Workplace Violence
The purpose of this policy is to communicate to all employees including Managers, Supervisors and executives that the Company will not tolerate workplace violence towards other employees or clients and client families. Employees found in violation of this policy will be disciplined up to and including termination.
Workplace violence can be intentional or unintentional. However, similar to unlawful harassment, it is the effect of the behavior upon the individual which is what is important. Some examples of workplace violence may include:
● Verbal threats of violence: threatening physical harm; maliciously maligning a person or his/her family; malicious and persistent name calling with the intent to cause.
● Physical violence: pushing, shoving, kicking, poking, tripping, assault or threat of physical assault, damage to a person’s work area or property.
● Gesturing threats of violence: non-verbal threatening gestures of physical violence.
Employees who feel they are the victim of workplace violence or who witness other employees or other individuals in the workplace being violent or threatening should immediately remove themselves from the situation if possible and report this behavior immediately to their direct Supervisor or any Manager. The Company wants to know about incidents or threats of workplace violence as soon as you are aware of them so that appropriate safety responses can be taken. The Company prohibits retaliation against any employee who reports or participates in good faith in an investigation involving reports of workplace violence. If you believe you are being retaliated against for reporting or participating in a workplace violence investigation, you should report this violation of Company policy to any one of the following management members: your Supervisor; any Manager; or the Owner. Supervisors and Managers must report violations of this policy immediately to the Owner. Nothing in this policy is designed to interfere with, restrain or prevent employee communications regarding wages, hours or other terms and conditions of employment or other conduct protected under the National Labor Relations Act.