SUBJECT NO.

2002
DATE ISSUED/REVISED
Issued September 1, 2003
Revised February 1, 2019
(Supersedes September 2011
version)
SUBJECT PAGE
1 of 4
Policy Regarding Violence in the
Workplace

1.0 PURPOSE

To maintain a safe, non-threatening, and productive work environment for all employees of Aramark.
Violence, threats of violence or intimidation, or other threatening or hostile conduct toward an Aramark
employee or persons associated with Aramark business operations, or against Aramark property or property
associated with Aramark business operations will not be tolerated.

2.0 SCOPE

This Policy applies to all Aramark employees (in the United States) and prohibits violence, threats of violence
or intimidation, or other threatening or hostile conduct whether engaged in by managers, supervisors, co-
workers, or non-Aramark employees, such as customers, suppliers or contractors. Prohibited conduct is
unacceptable in the workplace and in any work-related setting outside the workplace, such as during business
trips, business meetings, and company sponsored events.

3.0 POLICY/PROCESS

It is the Policy of Aramark that any form of violence is prohibited.

3.1 Employee Hotline

3.1.1 At any time, employees who believe that they have been a victim of violence, threat of
violence or intimidation, or other threatening or hostile conduct, may contact the Employee
Hotline at 1-877-224-0411 or at www.aramarkhotline.com.
3.1.2 Aramark management reserves the right to determine if particular actions are considered
violence, threatening behavior, intimidation or other threatening or hostile conduct.

3.2 Some examples of prohibited actions include, but are not limited to, the following:

3.2.1 THREATENING OR HOSTILE CONDUCT: any behavior or action that creates an

intimidating, hostile or offensive work environment.

3.2.2 INTIMIDATION: an act towards another person that coerces or bullies, and which could
reasonably cause the other person to fear for his or her safety or the safety of others.

3.2.3 THREATS OF VIOLENCE: a communicated intent to inflict physical or other harm on any
person or on property. Threats of violence can also include actions short of actual physical
contact or injury, verbal, written or implicit threats, or menacing or other aggressive
behavior.
SUBJECT
PAGE
Policy Regarding Violence in the Workplace Page 2 of 4

3.2.4 VIOLENCE: the use or attempted use of physical force against or harm to another
person or property; any physical assault with or without a weapon, or behavior that
a reasonable person would interpret as being violent.

3.3 FIREARMS

Aramark prohibits the possession of firearms and/or other dangerous or deadly weapons, or
any replica or other item that is intended as a simulation, while on Aramark property or
engaged in Aramark business. Weapons include knives (except folding knives with a 4”
blade or less and those necessary for work purposes), explosives, and any other objects
designed to cause bodily harm as defined by applicable federal, state and local laws. This
prohibition includes keeping or transporting a firearm or weapon in a personal vehicle in a
parking area provided by Aramark or Aramark’s clients, except as provided by law. The sole
exception to this prohibition is for those personnel, designated and expressly approved by
Aramark Global Security, whose possession of a firearm is deemed as necessary for the
performance of their duties.

3.4 EMPLOYEE RESPONSIBILITY:

3.4.1 Employees on any premises under the control or use of Aramark are expected to
refrain from committing, endorsing or otherwise encouraging any act of violence,
threat of violence or intimidation, or other threatening or hostile conduct.

3.4.2 Employees are expected to conduct themselves in an appropriate manner when

interacting with other employees, non-Aramark employees, customers, clients,
vendors, independent contractors, or visitors, whether in the workplace or in other
work-related settings including, for example, during business trips or company
sponsored events.

3.4.3 Employees are expected to refrain from using any equipment, device, or method
such as the telephone, E-mail, facsimile, or other communication device, whether
or not owned by Aramark, or the U.S. Mail or any other delivery service to
commit, endorse, or otherwise encourage any act of violence, threat of violence or
intimidation, or other threatening or hostile conduct toward any person covered by
this Policy.

3.4.4 An employee must immediately notify his or her supervisor, next level supervisor,
Global Security (1-800-338-5641), or Human Resources Professional, of any act of
violence, threat of violence or intimidation, or other threatening or hostile conduct
that the employee has observed or experienced. Employees may also report any
threats or threatening activity to the Employee Hotline at 1-877-224-0411 or at
www.aramarkhotline.com. Management and supervisory personnel may report
incidents online at www.aramark.net/security.

3.4.5 If an employee experiences or observes an act of violence which constitutes an

EMERGENCY, the employee should immediately CALL 911 (or appropriate
emergency service), and then contact his or her supervisor, next level supervisor,
Global Security, the appropriate Human Resources Professional, or the Employee
Hotline. Management and supervisory personnel may report incidents online at
www.aramark.net/security.
SUBJECT
PAGE
Policy Regarding Violence in the Workplace Page 3 of 4

3.4.6 An employee who is found, after an investigation, to have violated this Policy may
be subject to disciplinary action up to and including immediate termination

3.4.7 Aramark will cooperate with law enforcement officials, as appropriate, in the
investigation and prosecution of criminal acts committed by an employee or on
premises controlled or used by Aramark

3.4.8 If an employee becomes aware of an act of violence, threat of violence or

intimidation, or other threatening or hostile conduct, and FAILS to notify the
proper parties or take action pursuant to this Policy, he or she may be subject to
appropriate disciplinary action up to and including termination.

3.5 MANAGEMENT RESPONSIBILITY:

3.5.1 Managers and/or supervisors of each business location are responsible for
promptly reporting to his or her appropriate Business Unit management, Global
Security, or Human Resources Professional, all complaints or observations of acts
of violence, threats of violence or intimidation, or other threatening or hostile
conduct. In response to this information, representatives from Global Security,
Employment Relations, Human Resources, Global Risk Management, the Business
Unit management and/or the Legal Department will advise and counsel the
manager and/or supervisor in how to proceed.

3.5.2 If the violent act reported or observed constitutes an EMERGENCY, the

supervisor/manager must CALL 911 or other appropriate emergency service,
and then contact the next appropriate level manager, Global Security and the
appropriate Human Resources Professional. Incidents or actions involving
emergency and/or criminal activity are to be referred to the proper law
enforcement officials for investigation. Global Security, in conjunction with the
appropriate Human Resources Professional, and where appropriate, law
enforcement agencies, will investigate matters reported to it and recommend
appropriate action to the Business Unit management.

3.5.3 If a manager/supervisor becomes aware of an act of violence, threat of violence or

intimidation, or other threatening or hostile conduct, and FAILS to notify the
proper parties or take corrective action pursuant to this Policy, he or she may be
subject to appropriate disciplinary action up to and including termination.

3.6 CONFIDENTIALITY

3.6.1 The content of investigations conducted by Aramark personnel will be kept

confidential to the extent practicable, subject to applicable laws and Aramark and
client policies.

3.6.2 Anonymous complaints or reports of conduct prohibited by this Policy will be

investigated and responded to as appropriate.
SUBJECT
PAGE
Policy Regarding Violence in the Workplace Page 4 of 4

3.7 OTHER RELATED ARAMARK OR CLIENT POLICIES

The requirements of this Policy shall be in addition to the requirement of any applicable
law, other Aramark policies, client policies or local work rules, etc.

4.0 RETALIATION PROHIBITED

This Policy prohibits retaliation or discrimination against an employee for reporting an act of
violence, threat of violence or intimidation, or other threatening or hostile conduct. Anyone
engaging in retaliation against any employee will be subject to disciplinary action, up to and
including termination.

IF YOU FEEL THAT YOU HAVE BEEN A VICTIM OF VIOLENCE OR HAVE FACED
THREATS OF VIOLENCE OR INTIMIDATION, OR OTHER THREATENING OR
HOSTILE CONDUCT, CONTACT YOUR IMMEDIATE SUPERVISOR, THE NEXT
LEVEL OF MANAGEMENT, GLOBAL SECURITY (1-800-338-5641), YOUR LOCAL,
REGIONAL OR BUSINESS UNIT HUMAN RESOURCES PROFESSIONAL, OR THE
EMPLOYEE HOTLINE (1-877-224-0411) OR AT www.aramarkhotline.com.

RELATED POLICIES:
Business Conduct Policy
Policy Against Sexual Harassment and Other Workplace Harassment

Name: _____________________________
Zoe Miller

Electronically signed by:

Your Signature: ______________________
Zoe Miller Date: ___________
09/27/2023