Post-Incident Support Policy Example – Workplace Violence Prevention Policies

Post-Incident Support Policy Sample

In this article, we’ll look at the key elements that make up an example Post-Incident Support Policy. We’ve included some starter/boilerplate information to help you get started writing this policy for your company. If you’re looking for help in setting up your policies & procedures or employee manual/handbook, our team can assist.

Post-Incident Support Policy Template

The following are the main elements that should be included in your Post-Incident Support Policy:

1. Title Page

• Policy Title: Post-Incident Support Policy
• Company Name: The name of the organization implementing the policy.
• Policy Number (if applicable): For easy reference within the company’s policy structure.
• Version Control: Date of creation, last review, and version number.
• Effective Date: The date the policy becomes operational.
• Approval Authority: Name and title of the individual who approved the policy.

2. Purpose/Objective

• A brief statement explaining why the Post-Incident Support Policy exists. This section outlines the policy’s purpose in relation to the company’s goals, regulatory requirements, or ethical standards.
• Describe what problem or issue the policy addresses.
• Example Purpose/Objective:

The Post-Incident Support Policy aims to offer emotional and psychological assistance to employees affected by workplace violence. It ensures that those who witness or experience such incidents receive timely support to address their mental well-being. By fostering a supportive environment, the policy seeks to mitigate the impact of traumatic events and promote recovery. It underscores the organization’s commitment to employee welfare and safety, encouraging a culture of openness and resilience. This approach not only aids individual recovery but also strengthens overall workplace morale and trust

3. Scope

• A description of who the Post-Incident Support Policy applies to (e.g., employees, contractors, vendors).
• Specify any exceptions to the policy.
• Explain departments or roles affected, if necessary.
• Example Scope:

This policy applies to all employees who have witnessed or experienced workplace violence, ensuring they receive necessary emotional and psychological support. It covers incidents occurring within the workplace and extends to any work-related events or activities. The policy outlines the procedures for accessing support services, including counseling and debriefing sessions, and emphasizes confidentiality and respect for affected individuals. It aims to foster a safe and supportive work environment by addressing the emotional aftermath of such incidents and promoting overall well-being

4. Definitions

• Clarify any key terms or jargon used within the Post-Incident Support Policy to ensure understanding.
• Avoid assumptions about familiarity with industry-specific terminology.
• Example Definitions:

The Post-Incident Support Policy offers emotional and psychological assistance to employees affected by workplace violence. It aims to support those who have either witnessed or directly experienced such incidents. This policy falls under the broader category of Workplace Violence Prevention Policies, ensuring that employees receive the necessary care and resources to cope with the aftermath of violent events in the workplace

5. Policy Statement

• A detailed outline of the Post-Incident Support Policy itself, including all rules, expectations, and standards.
• It should be direct and clear so that it leaves no ambiguity about the company’s position or requirements.

6. Procedures

• Step-by-step instructions on how to implement or comply with the Post-Incident Support Policy.
• Include any forms, tools, or systems that employees must use.
• Describe the responsibilities of different roles in ensuring adherence to the policy.
• Example Procedures:

The Post-Incident Support Policy outlines steps to offer emotional and psychological support to employees affected by workplace violence. After an incident, immediate debriefing sessions are conducted to assess the needs of those involved. Trained counselors provide confidential support and resources, including one-on-one counseling and group sessions. Employees are encouraged to access these services voluntarily. The policy ensures follow-up meetings to monitor recovery and address ongoing concerns. Management is responsible for maintaining a supportive environment and ensuring all staff are aware of available resources. Regular training sessions are held to educate employees on recognizing and responding to workplace violence

7. Roles and Responsibilities

• List the roles responsible for enforcing or overseeing the Post-Incident Support Policy (e.g., managers, HR).
• Define who is accountable for reporting, monitoring, and updating the policy as needed.
• Example Roles and Responsibilities:

The Post-Incident Support Policy ensures that employees who witness or experience workplace violence receive necessary emotional and psychological support. It mandates that managers promptly report incidents and facilitate access to counseling services. Human Resources is responsible for coordinating support services and maintaining confidentiality. The policy also requires regular training for staff to recognize signs of trauma and understand available resources. Employees are encouraged to utilize support services and report any incidents without fear of retaliation. This policy aims to foster a safe and supportive work environment

8. Compliance and Disciplinary Measures

• Outline how compliance will be monitored or enforced.
• Describe any consequences or disciplinary actions for failing to follow the policy, including the escalation process.

9. References and Related Documents

• Include links or references to any laws, regulations, or company guidelines that support the Post-Incident Support Policy.
• Reference related company policies that connect or overlap with the document.

10. Review and Revision History

• State the review cycle (e.g., annually, biannually) and who is responsible for reviewing the Post-Incident Support Policy.
• A history section that lists all revisions made to the document, including dates and reasons for changes.

11. Approval Signatures

• Signature lines for key decision-makers who have authorized the policy (CEO, department head, HR manager).

12. Appendices or Attachments (if needed)

• Additional information, FAQs, or case examples to provide more context or clarify how the Post-Incident Support Policy applies in specific situations.
• Any relevant forms or templates employees need to complete.