Texas Workplace Violence Prevention Addendum (HB 915)

Texas HB 915 (effective 9/1/2023) — addendum for healthcare facilities establishing a workplace-violence prevention plan and incident reporting.

Purpose

• This addendum establishes Texas-specific requirements for workplace violence prevention in healthcare facilities, including how employees report incidents, how reports are reviewed, and how the organization responds in a good-faith, documented manner. It is intended to supplement the employer's broader safety, conduct, and reporting policies. This addendum is designed to support compliance with **Texas HB 915** and related workplace safety obligations. It does not replace any obligations under OSHA's General Duty Clause, EEOC anti-discrimination rules, FLSA wage and hour rules, or NLRA Section 7 rights.

Scope

• This policy applies to all employees, contractors, volunteers, and temporary workers assigned to or working in Texas healthcare facilities operated by the employer. **Texas healthcare facilities:** This addendum applies to patient-facing and non-patient-facing work areas where workplace violence risks may arise, including reception areas, treatment areas, parking areas, and off-site work performed on behalf of the facility. This addendum applies in addition to any facility-specific emergency response, security, and incident escalation procedures.

Definitions

• For purposes of this addendum: - **Workplace violence** means any act, threat, attempt, or suspicious behavior that creates a reasonable concern for employee safety. - **Incident report** means the written or electronic record used to document a workplace violence event, threat, or suspicious activity. - **Good-faith report** means a report made honestly and based on the employee's observed facts or reasonable concern. - **Policy holder** means the employer representative responsible for maintaining the addendum and ensuring implementation. - **Interactive process** means the collaborative process used when a safety concern overlaps with an employee accommodation request or medical restriction.

Policy Statement

• The employer maintains a zero-tolerance approach to workplace violence and prohibits threats, intimidation, physical assault, stalking, harassment, and possession or use of weapons on company property, except where otherwise required by law. Employees must promptly report workplace violence incidents, suspicious activity, threats, or unsafe conditions using the reporting channels described below. Reports will be handled promptly, documented, and escalated as needed to management, HR, security, and law enforcement. The employer will not retaliate against any employee who makes a good-faith report, participates in an investigation, requests a reasonable accommodation, or raises a safety concern protected by law.

Procedure

• 1. **Immediate danger:** If there is an immediate threat, employees must contact emergency services, security, or onsite leadership first. 2. **Reporting:** Employees must report incidents as soon as practicable to a supervisor, HR, security, or the designated reporting hotline/email. 3. **Documentation:** The receiving manager or HR representative must document the report, preserve relevant evidence, and record the date, time, location, persons involved, witnesses, and actions taken. 4. **Assessment:** The employer will assess the report, determine whether interim protective measures are needed, and decide whether law enforcement or other external reporting is appropriate. 5. **Follow-up:** The policy holder or designee will communicate the outcome to the extent appropriate, maintain confidentiality, and track corrective actions to closure. 6. **Escalation:** Repeated incidents, credible threats, or serious injuries must be escalated immediately to senior leadership and security. **Texas employees:** Any required workplace violence notice or reporting information will be posted or distributed in accordance with Texas law and facility practice.

Roles & Responsibilities

• **Employees** must report incidents promptly, cooperate in investigations, and follow safety instructions. **Supervisors and managers** must receive reports, ensure immediate safety measures, preserve evidence, and escalate serious concerns. **HR** must maintain incident records, coordinate investigations, support anti-retaliation enforcement, and ensure required notices and acknowledgements are tracked. **Security / safety personnel** must respond to threats, assist with de-escalation, and coordinate with law enforcement when necessary. **Policy holder** must review trends, approve corrective actions, and ensure the addendum is updated at least annually or sooner if legal requirements change.

Compliance / Discipline

• Failure to report a known workplace violence incident, falsification of an incident report, retaliation against a reporting employee, or violation of safety directives may result in corrective action up to and including termination, subject to applicable law and any collective bargaining agreement. Discipline will be applied in a documented, good-faith manner and will not interfere with rights protected by the NLRA, FMLA, ADA, EEOC laws, or other applicable employment laws. Employees may raise concerns about discipline, safety, or retaliation through the normal HR escalation process without fear of reprisal.

Review & Revision

• This addendum will be reviewed at least annually and whenever there is a material change in Texas law, facility operations, incident trends, or security risks. The policy holder is responsible for maintaining the current version, documenting revisions, and ensuring that employees receive updated notice when required. Where this addendum conflicts with a more protective legal requirement, the employer will follow the applicable law.