HR Policies
compliance
Workplace Violence Prevention Policy
OSHA + state-aligned zero-tolerance workplace violence prevention. Threat assessment, reporting, emergency response.
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What's inside this template
Zero Tolerance
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[Company] has zero tolerance for any act or threat of violence in the workplace. This applies to all employees, contractors, customers, vendors, and visitors. Violations may result in immediate termination and referral to law enforcement.
Prohibited Conduct
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Prohibited conduct includes: physical assault, threats (direct or implied), intimidation, stalking, brandishing weapons, and any act causing reasonable fear of harm. Verbal threats of violence are taken as seriously as physical acts.
Weapons
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Weapons of any kind are prohibited on company premises and in company vehicles, except for sworn law enforcement officers acting in their official capacity. This applies regardless of state concealed-carry permits, except as required by state law.
Reporting
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Any employee who experiences, witnesses, or has reason to believe a threat of violence exists must report it immediately. Multiple channels are available: supervisor, HR, security, or the 24/7 ethics hotline. In an immediate threat situation, call 911 first.
Threat Assessment
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All reports are evaluated by a threat assessment team consisting of HR, Security, and (where appropriate) Legal. The team determines the level of threat and appropriate response, which may include law enforcement notification, restraining orders, and workplace safety measures.
Domestic Violence at Work
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[Company] supports employees affected by domestic violence. Affected employees may request workplace safety accommodations (access changes, schedule adjustments, leave) without fear of retaliation. The company may also pursue protective orders as appropriate.
Training
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Employees receive workplace violence prevention training upon hire and annually thereafter. Training covers warning signs, de-escalation, reporting procedures, and active shooter response (Run-Hide-Fight). California employers also comply with SB 553 specific requirements.
Common use cases
CA SB 553 compliance
OSHA general duty
Active shooter preparedness
Frequently asked questions
What if I witnessed something but I'm not sure if it was serious?
Report it. The threat assessment team is trained to evaluate; you don't need to make that call yourself. Better to over-report than under-report.
Are there protections if my abuser is harassing me at work?
Yes — many states require employers to accommodate employees affected by domestic violence (CA Labor Code §230, NY Penal Law §240.46). Schedule changes, transfers, and leave are available. HR will help you obtain a workplace restraining order if needed.
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