Can you create a violence and harassment policy

To comply with safety regulations, a workplace violence and harassment prevention policy should include several key components. These components ensure a safe and respectful working environment for all employees.

• Hazard Elimination and Control: Implement measures to eliminate or control hazards of violence and harassment.
• Applicable Requirements: Adhere to all applicable safety requirements.
• Worker Information: Inform workers about the nature and extent of violence and harassment hazards, including specific or general threats.
• Reporting Procedures: Establish clear procedures for reporting incidents of violence or harassment.
• Investigation Procedures: Create procedures for investigating complaints and incidents.
• Confidentiality: Protect the confidentiality of all parties involved, disclosing information only when necessary for investigation, corrective action, or legal requirements.

[1] When developing and implementing the plan, consult with the joint health and safety committee, health and safety representative, or affected workers. [1]

Additionally, the policy should define workplace violence and harassment, including verbal, physical, visual, and environmental elements, and address issues like bullying and domestic violence that may extend into the workplace. [2]

The policy must be written, posted in a conspicuous location, and applied to all workers, including subcontractors and temporary staff. Consequences for violations should be clearly stated. [2]

Training should be provided to workers on recognizing violence and harassment, understanding the prevention plan, responding appropriately, and reporting procedures. [3]

The plan should be reviewed at least every three years, or when incidents, work changes, or committee/representative requests indicate a need. [3]

When an employer is aware that a worker is or is likely to be exposed to domestic violence at a work site, the employer must take reasonable precautions to protect the worker and any other persons at the work site likely to be affected. [3]

Key actions include defining violence and harassment, conducting risk assessments, implementing preventative measures, establishing reporting and resolution processes, ensuring confidentiality, and providing support resources. [4]

A comprehensive policy should also address domestic violence, including measures to protect workers and others at the worksite if the employer is aware of potential exposure. [5]

To support a comprehensive workplace response to domestic violence, consider engaging with local domestic violence programs, developing a training program, and screening potential employees for violent behaviors. [6]

Ensure the policy includes definitions of key terms such as abuser/perpetrator, domestic violence, sexual assault, stalking, and workplace, and outlines the roles of responders and workplace safety plans. [7]

The company should offer support and referrals for assistance to victims who disclose concerns or request help. Co-workers should be sensitive to the personal nature of the victim's situation, refer the person to both internal and external resources, and send the messages: You are not alone; You are not to blame; There is help available; and I am concerned about your safety. [8]

Employees who engage in behaviors on-duty that constitute domestic violence, sexual assault or stalking will be subject to discipline, up to and including termination. In some cases, where there is a connection between off-duty conduct of this nature and one's employment with the company, that off-duty conduct may lead to discipline, up to and including termination. [9]

Any retaliatory action resulting from an employee making a complaint or observation of domestic violence, sexual assault or stalking, or otherwise asserting rights or responsibilities under this policy or relevant laws is a serious violation of this policy and may be cause for disciplinary action up to an including termination. [10]

Employers should conduct personnel investigations into allegations of abusive, threatening, harassing, and/or violent conduct on the part of an employee to determine if there is a threat or potential threat to workplace safety. The investigation should be timely, targeted, and confidential. [11]

Engage the local or statewide domestic violence prevention program as a partner in development, training, and ongoing consultation regarding domestic violence in the workplace and Develop a domestic violence workplace policy and corresponding standard operating procedures to support the policy. [12]

Employers should not interfere with the service of protective orders by protecting the employee, warning the employee, or not allowing the server access to the employee. [13]

Provide your response team with a comprehensive domestic violence response training developed and delivered in collaboration with your local domestic abuse program. [14]