Write a toolbox talk on Workplace Violence Prevention/Sexual Harassment

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# Domestic Violence Toolkit (cont.) ## V. RESPONSE AND ASSISTANCE TO EMPLOYEES WHO ARE VICTIMS (cont.) Model Policy # Domestic Violence Toolkit Workplace Policy on Domestic Violence, Sexual Assault and Stalking Page 4 of 14 ## A. Resources A supervisor or Responder will provide referral information to victims, which may include: 1. Employee Assistance Program; 2. Local domestic violence projects; 3. Local sexual assault centers; 4. Advocacy and legal services; 5. Medical and counseling services; 6. Security or other law enforcement agencies; and 7. Company Policy Concerning Workplace Response to Domestic Violence, Sexual Assault, and Stalking. ## B. Security If any person is in imminent danger in the workplace, that person, a co-worker, the person's supervisor, or any other person in a supervisory or managerial position should notify building security or local law enforcement. ## C. Safety Planning The company will work with victims to develop an individualized workplace safety plan when necessary. The safety plan may include, but is not limited to, the following measures: 1. Screening telephone calls; 2. Providing a new work space; 3. Setting an alternate work schedule; 4. Arranging an escort to and from parking areas; and 5. Sharing information concerning the perpetrator with local law enforcement. D. Reasonable and Necessary Leave Employees who are victims may need leave time. Leave will be consistent, at a minimum, with 26 M.R.S.A. §850, which requires employers to grant reasonable and necessary leave from work for an employee to prepare for and attend court proceedings; receive medical treatment or attend to medical treatment for a victim who is the employee's daughter, son, parent or spouse; or obtain necessary services to remedy a crisis caused by domestic violence, sexual assault or stalking. The leave must be needed because the employee or daughter, son, parent or spouse is a victim of violence, assault, sexual assault, stalkin…

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# Domestic Violence Toolkit (cont.) ## Unemployment Compensation (cont.) Model Policy # Domestic Violence Toolkit Workplace Policy on Domestic Violence, Sexual Assault and Stalking Page 1 of 14 ## COMPANY XYZ # Please note: This domestic violence workplace policy was implemented with consultation and training assistance from the Maine Coalition to End Domestic Violence. Please contact your local domestic violence project or the Maine Coalition to End Domestic Violence for appropriate supervisory and management training to support your policy. POLICY CONCERNING WORKPLACE RESPONSE TO DOMESTIC VIOLENCE, SEXUAL ASSAULT, AND STALKING ## I. PURPOSE Given that domestic violence is a serious public policy concern Company XYZ recognizes its obligation as an employer to provide special assistance to victims of domestic violence, sexual assault, and stalking. Company XYZ recognizes that domestic violence can be a workplace issue for both victims and abusers. Domestic violence does not stay at home when employees go to work, and victims can be especially vulnerable while they are at work. Company XYZ establishes this policy to create a work environment in which employees are comfortable discussing issues of domestic violence, sexual assault or stalking, and more importantly, an environment in which employees affected by these issues feel comfortable contacting any supervisor or Responder to seek support from the Department and to learn about available resources. Assistance to employees will be guided by the following policy sections addressing: • Confidentiality • Response and Assistance to Employees Who are Victims • Response and Assistance to Employees Who are Perpetrators · Training and Outreach • Non-Retaliation • Domestic Violence, Sexual Assault, Batterers' Intervention, and Employee Assistance Program resources are attached to this policy. Company XYZ will not tolerate domestic violence, sexual assault or stalking in the workplace, and will take actio…

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California Department of Industrial Relations Division of Occupational Safety & Health Publications Unit SAFETY & HEALTH FACT SHEET STATE OF CALIFORNIA CAL OSHA DEPARTMENT OF INDUSTRIAL RELATIONS - # Workplace Violence Prevention in General Industry (Non-Health Care Settings) - Information for Employees According to the Occupational Safety and Health Administration (OSHA), workplace violence affects almost 2 million American workers every year. Your employer is required to establish, implement, and maintain an effective written Injury and Illness Prevention Program (IIPP), as well as other safety & health programs to reduce your risk of exposure to hazards and prevent injuries and illnesses in the workplace. As of July 1, 2024, your employer will also be responsible for establishing, implementing, and maintaining an effective written Workplace Violence Prevention Plan (WVPP). This employee fact sheet will define workplace violence, explain the four types of workplace violence, identify required WVPP training, recommend how to prevent workplace violence, and list your rights under requirements of the WVPP. ## What is workplace violence? "Workplace violence" means any act of violence or threat of violence that occurs in a place of employment. ## What are the four types of workplace violence? "Type 1 violence": Workplace violence committed by a person who has no legitimate business at the worksite and includes violent acts by anyone who enters the workplace or approaches workers with the intent to commit a crime. "Type 2 violence": Workplace violence directed at employees by customers, clients, patients, students, inmates, or visitors. "Type 3 violence": Workplace violence against an employee by a present or former employee, supervisor, or manager. "Type 4 violence": Workplace violence committed in the workplace by a person who does not work there but has or is known to have had a personal relationship with an employee. ## Preventing workplace violenc…