Workplace safety remains a fundamental concern of employers and employees. It is the policy of the Company to exercise reasonable care in providing each employee a workplace free of recognized hazards, including violent acts or threats of violent acts against employees or third parties within Company facilities, consistent with the General Duty Clause, Section 5(a)(1) of the Occupational Safety and Health Act and other applicable laws. The Company does not tolerate violence or threats of violence and takes reasonable measures to provide a safe workplace.
The Company’s prohibition against threats and acts of violence applies to all persons involved in the Company’s operation including, but not limited to, Company employees, contractors, temporary workers and anyone on property owned, leased, or occupied by the Company or adjacent to Company premises.
Prohibited Acts and Threats of Violence
Workplace violence is prohibited. The Company does not tolerate acts or threats of workplace violence which involve or affect the Company or which occur on Company property.
Possession or inappropriate use of weapons on property owned, leased, or occupied by the Company or adjacent to the Company premises, in vehicles, aircraft, boats, or parking areas owned or leased by the Company, or by an employee or agent of the Company or by an individual performing services for the Company on a contract or temporary basis is prohibited, unless: (1) the applicable state law prohibits or alters the enforcement of this policy; (2) the weapons are in the possession of law enforcement personnel on official business; or (3) an exception is granted by the Director of Enterprise Security. For example, the Director of Enterprise Security may authorize the use of armed private security, contracted by the Company, to provide security services. (Note: Some states have laws that prohibit or alter the enforcement of the Company’s policy. However, even in states where possession of weapons such as guns, firearms or ammunition is permitted on private property, certain restrictions may apply, and you should consult with a Company representative for specific details regarding the Company’s policy in your area. Additional information may also be found in the specific state standards that are incorporated into this policy by reference.
Consistent with the requirements of any applicable laws, the Company may obtain background information on applicants and employees prior to offering employment to any person or during his or her employment. Any evidence of behavior by an applicant or employee revealed during such an investigation that suggests a potential for workplace violence will be evaluated by the Company to the extent allowed by applicable laws.
Reporting Violence and Threats of Violence
Every employee and person on property owned, leased, or occupied by the Company or adjacent to Company premises should report incidents of threats or acts of workplace violence of which he or she is aware. Circumstances to be reported include, but are not limited to, threats received, comments of others advocating violent acts or threats, phone calls or messages containing abusive, obscene, or threatening language, stalking behavior, and any observations of workplace disturbance.
The employee should submit the report to the Director, Human Resources (or the designated representative), the reporting individual’s immediate manager, or another managerial employee if the immediate manager is not available. This policy does not alter any other reporting obligation established in Company policies or in state, federal, or other applicable law.
Upon being advised of incidents of threats or acts of workplace violence, Management will take any action Management determines is necessary and reasonable to maintain a safe workplace. All incidents of threats or acts of violence will be reported immediately to Enterprise Security (405) 698-5000.
The Company maintains an Enterprise Threat Assessment Team comprised of representatives from Human Resources, Enterprise Security, Legal and Environmental, Health & Safety. Members of this team are knowledgeable of threat assessment methodology and workplace violence mitigation strategies. Upon notification of incidents of threats or acts of workplace violence, the Director of Enterprise Security will determine if it is appropriate to activate the Threat Assessment Team.
If a person employed by the Company on a regular, contract, or temporary basis has obtained a protective order against any individual, the person is encouraged to notify his manager of the protective order if there is any perceived potential danger to themselves, to other employees or to others on Company premises. The manager, in turn, advises the Director, Human Resources (or the designated representative) so additional protective measures, as deemed necessary, may be taken.
Consequences/Penalty for Non-Compliance
Adherence to policies is mandatory. Non-compliance with this policy by any employee on property owned, leased, or occupied by the Company, or by any employee located off Company premises when his or her actions affect the Company’s business interests, may lead to disciplinary action up to and including termination and/or legal action, as appropriate.
Reservation of Rights
The Company reserves the right to interpret, modify, terminate, or revise this policy or standard, in whole or in part, without notice. No provision in this policy or standard shall be construed as an employment contract or construed to alter any employee’s at-will status. Similarly, statements within this policy or standard regarding behavior that may result in discipline or termination do not limit, in any way, the rights of the Company to discipline or terminate employees for only those behaviors described or referenced above. Each employee remains free to resign his or her employment at any time and for any reason or for no reason. Similarly, Williams reserves the right to terminate any employee at any time for any reason or for no reason. Williams reserves the right to terminate an employee with or without the use of progressive discipline.
Terms and Definitions
Acts of workplace violence include conduct which is sufficiently severe, offensive, or intimidating to alter the employment conditions at the Company or to create a hostile, abusive, intimidating, harassing, or coercive work environment for one or several employees or other persons on Company premises. Acts of workplace violence include those which result or could result in injuries to employees or others on Company premises, damage to property owned or leased by the Company, or to employees’ property, or to others’ property on Company premises.
Threats include any act or verbal statement which has the effect of placing a reasonable person in fear or apprehension about his or her own emotional and/or bodily well-being or the well-being of another person. Acts or verbal statements by non-employees which are directed toward any employee and which evoke fear for personal wellbeing are also addressed by this policy. Threats also include assertions of intent to damage property owned or leased by the Company or property of employees. Under this policy, the Company takes threats of violence seriously, even if made in a joking manner.
Examples of Workplace Violence
Examples of workplace violence include, but are not limited to, the following:
- All threats or acts of violence occurring on premises owned, leased, or occupied by the Company, regardless of the relationship between the Company and the party or parties involved in the incident.
- All threats or acts of violence occurring off Company premises involving someone who is acting in the capacity of a representative of the Company.
- All threats or acts of violence occurring off Company premises involving an employee of the Company if the threats or acts affect the legitimate interests of the Company.
- Any acts or threats by an employee or agent of the Company, or by an individual performing services for the Company on a contract or a temporary basis which violates any criminal code provision relating to violence or threats of violence and adversely affects the legitimate interests and goals of the Company.
Examples of Threatening Conduct
Specific examples of conduct, which may be considered threats or acts of violence include, but are not limited to, the following:
- Hitting or shoving an individual.
- Threatening an individual or his or her family, friends, associates, or property with harm.
- The intentional destruction or threat of destruction of Company property or the personal property of employees or individuals on Company premises.
- Harassing or threatening phone calls.
- Harassing surveillance or stalking.
- Suggesting that violence is appropriate.
Weapons include any object or instrument designed to be used or that is used in such a manner as to be threatening or to cause bodily injury or death to another person. Examples include, but are not limited to, firearms, handguns, ammunition, knives with blades more than four (4) inches long, any size switchblade knife or any knife having an automatic spring release device, bombs, and the like.