To develop a comprehensive workplace violence and harassment prevention policy, employers should consider the following key components:

• Hazard Elimination and Control: Implement measures to eliminate or control hazards of violence and harassment.
• Applicable Requirements: Adhere to all relevant safety regulations and requirements.
• Information and Awareness: Establish procedures to inform workers about the nature and extent of violence and harassment hazards, including specific or general threats.
• Reporting Procedures: Create clear procedures for reporting incidents of violence or harassment.
• Investigation Procedures: Develop procedures for investigating complaints and incidents, ensuring a fair and thorough process.
• Confidentiality: Implement provisions to protect the confidentiality of all parties involved, with necessary exceptions for investigation, corrective action, informing parties, or legal requirements.
• Consultation: Consult with the joint health and safety committee, health and safety representative, or affected workers during the development and implementation of the plan.
• Training: Ensure workers are trained in recognizing violence and harassment, understanding the prevention plan, responding appropriately, and following reporting and investigation procedures.
• Domestic Violence Awareness: When aware of domestic violence risks, take reasonable precautions to protect the worker and other affected individuals at the work site.
• Regular Review: Review the prevention plan regularly, especially after incidents, changes in the workplace, or as requested by the health and safety committee or representative, and at least every 3 years.

[1] [1] [2] [2] [2] Additionally, a comprehensive policy should:

• Define violence and harassment, including bullying.
• Conduct a workplace-specific hazard and risk assessment for harassment and violence.
• Develop preventative measures.
• Establish a reporting and resolution process with confidentiality and privacy.
• List available internal and external support resources.
• Maintain record keeping.
• Incorporate continual review and improvement processes.
• Include requirements for domestic violence situations or late-night work environments.

[3] For domestic violence specifically, consider these employer best practices:

• Engage with domestic violence programs for consultation and training.
• Develop a specific domestic violence policy with standard operating procedures.
• Screen potential employees for violent behaviors.
• Evaluate criminal background check information consistently.
• Orient new employees to a respectful workplace culture.
• Screen for violent conduct during job changes.
• Investigate allegations of abusive conduct.
• Comply with civil orders of protection.
• Develop a safe separation protocol for terminated workers.

[4] [4] [4] [4] [4] [4] [4] [4] [4] A workplace violence policy should clearly state that any form of harassment, physical violence, or threat of physical violence is strictly prohibited and must be reported immediately. [5]