Violence in the Workplace Policy

Keith Kristofer has adopted a policy prohibiting workplace violence. Consistent with this policy, acts or threats of physical violence, including intimidation, harassment, and/or coercion, which involve or affect Keith Kristofer or which occur on Keith Kristofer property will not be tolerated.

Acts or threats of violence include conduct which is sufficiently severe, offensive, or intimidating to alter the employment conditions at Keith Kristofer, or to create a hostile, abusive, or intimidating work environment for one or several employees. Examples of workplace violence include, but are not limited to, the following:

  • All threats or acts of violence occurring on Keith Kristofer's premises, regardless of the relationship between Keith Kristofer and the parties involved.

  • All threats or acts of violence occurring off Keith Kristofer's premises involving someone who is acting in the capacity of a representative of Keith Kristofer.

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/her family, friends, associates, or property.

  • Intentional destruction or threatening to destruct Keith Kristofer's property.

  • Making harassing or threatening phone calls.

  • Harassing surveillance or stalking (following or watching someone).

  • Unauthorized possession or inappropriate use of firearms or weapons.

Keith Kristofer prohibition against threats and acts of violence applies to all persons involved in Keith Kristofer's operation, including but not limited to personnel, contract, and temporary workers and anyone else on Keith Kristofer property. Violations of this policy by any individual on Keith Kristofer property will lead to disciplinary action, up to and including termination and/or legal action as appropriate.

Every employee is encouraged to report incidents of threats or acts of physical violence of which he/she is aware. The report should be made to your [manager / supervisor / team leader / designated company representative.