical conduct of a sexual nature that: Is made either explicitly or implicitly a term or condition of employment; Issued as a basis for employment decisions affecting such an individual; Has the purpose or effect of substantially interfering with an individual's work performance and of creating an intimidating, hostile, or offensive work environment. The company prohibits inappropriate conduct that is sexual in nature of work, on company business, or at company-sponsored events including the following: Offensive or humiliating behaviour that is related to a person's sex; Behaviour of a sexual nature that creates an intimidating, unwelcome, hostile or offensive work environment; Behaviour of a sexual nature that could reasonably be thought to put sexual conditions on a person's job or employment opportunities. Comments, jokes, or degrading language; Sexually suggestive objects, books, magazines, photography, cartoons, pictures, calendars, posters, electronic communications, or other materials; Unwelcome sexual advances, requests for sexual favours, or any sexual touching; Offering favourable terms or conditions of employment or benefits in exchange for sexual favours or threatening or imposing less-favourable terms or conditions of employment if sexual favours are refused. Sexual harassment is prohibited whether it's between member of the opposite sex or members of the same sex. MANAGEMENT AND STAFF RESPONSIBIITY All managers have a responsibility to maintain a workplace free of discrimination and personal harassment. Managers are directly responsible for the conduct of their staff and the smooth running of their department. Also, [COMPANY NAME] expects all employees to comply with this policy and all employees to conduct themselves appropriately. Management are responsible for: ","Anti Harassment Policy","4",513,"https://templates.business-in-a-box.com/imgs/1000px/anti-harassment-policy-D12624.png","https://templates.business-in-a-box.com/imgs/250px/12624.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12624.xml",{"title":94,"description":6},"anti harassment policy",[96,98],{"label":17,"url":97},"human-resources",{"label":20,"url":99},"company-policies","/template/anti-harassment-policy-D12624",{"description":102,"descriptionCustom":6,"label":103,"pages":104,"size":89,"extension":10,"preview":105,"thumb":106,"svgFrame":107,"seoMetadata":108,"parents":110,"keywords":117,"url":118},"CODE OF CONDUCT As an employee, it is important that you know what personal conduct is expected of you while on the job. In most instances, your own good judgment will tell you what the right thing to do is. In addition to complying with Company policies and job specific requirements, you are also expected to obey the rules and regulations of [COMPANY] and this Code of Conduct (\"Code\" or \"Policy\"). If your performance does not meet position requirements, you may be subject to disciplinary action, up to and including immediate termination, with or without notice, and with or without cause at any time. PURPOSE Our Employee Code of Conduct Company Policy outlines our expectations regarding employees' behavior towards their colleagues, supervisors, and the overall organization. We promote freedom of expression and open communication. But we expect all employees to follow our Code of Conduct. They should avoid offending, participating in serious disputes, and disrupting our workplace. We also expect them to foster a well-organized, respectful, and collaborative environment. SCOPE This Policy applies to all our employees, regardless of employment agreement or rank. VIOLATIONS WHICH ARE CONSIDERED AGAINST THE CODE OF CONDUCT While discipline for standard violations will follow a progressive disciplinary procedure, the Company reserves the right to implement discipline in accordance with the grievousness of the violation. Violations of these or any other Company policies may subject you to disciplinary action, up to and including immediate termination: Theft, fraud, embezzlement, or other proven acts of dishonesty. Any harassment of another employee (verbal, physical, or visual), including sexual harassment such as offensive gestures, unwelcome advances, jokes, touching, or comments of a sexual nature made to or about another employee, vendor or customer. Obtaining employment or promotion on the basis of false or misleading information. Soliciting or accepting gifts (money, services, or merchandise) in connection with Company business. Reporting for work under the influence of alcohol or any illegal substances; or possession, sale or distribution of alcohol or illegal substances while on Company premises or abusing such items while representing the Company or conducting Company business. Engaging in unauthorized employment elsewhere while on paid benefits related to illness, or while on an extended absence. Assisting anyone who you know or suspect to be involved in committing any crime or engaging in any conduct which rises to the level of a crime. Falsifying Company documents or records, including misuse of timekeeping records, or falsely inputting payment data. Insubordination, meaning refusing to follow legitimate instructions of a superior directly related to performance of one's job. Disrupting the work environment. Excessive absenteeism or unacceptable patterns of absenteeism. Repeatedly failing to use a timeclock as directed. Job abandonment, meaning the failure to report to work without properly notifying one's immediate supervisor, or leaving a job assignment prior to completion of your responsibilities. Conduct that is likely to cause another employee, customer or vendor of the Company embarrassment, loss of dignity, feelings of intimidation, or loss of opportunity, including all forms of discrimination and harassment. Unauthorized use of Company or customer supplies, information, equipment, funds, or computer codes/passwords. Knowingly mishandling a customer's or potential customer's account. This includes improper discriminatory practices. Refusing to repay documented overpayment of any compensation. Possessing firearms or weapons while on Company premises or carrying them while on Company business; or threatening the personal safety of fellow employees, customers, or vendors. Committing any act, on or off the Company's premises, which threatens or is potentially threatening to the reputation of the Company or any of its employees, customers, or vendors. Repeatedly failing to meet job responsibilities, job budget or quality requirements. COMPANY'S EXPECTATIONS [COMPANY] expects you to: be present at work as required. maintain agreed standards of performance. comply with health and safety policies and procedures. comply with all lawful and reasonable instructions. maintain set standards of integrity, conduct, and concern for the public interest. demonstrate commitment to [COMPANY]'s vision, values, and goals. be active in your self-development. We expect you to: comply with all reasonable instructions and work as directed by your manager. be familiar with, and consistently apply, the Acts and Regulations that directly affect your work. be familiar with, and consistently apply, the requirements of [COMPANY]'s operational manual, as well as wider [COMPANY] policies and procedures that affect your work, for example, policies for managing human resources. be consistent and fair in requiring compliance with statutory obligations. adhere to your delegations, not exploiting or abusing any power or authority accorded to you because of your role. Authority includes statutory, delegated and administrative authorities. not give any false information or make any false declaration. obtain permission from your manager before entering into any contract or agreement. not create any liability for [COMPANY] beyond your authorization. consistently follow workplace procedures for documenting decisions for action, and the reasons for taking those decisions. show reasonable care for [COMPANY] property, resources, and funds and neither use nor approve them to be used for anything other than authorized purposes. contribute to a safe workplace by knowing and carrying out your responsibilities (as an employee or as a manager) under health and safety legislation. contact your manager within 30 minutes of your normal/rostered starting time, or in accordance with local instructions, if you are unable to work because of sickness, or an emergency. maintain the standard of dress and general appearance required in your workplace. EMPLOYEE'S EXPECTATIONS [COMPANY] has an obligation to behave in a fair and reasonable manner towards employees by acting in compliance with its legal commitments","Code Of Conduct","6","https://templates.business-in-a-box.com/imgs/1000px/code-of-conduct-D13318.png","https://templates.business-in-a-box.com/imgs/250px/13318.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#13318.xml",{"title":109,"description":6},"code of conduct",[111,114],{"label":112,"url":113},"Business Plan Kit","business-plan-kit",{"label":115,"url":116},"Management","business-management","code conduct","/template/code-of-conduct-D13318",{"description":120,"descriptionCustom":6,"label":121,"pages":122,"size":89,"extension":10,"preview":123,"thumb":124,"svgFrame":125,"seoMetadata":126,"parents":128,"keywords":127,"url":131},"DISCIPLINARY ACTION POLICY PURPOSE The purpose of this Disciplinary Action Policy is to establish a clear framework and guidelines for addressing employee misconduct, policy violations, and performance issues in a fair and consistent manner. This Policy aims to promote a positive work environment, ensure compliance with company policies, and provide opportunities for employee growth and improvement. SCOPE This Policy applies to all employees at [COMPANY NAME], including full-time, part-time, temporary, and contract workers. It covers a wide range of infractions, including but not limited to misconduct, violation of company policies, insubordination, unethical behavior, harassment, discrimination, poor performance, and any actions that may negatively impact the workplace or the organization's reputation. PRINCIPLES OF DISCIPLINARY ACTION Fairness: All disciplinary actions will be conducted in a fair and unbiased manner, providing employees with an opportunity to present their side of the story and defend themselves against allegations. Consistency: Disciplinary actions will be applied consistently throughout the organization, ensuring that similar infractions are treated similarly. Progressive Approach: Whenever possible, a progressive approach to discipline will be followed, with escalating consequences for repeated or severe infractions. However, the organization reserves the right to skip progressive steps in cases of serious misconduct. Confidentiality: Disciplinary matters will be treated with strict confidentiality, only shared with individuals who have a legitimate need to know, while maintaining compliance with applicable privacy laws. DISCIPLINARY PROCEDURES Investigation: Before initiating any disciplinary action, a thorough and impartial investigation will be conducted to gather facts and evidence regarding the alleged misconduct or performance issue. The investigation may involve interviews, document review, and any other relevant means of gathering information.","Disciplinary Action Policy","2","https://templates.business-in-a-box.com/imgs/1000px/disciplinary-action-policy-D13486.png","https://templates.business-in-a-box.com/imgs/250px/13486.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#13486.xml",{"title":127,"description":6},"disciplinary action policy",[129,130],{"label":17,"url":97},{"label":20,"url":99},"/template/disciplinary-action-policy-D13486",{"description":133,"descriptionCustom":6,"label":134,"pages":135,"size":136,"extension":10,"preview":137,"thumb":138,"svgFrame":139,"seoMetadata":140,"parents":141,"keywords":144,"url":145},"Employee Handbook Understanding employment at [YOUR COMPANY NAME] Revised on [DATE] Prepared By: [YOUR NAME] [YOUR JOB TITLE] Phone 555.555.5555 Email info@yourbusiness.com www.yourbusiness.com Table of Content Table of Content 2 Welcome to [YOUR COMPANY NAME]! 5 1. Organization Description 6 1.1 Introductory Statement 6 1.2 Customer Relations 6 1.3 Products and Services Provided 7 1.4 Facilities and Location(s) 7 1.5 The History of [YOUR COMPANY NAME] 7 1.6 Management Philosophy 7 1.7 Goals 8 2. The Employment 9 2.1 Nature of Employment 9 2.2 Employee Relations 9 2.3 Equal Employment Opportunity 10 2.4 Diversity 10 2.5 Business Ethics and Conduct 12 2.6 Personal Relationships in the Workplace 13 2.7 Conflicts of Interest 13 2.8 Outside Employment 14 2.9 Non-Disclosure 15 2.10 Disability Accommodation 16 2.11 Job Posting and Employee Referrals 17 2.12 Whistleblower Policy 18 2.13 Accident and First Aid 20 3. Employment Status and Records 21 3.1 Employment Categories 21 3.2 Access to Personnel Files 22 3.3 Personnel Data Changes 23 3.4 Probation Period 23 3.5 Employment Applications 24 3.6 Performance Evaluation 24 3.7 Job Descriptions 25 3.8 Salary Administration 25 3.9 Professional Development 26 4. Employee Benefit Programs 27 4.1 Employee Benefits 27 4.2 Vacation Benefits 27 4.3 Military Service Leave 29 4.4 Religious Observance 29 4.5 Holidays 29 4.6 Workers Insurance 30 4.7 Sick Leave Benefits 31 4.8 Bereavement Leave 32 4.9 Relocation Benefits 33 4.10 Educational Assistance 33 4.11 Health Insurance 34 4.12 Life Insurance 35 4.13 Long Term Disability 35 4.14 Marriage, Maternity and Parental Leave 36 5. Timekeeping / Payroll 40 5.1 Timekeeping 40 5.2 Paydays 40 5.3 Employment Termination 41 5.4 Administrative Pay Corrections 42 6. Work Conditions and Hours 43 6.1 Work Schedules 43 6.2 Absences 43 6.3 Jury Duty 45 6.4 Use of Phone and Mail Systems 45 6.5 Smoking 46 6.6 Meal Periods 46 6.7 Overtime 46 6.8 Use of Equipment 47 6.9 Telecommuting 47 6.10 Emergency Closing 48 6.11 Business Travel Expenses 49 6.12 Visitors in the Workplace 51 6.13 Computer and Email Usage 51 6.14 Internet Usage 52 6.15 Workplace Monitoring 54 6.16 Workplace Violence Prevention 55 7. Employee Conduct & Disciplinary Action 57 7.1 Employee Conduct and Work Rules 57 7.2 Sexual and Other Unlawful Harassment 58 7.3 Attendance and Punctuality 60 7.4 Personal Appearance 60 7.5 Return of Property 61 7.6 Resignation and Retirement 61 7.7 Security Inspections 62 7.8 Progressive Discipline 62 7.9 Problem Resolution 64 7.10 Workplace Etiquette 65 7.11 Suggestion Program 67 Acknowledgement of Receipt 68 Welcome to [YOUR COMPANY NAME]! On behalf of your colleagues, we welcome you to [YOUR COMPANY NAME] and wish you every success here. At [YOUR COMPANY NAME], we believe that each employee contributes directly to the growth and success of the company, and we hope you will take pride in being a member of our team. This handbook was developed to describe some of the expectations of our employees and to outline the policies, programs, and benefits available to eligible employees. Employees should become familiar with the contents of the employee handbook as soon as possible, for it will answer many questions about employment with [YOUR COMPANY NAME]. We believe that professional relationships are easier when all employees are aware of the culture and values of the organization. This guide will help you to better understand our vision for the future of our business and the challenges that are ahead. We hope that your experience here will be challenging, enjoyable, and rewarding. Again, welcome! [PRESIDENT NAME] President & CEO 1. Organization Description 1.1 Introductory Statement This handbook is designed to acquaint you with [YOUR COMPANY NAME] and provide you with information about working conditions, employee benefits, and some of the policies affecting your employment. You should read, understand, and comply with all provisions of the handbook. It describes many of your responsibilities as an employee and outlines the programs developed by [YOUR COMPANY NAME] to benefit employees. One of our objectives is to provide a work environment that is conducive to both personal and professional growth. No employee handbook can anticipate every circumstance or question about policy. As [YOUR COMPANY NAME] continues to grow, the need may arise and [YOUR COMPANY NAME] reserves the right to revise, supplement, or rescind any policies or portion of the handbook from time to time as it deems appropriate, in its sole and absolute discretion. Employees will be notified of such changes to the handbook as they occur. 1.2 Customer Relations Customers are among our organization's most valuable assets. Every employee represents [YOUR COMPANY NAME] to our customers and the public. The way we do our jobs presents an image of our entire organization. Customers judge all of us by how they are treated with each employee contact. Therefore, one of our first business priorities is to assist any customer or potential customer. Nothing is more important than being courteous, friendly, helpful, and prompt in the attention you give to customers. [YOUR COMPANY NAME] will provide customer relations and services training to all employees with extensive customer contact. Customers who wish to lodge specific comments or complaints should be directed to the [TITLE AND NAME OF THE PERSON RESPONSIBLE] for appropriate action. Our personal contact with the public, our manners on the telephone, and the communications we send to customers are a reflection not only of ourselves, but also of the professionalism of [YOUR COMPANY NAME]. Positive customer relations not only enhance the public's perception or image of [YOUR COMPANY NAME], but also pay off in greater customer loyalty and increased sales and profit. 1.3 Products and Services Provided You will find more information about our products and services by reading the [YOUR COMPANY NAME] Corporate Brochures. 1.4 Facilities and Location(s) Head Office: [ADDRESS] [CITY], [STATE] [ZIP/POSTAL CODE] [COUNTRY] 1.5 The History of [YOUR COMPANY NAME] [DESCRIBE THE HISTORY OF YOUR COMPANY HERE] 1.6 Management Philosophy [YOUR COMPANY NAME] management philosophy is based on responsibility and mutual respect. Our wishes are to maintain a work environment that fosters on personal and professional growth for all employees. Maintaining such an environment is the responsibility of every staff person. Because of their role, managers and supervisors have the additional responsibility to lead in a manner which fosters an environment of respect for each person. People who come to [YOUR COMPANY NAME] want to work here because we have created an environment that encourages creativity and achievement. [YOUR COMPANY NAME] aims to become a leader in [DESCRIBE YOUR COMPANY'S FIELD OF EXPERTISE]. The mainstay of our strategy will be to offer a level of client focus that is superior to that offered by our competitors. To help achieve this objective, [YOUR COMPANY NAME] seeks to attract highly motivated individuals that want to work as a team and share in the commitment, responsibility, risk taking, and discipline required to achieve our vision. Part of attracting these special individuals will be to build a culture that promotes both uniqueness and a bias for action. While we will be realistic in setting goals and expectations, [YOUR COMPANY NAME] will also be aggressive in reaching its objectives. This success will in turn enable [YOUR COMPANY NAME] to give its employees above average compensation and innovative benefits or rewards, key elements in helping us maintain our leadership position in the worldwide marketplace. 1.7 Goals [DESCRIBE YOUR COMPANY'S GOALS HERE] 2. 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We prioritize the well-being and safety of our workforce and aim to prevent accidents, injuries, and occupational illnesses through proactive measures and continual improvement. COMPLIANCE WITH LAWS AND REGULATIONS We at [COMPANY NAME] will comply with all applicable local, regional, and national laws, regulations, and industry standards related to health and safety. Our operations will meet or exceed the minimum requirements set forth by relevant authorities to ensure a safe working environment. RESPONSIBILITY AND ACCOUNTABILITY Management Commitment: Top management is responsible for providing leadership, resources, and support necessary to maintain a robust health and safety program. They will demonstrate a visible commitment to health and safety through regular communication, participation, and continual improvement. Employee Responsibility: All employees are responsible for following health and safety policies, procedures, and guidelines. They are encouraged to report hazards, incidents, or unsafe conditions promptly to their supervisors or designated safety representatives. RISK ASSESSMENT AND HAZARD CONTROL Risk Assessment: We will conduct regular risk assessments to identify potential hazards and evaluate the associated risks within our workplace. These assessments will be documented, and control measures will be implemented to mitigate or eliminate identified risks. Hazard Control: We will establish and maintain effective procedures and controls to minimize workplace hazards. This includes providing appropriate personal protective equipment (PPE), implementing engineering controls, and ensuring the safe use, storage, and handling of equipment, materials, and substances. TRAINING AND COMMUNICATION Training: We will provide comprehensive health and safety training to all employees, contractors, and relevant stakeholders","Health and Safety Policy","https://templates.business-in-a-box.com/imgs/1000px/health-and-safety-policy-D13493.png","https://templates.business-in-a-box.com/imgs/250px/13493.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#13493.xml",{"title":171,"description":6},"health and safety policy",[173,174],{"label":17,"url":97},{"label":20,"url":99},"health safety policy","/template/health-and-safety-policy-D13493",false,{"seo":179,"reviewer":191,"quick_facts":195,"at_a_glance":197,"personas":201,"variants":226,"glossary":253,"sections":284,"how_to_fill":335,"common_mistakes":376,"faqs":393,"industries":421,"comparisons":438,"diy_vs_pro":453,"educational_modules":466,"related_template_ids_curated":469,"schema":481,"classification":483},{"meta_title":180,"meta_description":181,"primary_keyword":182,"secondary_keywords":183},"Workplace Violence Prevention Policy Template (Free Word)","Free workplace violence prevention policy template for businesses of all sizes. Trusted by companies in USA, Canada, UK, Australia, and 190+ countries. Free Word and PDF download.","workplace violence prevention policy template",[184,185,186,187,188,189,190],"workplace violence policy template","workplace violence prevention plan","workplace safety policy template","violence in the workplace policy","workplace violence prevention program","employee safety policy template","workplace threat assessment policy",{"name":192,"credential":193,"reviewed_date":194},"Bruno Goulet","CEO, Business in a Box","2026-05-02",{"difficulty":196,"legal_review_recommended":177,"signature_required":177},"medium",{"what_it_is":198,"when_you_need_it":199,"whats_inside":200},"A Workplace Violence Prevention Policy is a formal written policy that defines prohibited violent behaviors, establishes reporting and investigation procedures, and outlines the employer's response to threats and incidents. This free Word download gives you a structured, ready-to-edit template you can customize for your organization's size, industry, and risk profile, then export as PDF for distribution to staff.\n","Use it when onboarding new employees, updating your employee handbook, responding to a workplace incident, or meeting OSHA general duty clause obligations. Many industries — healthcare, retail, education, and financial services — face elevated violence risk that makes a written policy a practical necessity.\n","Purpose statement and scope, definitions of prohibited conduct, reporting and investigation procedures, threat assessment protocols, response and corrective action steps, employee training requirements, and confidentiality and non-retaliation protections.\n",[202,206,210,214,218,222],{"title":203,"use_case":204,"icon_asset_id":205},"HR managers","Formalizing a violence prevention program across all company locations","persona-hr-manager",{"title":207,"use_case":208,"icon_asset_id":209},"Small business owners","Establishing a written safety policy before the first workplace incident occurs","persona-small-business-owner",{"title":211,"use_case":212,"icon_asset_id":213},"Operations directors","Standardizing incident reporting and threat response procedures across departments","persona-operations-director",{"title":215,"use_case":216,"icon_asset_id":217},"Healthcare administrators","Meeting accreditation and OSHA compliance requirements for patient-care settings","persona-healthcare-admin",{"title":219,"use_case":220,"icon_asset_id":221},"School and campus administrators","Documenting a violence prevention framework for staff and student safety","persona-education-admin",{"title":223,"use_case":224,"icon_asset_id":225},"Compliance officers","Ensuring the organization meets state-mandated workplace violence prevention requirements","persona-compliance-officer",[227,231,234,238,241,245,249],{"situation":228,"recommended_template":229,"slug":230},"Healthcare facility with patient-facing staff at elevated risk","Healthcare Workplace Violence Prevention Policy","workplace-violence-prevention-policy-D742",{"situation":232,"recommended_template":233,"slug":230},"Retail or hospitality business with frequent public-facing interactions","Customer-Facing Workplace Violence Prevention Policy",{"situation":235,"recommended_template":236,"slug":237},"Remote or hybrid workforce with limited physical premises","Remote Workforce Safety Policy","remote-work-policy-D12540",{"situation":239,"recommended_template":240,"slug":230},"School, college, or university campus environment","Campus Violence Prevention Policy",{"situation":242,"recommended_template":243,"slug":244},"Construction or field operations with isolated worksites","Field Operations Safety Policy","general-safety-policy-D715",{"situation":246,"recommended_template":247,"slug":248},"Organization needing a full written emergency response program","Emergency Action Plan","emergency-response-plan-D13832",{"situation":250,"recommended_template":251,"slug":252},"Post-incident documentation and corrective action tracking","Incident Report Form","incident-report-D12621",[254,257,260,263,266,269,272,275,278,281],{"term":255,"definition":256},"Workplace Violence","Any act or threat of physical violence, harassment, intimidation, or other threatening disruptive behavior occurring at the worksite or in connection with work duties.",{"term":258,"definition":259},"Type I Violence","Violence committed by an external perpetrator — typically a robbery or criminal act — with no legitimate relationship to the workplace.",{"term":261,"definition":262},"Type II Violence","Violence directed at employees by customers, clients, patients, or members of the public they serve in the course of their work.",{"term":264,"definition":265},"Type III Violence","Violence between current or former co-workers, including supervisors and subordinates — the most common category in office and service environments.",{"term":267,"definition":268},"Type IV Violence","Violence in the workplace connected to a personal relationship, such as domestic violence that extends into the work setting.",{"term":270,"definition":271},"Threat Assessment Team","A cross-functional group — typically including HR, security, legal, and management — responsible for evaluating reported threats and determining the appropriate response level.",{"term":273,"definition":274},"Zero-Tolerance Policy","An organizational standard that treats any act of workplace violence or credible threat as a policy violation subject to disciplinary action up to and including termination, regardless of severity.",{"term":276,"definition":277},"Non-Retaliation Protection","A policy provision that prohibits adverse action against any employee who reports a threat, incident, or concern in good faith.",{"term":279,"definition":280},"OSHA General Duty Clause","Section 5(a)(1) of the US Occupational Safety and Health Act, which requires employers to provide a workplace free from recognized hazards likely to cause death or serious physical harm.",{"term":282,"definition":283},"Behavioral Threat Assessment","A structured process for evaluating whether an individual's observable behavior, statements, or actions indicate a credible risk of violence.",[285,290,295,300,305,310,315,320,325,330],{"name":286,"plain_english":287,"sample_language":288,"common_mistake":289},"Purpose and scope","States why the policy exists, which employees and locations it covers, and the organization's commitment to a safe work environment.","[COMPANY NAME] is committed to providing a safe, respectful workplace for all employees, contractors, and visitors. This policy applies to all personnel at all [COMPANY NAME] facilities and work-related activities, including off-site events and remote work conducted on behalf of the company.","Limiting scope to physical office locations only, which leaves remote workers, field staff, and off-site events unprotected and creates liability gaps.",{"name":291,"plain_english":292,"sample_language":293,"common_mistake":294},"Definitions of prohibited conduct","Lists specific behaviors the policy prohibits — physical assault, threats, intimidation, harassment, and possession of weapons — with enough detail to apply them consistently.","Prohibited conduct includes: (a) physical assault or attempted assault; (b) verbal or written threats; (c) intimidating or menacing behavior; (d) possession of unauthorized weapons on company premises; (e) harassment that creates a reasonable fear of harm.","Using only the phrase 'workplace violence' without defining its component behaviors. Vague definitions make consistent disciplinary action difficult and undermine enforcement.",{"name":296,"plain_english":297,"sample_language":298,"common_mistake":299},"Reporting procedures","Explains how and to whom employees should report a threat or incident, including emergency and non-emergency channels, and confirms that reports can be made confidentially.","Employees who experience or witness a threat or incident of violence must report it immediately to their direct supervisor, HR, or [DESIGNATED CONTACT] at [PHONE/EMAIL]. Reports may also be submitted anonymously via [REPORTING CHANNEL]. All reports will be taken seriously and investigated promptly.","Listing only a single reporting channel — typically a direct supervisor — which leaves employees with no option when the supervisor is the source of the threat.",{"name":301,"plain_english":302,"sample_language":303,"common_mistake":304},"Investigation process","Describes how the organization will respond after a report is filed — who investigates, the expected timeline, how affected parties are interviewed, and how findings are documented.","Upon receipt of a report, [HR MANAGER / DESIGNATED INVESTIGATOR] will initiate an investigation within [X] business days. The investigator will interview the reporting party, the subject of the complaint, and any witnesses, and will document findings in writing within [X] business days of the initial report.","Promising specific investigation timelines in the policy without confirming those timelines are operationally achievable — creating a breach the moment the first investigation runs late.",{"name":306,"plain_english":307,"sample_language":308,"common_mistake":309},"Threat assessment protocol","Outlines the Threat Assessment Team's composition, when it convenes, how it evaluates the credibility and severity of a threat, and what risk levels trigger which responses.","The [COMPANY NAME] Threat Assessment Team (TAT) consists of [HR DIRECTOR], [SECURITY MANAGER], [LEGAL COUNSEL], and [DEPARTMENT HEAD]. The TAT convenes within [X] hours of any credible threat report and assigns a risk level of Low, Moderate, or High based on [ASSESSMENT CRITERIA].","Forming a threat assessment team on paper without training its members or defining the risk-level criteria they are expected to apply, rendering the structure ineffective under pressure.",{"name":311,"plain_english":312,"sample_language":313,"common_mistake":314},"Response and corrective action","Specifies the range of employer responses — from counseling and security measures to suspension, termination, and law enforcement referral — based on the severity of the incident or threat.","Corrective action may include, but is not limited to: mandatory counseling or Employee Assistance Program (EAP) referral, reassignment, suspension, termination of employment, trespass notice, or referral to law enforcement. The response will be proportionate to the assessed risk level.","Committing to a single fixed consequence (e.g., 'immediate termination') for all policy violations, which eliminates the flexibility needed to respond proportionately and can expose the employer to wrongful termination claims.",{"name":316,"plain_english":317,"sample_language":318,"common_mistake":319},"Employee training requirements","Defines the frequency and content of training for all employees and supervisors — covering how to recognize warning signs, report incidents, and respond in an active threat situation.","All employees must complete workplace violence prevention training within [X] days of hire and annually thereafter. Supervisors must complete an additional [X]-hour module on behavioral warning signs and de-escalation techniques by [DATE] and upon assuming a supervisory role.","Describing training requirements in the policy without assigning ownership and a delivery schedule, so training never actually happens and the policy requirement exists only on paper.",{"name":321,"plain_english":322,"sample_language":323,"common_mistake":324},"Confidentiality and non-retaliation","Assures employees that reports made in good faith will be kept confidential to the extent possible and that retaliation against a reporting employee is itself a policy violation subject to discipline.","[COMPANY NAME] will treat all reports and investigations with appropriate confidentiality. No employee who reports a concern in good faith will face adverse employment action as a result. Retaliation against a reporting employee is a violation of this policy and will result in disciplinary action up to and including termination.","Promising absolute confidentiality, which is operationally impossible once an investigation begins. The correct standard is 'confidentiality to the extent reasonably possible' — a promise of absolute confidentiality exposes the organization to claims when investigation steps unavoidably reveal the reporter's identity.",{"name":326,"plain_english":327,"sample_language":328,"common_mistake":329},"Support and employee assistance","Directs affected employees to available support resources — Employee Assistance Program, counseling, security escorts, or leave options — following an incident or threatening situation.","Employees involved in or affected by a workplace violence incident may access the Employee Assistance Program (EAP) at [CONTACT]. [COMPANY NAME] will provide [SECURITY ESCORT / TEMPORARY SCHEDULE MODIFICATION / PAID LEAVE] as appropriate to support affected employees during and after an investigation.","Omitting support resources entirely, which leaves affected employees without guidance immediately after an incident and signals that the policy is procedural rather than employee-centered.",{"name":331,"plain_english":332,"sample_language":333,"common_mistake":334},"Policy review and accountability","States when the policy will be reviewed and updated, who is responsible for maintaining it, and how compliance will be monitored across the organization.","This policy will be reviewed annually by [HR DIRECTOR] and updated as needed to reflect changes in law, organizational structure, or workplace conditions. Policy compliance will be tracked through [AUDIT MECHANISM]. The most recent version is effective [DATE] and supersedes all prior versions.","Setting an annual review requirement without naming a specific owner. When no individual is accountable, reviews are skipped and the policy becomes outdated without anyone noticing.",[336,341,346,351,356,361,366,371],{"step":337,"title":338,"description":339,"tip":340},1,"Define your scope and risk profile","Identify all locations, work arrangements, and employee categories the policy covers. Note any elevated-risk factors — patient-facing roles, public-contact positions, late-night shifts, or isolated worksites — that require specific procedural callouts.","Include remote workers and off-site work activities explicitly. Courts and regulators interpret scope narrowly when it is ambiguous.",{"step":342,"title":343,"description":344,"tip":345},2,"Complete the definitions of prohibited conduct","Replace the placeholder conduct list with language calibrated to your industry. A healthcare facility should address patient-initiated violence; a retail business should address customer threats. Ensure definitions cover verbal, written, and digital threats.","Include a reference to domestic violence that enters the workplace — Type IV incidents are underaddressed in most template policies but account for a significant share of workplace homicides.",{"step":347,"title":348,"description":349,"tip":350},3,"Set up multiple reporting channels","Enter at least three reporting options: a named HR contact with phone and email, an anonymous reporting hotline or web form, and a direct 911 instruction for emergencies. Confirm each channel is operational before distributing the policy.","Test the anonymous reporting channel yourself before launch — broken links or unanswered hotlines undermine trust in the entire policy.",{"step":352,"title":353,"description":354,"tip":355},4,"Name the Threat Assessment Team and define risk levels","List the specific individuals (by title) who sit on the TAT. Define what Low, Moderate, and High risk mean in observable, behavioral terms so the team can apply them consistently without subjective judgment calls.","Avoid naming individuals by name rather than title — when roles change, the policy requires an update. Use titles and update the named roster in a separate internal document.",{"step":357,"title":358,"description":359,"tip":360},5,"Align corrective action with your disciplinary framework","Cross-reference the corrective action section against your existing progressive discipline policy to ensure the two are consistent. The violence policy should note that serious violations may bypass the normal progressive steps.","Include an EAP referral option even for policy violators — it demonstrates proportionate response and reduces claims that termination was the only option considered.",{"step":362,"title":363,"description":364,"tip":365},6,"Assign training owners and set delivery dates","Enter the name or role responsible for delivering each training module, the format (in-person, e-learning, video), and the completion deadline. Add training completion to your new-hire onboarding checklist.","Record completion in your HRIS. In an OSHA inspection or litigation, training records are the primary evidence that your prevention program was actually implemented.",{"step":367,"title":368,"description":369,"tip":370},7,"Have employees acknowledge receipt","Attach a one-page acknowledgment form to the policy and collect a signed copy from every employee. Store signed acknowledgments in each employee's personnel file.","A digital acknowledgment through your HRIS is legally equivalent to a paper signature in most jurisdictions and is easier to retrieve during an audit or litigation.",{"step":372,"title":373,"description":374,"tip":375},8,"Schedule the first annual review before distributing the policy","Set a calendar reminder for the policy review date — 12 months from the effective date — and assign it to a named HR owner. Note any state law changes you expect to monitor (California, New York, and New Jersey have specific workplace violence prevention statutes).","California SB 553, effective July 2024, requires most employers to have a written Workplace Violence Prevention Plan with specific mandatory elements — review compliance before finalizing.",[377,381,385,389],{"mistake":378,"why_it_matters":379,"fix":380},"Scope limited to physical premises only","Remote workers, field staff, and employees at off-site events are left unprotected, creating both safety gaps and potential OSHA liability when an incident occurs outside the office.","Explicitly extend policy scope to all work-related activities — remote work, off-site meetings, company events, and travel conducted on behalf of the organization.",{"mistake":382,"why_it_matters":383,"fix":384},"Promising absolute confidentiality to reporters","Investigation steps — interviewing the subject of a complaint, notifying security, or adjusting work assignments — inevitably reveal some information about who filed the report, making an absolute promise impossible to keep.","Use the phrase 'confidentiality to the extent reasonably possible consistent with a thorough investigation' and explain this standard to employees during training.",{"mistake":386,"why_it_matters":387,"fix":388},"No named owner for policy review","Policies without a named accountable owner are routinely skipped at review time, leaving organizations operating under outdated procedures and out of compliance with new state requirements.","Assign the annual review to a specific HR title (not an individual's name), add it to that role's annual calendar, and confirm ownership transfers when the role changes hands.",{"mistake":390,"why_it_matters":391,"fix":392},"Single-consequence discipline language","Committing to automatic termination for all violations removes the flexibility needed to respond proportionately and can expose employers to wrongful termination claims when the facts call for a lesser response.","Replace fixed-consequence language with a range — 'up to and including termination' — and tie the response level to the TAT's assessed risk classification.",[394,397,400,403,406,409,412,415,418],{"question":395,"answer":396},"What is a workplace violence prevention policy?","A workplace violence prevention policy is a formal organizational document that defines what constitutes workplace violence, prohibits specific behaviors, establishes how employees should report threats or incidents, and outlines the employer's investigation and response process. It applies to all employees and typically covers four types of violence: criminal, customer/client-initiated, co-worker-initiated, and domestic violence that enters the workplace.\n",{"question":398,"answer":399},"Is a workplace violence prevention policy legally required?","At the federal level in the US, OSHA does not have a specific workplace violence standard, but the General Duty Clause requires employers to address recognized hazards — and OSHA has cited employers under this clause for failing to address violence risk. Several states go further: California's SB 553 (effective July 2024) mandates a written Workplace Violence Prevention Plan for most employers. New York and New Jersey have similar requirements for healthcare employers. Check your state's current requirements before adopting a policy.\n",{"question":401,"answer":402},"Who should be covered by the policy?","The policy should cover all employees regardless of classification — full-time, part-time, temporary, and contract staff — as well as vendors, visitors, and volunteers on company premises. It should also extend to remote workers and employees performing work-related activities off-site, including client visits, company events, and business travel.\n",{"question":404,"answer":405},"What is a Threat Assessment Team and does every company need one?","A Threat Assessment Team (TAT) is a cross-functional group responsible for evaluating reported threats, assigning risk levels, and coordinating the organizational response. Organizations with 50 or more employees benefit significantly from a standing TAT. Smaller organizations can designate two to three individuals — typically an HR lead, a manager, and a safety officer — to fulfill the same function on a case-by-case basis without forming a permanent committee.\n",{"question":407,"answer":408},"How does this policy differ from a harassment policy?","A harassment policy addresses discriminatory conduct, hostile work environment, and inappropriate behavior based on protected characteristics. A workplace violence prevention policy addresses physical threats, intimidation, assault, and other conduct that creates a risk of physical harm — regardless of whether the conduct is discrimination-based. The two policies complement each other but address distinct legal frameworks and should not be merged into a single document.\n",{"question":410,"answer":411},"What training is required under a workplace violence prevention policy?","At minimum, all employees should receive training on recognizing warning signs of escalating behavior, how to report a concern, and what to do during an active threat. Supervisors require additional training on de-escalation techniques and their specific reporting and investigation obligations. California SB 553 requires annual training with specific content elements for covered employers. Training records should be maintained in each employee's HR file.\n",{"question":413,"answer":414},"Can an employee be disciplined for reporting a false threat?","An employee who files a report in good faith — meaning they genuinely believed there was cause for concern — should not face adverse action even if the investigation concludes no credible threat existed. The non-retaliation provision covers good-faith reports, not malicious or knowingly false ones. If an employee fabricates a threat to harm a colleague, that conduct is itself a policy violation subject to discipline.\n",{"question":416,"answer":417},"How often should the policy be reviewed and updated?","Annual review is the standard practice, aligned to the end of your fiscal or calendar year. Trigger an immediate out-of-cycle review after any serious workplace incident, after a significant change in the organization (merger, major layoff, new high-risk service line), or when a new state law affecting your jurisdiction takes effect. Outdated policies can be used against employers in litigation to show that safety practices were inadequate.\n",{"question":419,"answer":420},"Should employees sign an acknowledgment of this policy?","Yes. A signed acknowledgment confirms the employee received, read, and understood the policy. It is one of the first documents requested in OSHA inspections and employment litigation involving a workplace incident. Collect acknowledgments at hire, after any material policy update, and annually during performance review cycles. Digital signatures through an HRIS are sufficient and easier to retrieve than paper records.\n",[422,426,430,434],{"industry":423,"icon_asset_id":424,"specifics":425},"Healthcare","industry-healthtech","Patient-initiated violence (Type II) is the leading category; policies must address restraint protocols, security staffing ratios, and staff debriefing procedures after violent patient encounters.",{"industry":427,"icon_asset_id":428,"specifics":429},"Retail and Hospitality","industry-retail","High-volume public contact creates elevated robbery and customer aggression risk; policies should address cash-handling security, lone-worker protocols, and after-hours closing procedures.",{"industry":431,"icon_asset_id":432,"specifics":433},"Education","industry-education","Campus policies must coordinate with local law enforcement, address student threat assessment alongside employee conduct, and align with state-specific school safety mandates.",{"industry":435,"icon_asset_id":436,"specifics":437},"Financial Services","industry-fintech","Branch robbery prevention, access control for secure areas, and domestic violence awareness training are the most operationally relevant elements for banks and credit unions.",[439,443,447,450],{"vs":440,"vs_template_id":441,"summary":442},"Employee Code of Conduct","code-of-conduct-D13395","A code of conduct covers the full range of professional behavior expectations — ethics, conflicts of interest, dress, and communication standards. A workplace violence prevention policy focuses specifically on physical threats, intimidation, and safety response. The code of conduct may reference the violence policy, but the two should remain separate documents because they trigger different investigation and response procedures.",{"vs":444,"vs_template_id":445,"summary":446},"Anti-Harassment Policy","anti-harassment-policy-D13388","An anti-harassment policy addresses discriminatory conduct and hostile work environment based on protected characteristics — sex, race, religion, disability, and similar grounds. A workplace violence prevention policy addresses conduct that creates risk of physical harm, regardless of whether discrimination is a factor. Both policies are necessary; using one in place of the other leaves significant legal and safety gaps.",{"vs":247,"vs_template_id":448,"summary":449},"emergency-action-plan-D14060","An emergency action plan covers the full spectrum of workplace emergencies — fire, natural disaster, chemical spill, and active threat. A workplace violence prevention policy focuses on prevention, reporting, and investigation of violence-related threats and incidents. The emergency action plan should reference the violence policy for active-threat scenarios, but operates as a separate operational document with its own OSHA compliance requirements.",{"vs":121,"vs_template_id":451,"summary":452},"disciplinary-action-policy-D13394","A disciplinary action policy defines the progressive steps — verbal warning, written warning, suspension, termination — applied to performance and conduct violations generally. A workplace violence prevention policy specifies that serious threats and violent acts may bypass progressive steps and result in immediate termination or law enforcement referral. Cross-reference the two policies to ensure consistency, but keep them separate for clarity.",{"use_template":454,"template_plus_review":458,"custom_drafted":462},{"best_for":455,"cost":456,"time":457},"Small to mid-size employers in standard industries without elevated violence risk or state-specific mandates","Free","2–4 hours to customize and distribute",{"best_for":459,"cost":460,"time":461},"Healthcare employers, organizations in California, New York, or New Jersey, or businesses that have experienced a recent incident","$300–$800 for an HR consultant or employment attorney review","3–5 business days",{"best_for":463,"cost":464,"time":465},"Large employers, high-risk industries (corrections, emergency services, psychiatric care), or organizations subject to union agreements and collective bargaining","$1,500–$5,000+","2–4 weeks",[467,468],"osha-general-duty-clause-explained","threat-assessment-team-setup-guide",[470,471,472,473,252,474,475,476,477,478,479,480],"anti-harassment-policy-D12624","code-of-conduct-D13318","disciplinary-action-policy-D13486","employee-handbook-D712","health-and-safety-policy-D13493","employee-dismissal-letter-D508","non-disclosure-agreement-nda-D12692","remote-work-agreement-D13282","warning-notice-D622","how-to-create-a-performance-improvement-plan-D12564","return-to-work-form-D13036",{"emit_how_to":482,"emit_defined_term":482},true,{"primary_folder":97,"secondary_folder":484,"document_type":485,"industry":486,"business_stage":487,"tags":488,"confidence":493},"workplace-policies","policy","general","all-stages",[485,489,490,491,492],"hr","compliance","workplace-safety","violence-prevention",0.95,"\u003Ch2>What is a Workplace Violence Prevention Policy?\u003C/h2>\n\u003Cp>A \u003Cstrong>Workplace Violence Prevention Policy\u003C/strong> is a formal organizational document that defines prohibited violent and threatening behaviors, establishes how employees should report incidents and concerns, and outlines the employer's procedures for investigating threats and taking corrective action. It covers all four recognized categories of workplace violence — criminal acts by external parties, violence from customers or patients, co-worker-initiated threats, and domestic violence that enters the work setting — and applies to every employee, contractor, and visitor on company premises or engaged in work-related activities. The policy functions as both a preventive tool and an operational framework, giving managers and HR professionals a documented, consistent process to follow when a situation escalates.\u003C/p>\n\u003Ch2>Why You Need This Document\u003C/h2>\n\u003Cp>Without a written workplace violence prevention policy, organizations face three converging risks simultaneously. First, OSHA's General Duty Clause requires employers to address recognized hazards — and courts have found that a failure to implement a written violence prevention program constitutes a recognized hazard in industries with documented risk. Second, without defined reporting channels and a named investigation process, employees who witness or experience threatening behavior have no clear path forward, and incidents escalate or go unreported entirely. Third, when termination or disciplinary action follows a violent or threatening incident, the absence of a prior written policy makes wrongful termination claims significantly harder to defend. This template gives you a structured, customizable starting point that addresses scope, definitions, reporting, threat assessment, response, training, and non-retaliation in a single document — reducing both safety risk and legal exposure from the day it is distributed to staff.\u003C/p>\n",1781186032424]