1.1 This policy establishes and enforces a zero-tolerance standard for workplace violence, threats of violence, intimidation, and any behavior that creates a reasonable fear of harm in the workplace. The Organization is committed to providing a safe work environment free from violence and aggression, and recognises its duty of care to protect employees, contractors, visitors, and all persons present at its premises. This policy defines the Organization's comprehensive approach to preventing, identifying, reporting, assessing, and responding to all forms of workplace violence, and establishes the consequences for policy violations. The policy aligns with applicable workplace health and safety legislation and industry best practices for workplace violence prevention.

1.2 For the purposes of this policy, workplace violence includes any act or threatened act of physical assault, battery, or harmful physical contact; verbal or written threats of violence, whether direct, conditional, or veiled; verbal abuse, intimidation, or bullying that creates a hostile or threatening environment; stalking, following, or surveillance of a colleague or their family members; damage to or destruction of Organization property or an individual's personal property; possession or display of weapons on Organization premises in violation of applicable law and Organization rules; and any other conduct or behavior that causes a reasonable person to fear for their physical safety. This definition encompasses violence by employees, former employees, contractors, visitors, customers, intimate partners or family members of employees, and any other persons who may be present at Organization facilities or work sites.

1.3 This policy applies to all Organization premises, including offices, manufacturing and warehouse facilities, car parks, and surrounding grounds; company-sponsored events, meetings, and social functions; business travel and off-site work assignments; virtual work environments including video conferences, messaging platforms, and email; and any other situation in which an employee is conducting Organization business or representing the Organization in any capacity. The policy covers violence and threats directed at employees by other employees, by external persons such as customers, vendors, or visitors, and by persons known to employees, such as intimate partners or family members, when such conduct occurs in or affects the workplace.

2.1 The Organization shall conduct comprehensive workplace violence risk assessments at least annually and following any violent incident, credible threat, or significant change to operations or premises. Risk assessments shall evaluate physical security measures including access controls, surveillance systems, lighting, and alarm systems; the nature of the Organization's business activities and their associated violence risk factors; geographic and environmental risk factors; the history of violent incidents or threats at each location; employee demographic and work arrangement factors that may influence risk; and the adequacy of current policies, procedures, and training. Risk assessments shall be conducted by qualified security professionals in consultation with the HR department, facilities management, and the Threat Assessment Team. Findings shall be documented and presented to the executive leadership team with specific recommendations and cost estimates for risk mitigation measures.

2.2 The Organization shall implement and maintain physical security measures proportionate to the assessed level of risk at each location. Standard measures shall include electronic access control systems requiring badge or biometric authentication for building entry, a visitor management system requiring pre-registration, identification verification, visitor badges, and escort protocols, security surveillance cameras in building entrances, car parks, lobbies, and other common areas, adequate interior and exterior lighting in all work areas, corridors, car parks, and building perimeters, panic buttons or silent alarms in reception areas and other high-risk locations, secure storage for employee personal belongings, and clearly marked emergency exits with unobstructed egress routes. Security measures shall be reviewed as part of the annual risk assessment, and upgrades shall be implemented based on risk assessment findings, incident learnings, and available technology improvements.

2.3 The Organization shall establish a multidisciplinary Threat Assessment Team (TAT) comprising designated representatives from Human Resources, security, legal, senior management, and the Employee Assistance Program provider. The TAT shall be responsible for receiving and evaluating all reported threats and concerning behaviors, conducting threat assessments using validated threat assessment methodologies, developing and implementing individualised threat management plans, coordinating with law enforcement and external threat management specialists when necessary, making recommendations regarding protective measures, workplace accommodations, disciplinary action, and legal remedies, and monitoring ongoing situations until the threat is resolved. The TAT shall meet within 24 hours of receiving a report classified as urgent and within 72 hours for non-urgent reports. TAT members shall receive specialised training in workplace violence threat assessment and management, updated annually.

3.1 All employees have a duty to immediately report any actual or threatened acts of violence, intimidation, harassment, weapons possession, or any behavior that causes a reasonable concern for safety. Reports may be made to the employee's immediate supervisor, the HR department, the security team, the anonymous reporting hotline, or directly to emergency services (by calling emergency number) if there is an imminent threat to life or safety. Employees who witness or become aware of a potentially violent situation should not attempt to intervene physically but should remove themselves to a safe location and report the situation immediately. All reports shall be taken seriously and investigated promptly, regardless of whether the reporter believes the threat is genuine. No employee shall be retaliated against for reporting a workplace violence concern in good faith.

3.2 In the event of an active violent incident at an Organization facility, all employees shall follow the Organization's Active Threat Emergency Action Plan, which follows the nationally recognised Run-Hide-Fight protocol. Escape: if a safe evacuation route is available, employees shall leave the area immediately, leaving belongings behind, helping others escape if safe to do so, and proceeding to the designated assembly point. Concealment: if evacuation is not possible, employees shall find a secure room, lock and barricade the door, silence mobile phones, stay low and away from windows, and remain concealed until the all-clear is given by law enforcement. Defensive action: as an absolute last resort, if directly confronted by an attacker with no escape or concealment option, employees may take defensive action to protect themselves. Once in a safe location, employees shall call emergency services immediately and provide their location, the nature of the emergency, and a description of the attacker if known.

3.3 Following any workplace violence incident, the Organization shall implement a structured post-incident response that includes immediate medical attention for any injured persons, evacuation or securing of the affected area, notification of law enforcement and cooperation with their investigation, activation of the Crisis Support Team to provide on-site emotional support, immediate access to the Employee Assistance Program for all affected employees and witnesses, paid leave of up to 5 working days for employees directly involved in or traumatised by the incident, a formal debrief conducted within 72 hours by a qualified trauma specialist, ongoing monitoring and follow-up support for affected individuals over the subsequent 3 to 6 months, and a thorough incident investigation to identify root causes and prevent recurrence. The Organization shall maintain confidentiality regarding the details of violent incidents to the greatest extent possible while meeting legal reporting obligations and supporting affected employees.

4.1 Any employee found to have committed an act of workplace violence, made a credible threat of violence, engaged in intimidation or stalking behavior, or possessed a weapon on Organization premises in violation of this policy shall be subject to disciplinary action up to and including immediate termination of employment. The severity of disciplinary action shall be determined based on the nature and severity of the conduct, the presence of any mitigating or aggravating circumstances, the employee's prior disciplinary history, and the impact on affected individuals and the workplace environment. In cases involving potential criminal conduct, the Organization shall refer the matter to law enforcement and shall cooperate fully with any criminal investigation and prosecution. An employee may be placed on immediate administrative leave pending the investigation of a workplace violence allegation, and such leave shall be with pay until a determination is made.

4.2 The Organization reserves the right to pursue all available legal remedies to protect its employees and premises from individuals who pose a credible threat of workplace violence. Legal measures may include obtaining workplace violence restraining orders or protective orders against threatening individuals, issuing trespass notices prohibiting identified individuals from entering Organization premises, pursuing civil litigation for damages resulting from violent acts, and cooperating with law enforcement to pursue criminal charges. When a domestic violence, stalking, or personal threat situation is brought to the Organization's attention and has the potential to affect the workplace, the Organization shall work with the affected employee to develop a personalised safety plan that may include workspace relocation, schedule adjustment, escort services, and notification of reception and security personnel. The Organization shall treat all such matters with sensitivity and confidentiality.

5.1 All employees shall complete mandatory workplace violence prevention training during their onboarding program and shall attend annual refresher training. Training content shall cover the Organization's zero-tolerance policy and the definition of workplace violence, how to recognise warning signs and behavioral indicators of potential violence, verbal de-escalation techniques for managing aggressive or threatening individuals, reporting procedures and available reporting channels, the Active Threat Emergency Action Plan including Run-Hide-Fight protocols, post-incident support resources and the Employee Assistance Program, and the Organization's commitment to non-retaliation for good-faith reports. Managers and supervisors shall receive additional training on conducting threat assessments, managing disgruntled employees, handling terminations safely, and coordinating with the Threat Assessment Team. Training shall include interactive scenarios, tabletop exercises, and at least one annual active threat drill.

5.2 This policy shall be reviewed at least annually by the HR department in consultation with the security team, legal counsel, the Threat Assessment Team, and the Safety Committee. The review shall consider findings from any workplace violence incidents or threat assessments conducted during the review period, changes to applicable legislation, regulations, and enforcement guidance, advances in security technology and threat assessment methodologies, industry best practices and emerging trends in workplace violence prevention, feedback from employees gathered through training evaluations and safety surveys, and changes to the Organization's operations, workforce, or physical premises that may affect the violence risk profile. Proposed amendments shall be approved by the Chief Operating Officer and Chief Executive Officer before implementation. Updated policies shall be communicated to all employees and incorporated into training materials within 30 days of approval.