Workplace Violence Policy

Our Company strictly prohibits workplace violence. Consistent with this policy and others supported by the Company, any act of intimidation, harassment, harm, violence, aggression, coercion or any other physical or psychological acts will be addressed as a disciplinary action up to and including termination.

Creating a hostile or stressful environment by abusing or intimidating co-workers or subordinates will be dealt with swiftly. All threats or acts of violence should be reported immediately to the human resource manager. Examples would further include:

• Hitting and shoving or caging in another person
• Making threats against a person, their family, friends, property, etc.
• Making phone calls inside or outside of the work environment
• Harassing by stalking or surveillance
• Carrying, pointing or using firearms and weapons against another

Note: Under the federal OSHA General Duty Clause, employers are obligated to maintain a workplace free of recognized hazards likely to cause serious harm, which OSHA has applied to workplace violence risks even though there is no comprehensive federal workplace-violence standard. Employers with operations in California must comply with SB 553, effective July 1, 2024, which requires most employers (with limited exceptions) to establish and maintain a written Workplace Violence Prevention Plan identifying responsible personnel, hazard identification and correction procedures, and employee training; maintain a Violent Incident Log; and review the plan at least annually or after an incident. Other states may have similar requirements. This section should be paired with a written prevention plan, training program, and incident log where required by applicable law.