Recommended Approaches
Consider the following recommendations in developing your written policy statement:
Keep It Brief
A written policy statement should be brief and simple. Implementation details can be provided in training and in more detailed backup documents. For example, roles and responsibilities of the various departments involved in responding to potentially dangerous situations can be outlined in memoranda of understanding or in operating manuals/instructions rather than in the written policy statement that is issued to all company employees. This approach gives company staff the flexibility they will need to deal creatively with these fluid, unpredictable situations.
Consider the Disadvantages of Using Definitions
There are disadvantages to using definitions of terms such as violence, threats, and harassment in your written policy statement.
Definitions can discourage employees from reporting incidents that they do not believe fall within the definition. The reporting system should not deter employees from reporting situations that frighten them. An employee knows a threat, intimidation, or other disruptive behavior when he or she experiences it --- definitions are not necessary.
If you want to clarify the scope of your organization's concept of one or more of the terms in the policy, you could use examples. For example, you may want to give examples of verbal and non-verbal intimidating behavior.
Another consideration is that definitions are often restrictive and may create legal problems in the future when you are taking disciplinary actions against the perpetrators of workplace violence. Use of definitions can make it more difficult to defend a case on appeal.
Knowledge Check Choose the best answer for the question.
2-3. If you want to clarify the scope of your organization's concept of the terms in the policy, you could use _____.
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