Chapter 26 - EXHIBIT 26A • CHECKLIST FOR DRAFTING A WORKPLACE VIOLENCE POLICY

• Jurisdiction: Colorado

EXHIBIT 26A • CHECKLIST FOR DRAFTING A WORKPLACE VIOLENCE POLICY

Below is a checklist of issues employers may consider in drafting a workplace violence policy. Mark Cohen prepared this checklist, with help from Michele Dusenbery, President of DART, Inc., a Boulder nonprofit that provides workplace violence prevention training.

This list is by no means exhaustive, but should provide a good foundation for those who wish to draft or review a workplace violence policy. This checklist is just that — a checklist. There is no requirement or suggestion that every employer create a workplace violence policy that addresses each of these items. The level of detail in workplace violence policy will depend on the employer's size and financial resources. Employers should be careful to ensure that their workplace violence policies do not conflict with other established company policies and procedures.

CHECKLIST

• Definition of workplace violence to include threats, stalking, harassment, and destruction of property

• Statement of organizational prohibition of workplace violence by employees, vendors, customers, or anyone else on the premises

• Statement of "zero tolerance" policy

• Statement that violation of the policy may result in discipline up to and including termination of employment

• Designation of person(s) in charge of workplace violence issues with name(s) and contact information

• Hiring procedures charge

— Pre-employment screening
— Criminal history checks
— Credit checks (comply with Fair Credit Reporting Act)
— Drug/alcohol screening
— Psychological testing
— References
— Interview questions aimed at workplace violence (compliance with ADA)
— Role-play scenarios aimed at ability to respond to irate people and stress
— New employee orientation to explain company policies

• Safety of off-site employees and drivers

— Know where they are
— Know their itinerary
— Know when they are supposed to return
— Require periodic check-in
— Provide communications tools for use in emergency

• Employee Assistance Programs

• Stress reduction opportunities

• Health club memberships

• On-site exercise facilities

— On-site massage
— Break room
— Classes on dealing with stress

• Insurance

— Liability insurance for employer
— Coverage for employee's mental health treatment
— Coverage for employee's substance abuse treatment

• Privacy issues

— Make clear employees have no expectation of privacy in such things as emails, phone conversations, and contents of desks

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