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Violence in the Workplace

This provides guidelines for responding to violence or threats of violence in the workplace and applies to all Dow Aero Logistics ("Company") employees, and to all individuals who, while not Company employees, perform work at the Company for its benefit.

Definitions

  • Acts of violence include any physical action, whether intentional or reckless, that harms or threatens the safety of another individual in the workplace.
  • A threat of violence includes any behavior that by its very nature could be interpreted by a reasonable person as an intent to cause physical harm to another individual.

Policy

The Company strives to provide employees a safe environment in which to work; therefore, the Company will not tolerate violence or threats of violence in the workplace. All weapons, except for pocket knifes are banned from Company premises unless permission is granted by the Company's President/CEO, Ronda Hudson-Dowding.

Employees who violate this policy or intentionally bring false claims shall be subject to disciplinary action, up to and including termination.

Non-employee violations of this policy will be handled in accordance with applicable laws.

Responsibilities

In general:

  • Any person experiencing or observing imminent violence should call 911 immediately.
  • Any employee who believes a crime has been committed against themselves has the right to report it to a proper law enforcement agency.

Environmental Health and Safety (EH&S)

The head of EH&S is responsible for:

  • In the event of an act or threat of violence, determining the investigation process and conducting an internal investigation of the situation(s). Work with management, legal counsel, and police to determine the appropriate action to be taken as needed.

EH&S is responsible for:

  • Gathering and maintaining Company-wide information on workplace acts or threats of violence.

Human Resources (HR)

The head of Human Resources is responsible for:

  • Referring counseling services to any employee desiring assistance with situations relating to anger or threats or violence in the workplace and to individuals who are victims, observers, or otherwise adversely affected by a violent incident or threat.

Managers

Manager responsibilities are:

  • To promptly inform the employee's supervisor, EH&S, HR, and/or law enforcement about any acts or threats of violence.
    • Even if the situation has been addressed.

Supervisors

The immediate supervisor's responsibilities are:

  • To respond promptly to issues related to workplace safety or violence.
  • In the event of a potential or actual incident, contact the appropriate personnel including EH&S, HR, and/or law enforcement.

Employees

Each employee:

  • Should report any acts or threats of violence to a supervisor, the nearest member of management, EH&S, HR, and/or law enforcement.
    • Reports will be promptly and thoroughly investigated.
  • Should notify Human Resources of any restraining orders against an individual(s); including individuals at the workplace.

    Types of Violence

    Threats of violence

    1. Any individual who experiences or observes a threat of violence should immediately report the incident to his/her supervisor, the nearest member of management, EH&S, HR, and/or law enforcement.
    2. The supervisor or other person notified is to contact EH&S, HR, and/or the police (if necessary) as soon as possible.
    3. Local management should attempt to ensure the safety of other employees.
    4. Human Resources, along with the supervisor, shall conduct an investigation of the alleged threat, including interviewing any witnesses.
    5. Based on the finding of the investigation, appropriate action, disciplinary or otherwise, is taken.

    Acts of violence not involving injuries or weapons

    1. The employee should report the incident immediately to his/her supervisor, the nearest member of management, EH&S, HR, and/or law enforcement.
    2. The supervisor or other person notified is to contact EH&S, HR, and/or the police (if necessary) as soon as possible.
    3. Human Resources or its designee may coordinate referral counseling services as appropriate.
    4. Separate from any criminal investigation conducted by police, Human Resources or its designee shall lead in conducting an independent Company investigation of the incident. In conjunction with the supervisor or management, appropriate action shall be taken, disciplinary or otherwise.

    Acts of violence involving injuries or weapons

    1. Any person observing an incident should call 911 first, then contact local management.
    2. Local management should attempt to ensure the safety of other employees.
    3. Management or employees should not intervene unless, in their best judgment:
      • The situation is too critical to wait for law enforcement officials.
      • The believe of intervention would be successful.
    4. Human Resources or its designee may coordinate referral counseling services as appropriate.
    5. Separate from any criminal investigation conducted by police, Human Resources or its designee shall lead in conducting an independent Company investigation of the incident. In conjunction with the supervisor or management, appropriate action shall be taken, disciplinary or otherwise.

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