The following highlights prohibited conduct, workplace violence responses,
and the responsibilities of employees, managers and the HR department. It was
written for a bank.
The Bank strives to maintain a productive work environment free of violence
and the threat of violence. We are committed to the safety of our employees,
vendors, customers and visitors. To ensure a safe workplace, and to reduce the
risk of violence, all employees should review and understand all provisions of
this Workplace Violence Prevention and Response Policy.
Our Violence Prevention Policy
The Bank does not tolerate any type of workplace violence committed by or
against employees. Any threats or acts of violence against an employee, vendor
customer, visitor or property will not be tolerated. Any employee determined to
have committed such acts will be subject to disciplinary action, up to and
including termination from the Bank. Where appropriate, the Bank will report
violent incidents to local law enforcement authorities.
A violent act/threat of violence is defined as any direct or indirect action
or behavior that could be interpreted, in light of known facts, circumstances
and information, by a reasonable person, as indicating the potential to harm,
endanger or inflict pain or injury on any person or property.
This list of behaviors, while not inclusive, provides examples of prohibited
conduct:
-
physical assault, threat to assault or stalking an employee or customer;
- possessing or threatening with a weapon;
- intentionally damaging property of the Bank or personal property of
another;
- aggressive or hostile behavior that creates a reasonable fear of injury to
another person;
- harassing or intimidating statements, phone calls, voice mails, or e-mail
messages, or those which are unwanted or deemed offensive by the receiver;
- racial or cultural epithets or other derogatory remarks associated with
hate crime threats.
Any questions about what constitutes violent behavior should be directed to
your Employee Relations Specialist.
Our Weapons Policy
The possession, transfer, sale or use of weapons or dangerous
instruments as defined below (even if licensed to carry a weapon) or any paraphernalia
associated with such a weapon, is prohibited on Bank-owned or leased premises.
This includes, but is not limited to, parking lots, personal cars,
Bank-sponsored events, and Bank-owned cars.
Possession of weapons is prohibited at any time while conducting Bank
business, except as may be required as a condition of employment. Violation of
this policy may result in disciplinary action up to and including termination.
Where appropriate, the Bank will report the transfer, sale, or use of weapons or
dangerous instruments to the local law enforcement authorities.
A weapon is defined as any:
- firearm (including a BB gun, whether loaded or unloaded);
- knife, (including a switchblade or other knife having an automatic spring
release device);
- stiletto (excluding a small pen or pocket knife);
- police baton or nightstick;
- any other martial arts weapons; or
- electronic defense weapons.
A dangerous instrument is defined as any instrument, article or substance
that, under the immediate circumstances, is capable of causing death or physical
injury.
Any employee that has a question as to whether an instrument, article or
substance is considered a weapon or dangerous instrument in violation of this
policy should ask for clarification from their supervisor, manager or Employee
Relations Specialist prior to bringing the instrument, article or substance on
Bank-owned or leased premises.
Exceptions to the weapons policy must be approved beforehand by senior
management. Any weapon or dangerous instrument on Bank-owned or leased premises
may be confiscated. There is no reasonable exception of privacy with respect to
such items in the workplace. Employees’ desks, workstations, offices and files
may be subject to security searches.
Workplace Violence Response Procedure
Emergencies -- A situation is considered an emergency if:
- An injury has occurred; or
- There is an immediate threat of physical harm or injury.
In an emergency, consider your personal safety first. If possible, follow the
steps below:
Step 1 -- Call 911, if appropriate.
Step 2 -- Call the Workplace Violence Hotline at __________.
Step 3 -- Notify your supervisor or manager.
Non-emergencies -- A situation is considered a non-emergency if:
- No injury has occurred;
- There is no immediate danger; but
- The words or gestures of one person have induced fear of physical harm in
another person.
Procedure -- In the event of a non-emergency:
- Notify the Workplace Violence Hotline, or
- Place a confidential (and, if you wish, anonymous) call to the Workplace
Violence at _______________.
Your Responsibilities
- Refrain from threats or acts of violence against employees, customers,
vendors or property.
- Call 911 and request assistance if the situation is perceived as
dangerous.
- If an emergency, immediately call the Workplace Violence Response Hotline
at ______________ to report the incident and notify your manager or supervisor.
- In the event of a non-emergency:
Notify the Workplace Violence Hotline at _______________, or
Place a confidential call to the Workplace Violence Prevention Voicemail
Box at _____________ to report any knowledge of a real or potential violation of
this policy as well as any suspicious or unusual behaviors of employees, vendors
or customers.
Manager’s Responsibilities
- Enforce this policy fairly and uniformly.
- Call 911 and request assistance if the situation is perceived as
dangerous.
- Attempt to identify and diffuse all conflicts as soon as possible without
endangering your safety or the safety of others.
- In the event of an emergency, immediately call the Workplace Violence
Response Hotline at _________________ to report the incident and notify your
manager.
- In the event of a non-emergency:
Notify the Workplace Violence Hotline at _________________, or
Place a confidential call to the Workplace Violence Prevention Voicemail
Box at _________________ to report any knowledge of a real or potential
violation of this policy as well as any suspicious or unusual behaviors of
employees, vendors or customers.
- Cooperate with Employee Relations and Security in any investigation
conducted.
- Do not attempt to challenge or disarm an armed and dangerous person.
HR Responsibilities
- Follow the Bank’s crisis management process. This includes coordinating
with the appropriate personnel/departments such as Security, Real Estate
Services and Corporate Communications.
- Take steps to ensure there is no reprisal towards employees who report
violent acts.
- Maintain confidentiality where appropriate.
- Investigate all direct or indirect threats to determine all information
relative to the incident.
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