4.10 Workplace Violence Midwest Fastener Corp. believes that all employees are entitled to a safe, non-threatening workplace environment. The Company requires the assistance and cooperation of its employees to work towards its goal of a workplace free of violence. Midwest Fastener Corp. mandates a “zero tolerance for violence” environment and will make every effort to prevent violent and threatening incidents from occurring. Any form of violence may violate this policy. Violence includes, but is not limited to • Possession and/or use of firearms or other weapons that are inherently dangerous while on Company property or during the performance of Company business. • Threatening, abusive, insulting, profane, or obscene language or gestures toward supervision or others. • Assault or attempted assault, fighting, threats, coercion, or intimidation of a Company employee or other person while on Company property or during the performance of Company business. • Stalking. • Sabotage of property, facilities, or equipment belonging to the Company or located on Company property, regardless of ownership. • Job-related off-duty conduct of a violent or threatening nature; and, • Bomb threats or any other threats made directly, indirectly, through e-mail or voicemail, or by any other means to do any of the above. Any act of violence by an employee is a serious matter and will subject the employee to discipline up to and including termination. The Company cannot effectively prevent workplace violence without the assistance of its employees. Therefore, an employee who believes they have been subjected to or witnessed threatening or intimidating behavior by a fellow employee, a customer,
2. Written Warning If the unacceptable performance or behavior continues or a supervisor considers the behavior or violation to be serious, a written warning will be used. Certain circumstances, such as violation of widely known policy or safety requirement, may justify a written warning without first using verbal counseling. A written warning defines the problem and addresses how it may be corrected. The seriousness of the problem is again emphasized, and the written warning will indicate termination may result if improvement is not observed. The employee will be requested to sign any written warning documentation and shall be allowed to respond with their written statement. If an employee refuses to sign a written counseling statement and/or provide a written response statement, the employee’s supervisor/manager will note such fact on the written warning statement. The employee may be asked to sign a refusal to sign documents indicating he/she has refused to sign a specified document/counseling statement. 3. Suspension A suspension without pay may be justified when circumstances reasonably require an investigation of a serious incident in which the employee was allegedly involved. A suspension may also be warranted when employee safety, welfare or morale may be adversely affected if a suspension is not immediately imposed. 4. Involuntary Termination Human Resources will prepare the termination paperwork. The employee will be notified of the termination by management. The following definitions and classification of violations for which disciplinary action may be taken are merely illustrative and are not limited to those examples listed below. A particular violation may be major or minor, depending on the surrounding facts or circumstances and as determined at the sole discretion of the Company. Disciplinary action infractions of the Company’s Attendance Policy and all categories of discipline under this policy.
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800-388-9798 •
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