Rhode Island Violence in the Workplace: What you need to know

The Rhode Island Workplace Violence Prevention Act provides that if an employer or his or her employees or invitees have (1) suffered unlawful violence by a person, (2) received a threat of violence that can reasonably be construed as a threat that may be carried out at the workplace, or (3) been stalked or harassed at the workplace, the employer may (in addition to, or instead of, filing criminal charges against the person) seek a temporary restraining order or an injunction prohibiting further unlawful acts by that person at the workplace, which will include any place at which work is being performed on behalf of the employer.
For a Limited Time receive a FREE HR Report on the "Critical HR Recordkeeping”.  This exclusive special report covers hiring records, employment relationships, termination records, litigation issues, electronic information issues, tips for better recordkeeping, and a list of legal requirements.  Download Now
All orders and injunctions issued under this law have statewide validity, unless otherwise noted by the issuing judge, and may be enforced by the court for any violation anywhere in the state.
An employer and an employer's agents acting in accord with this law will be presumed to be acting in good faith and, unless otherwise determined, are immune from civil liability for actions taken under the law.
Any employer, employee, or invitee who chooses not to use the procedures authorized by the law will not be liable for negligence (RI Gen. Laws Sec. 28-52-1 et seq.).
Employers with 50 or more employees must allow an employee who is a victim of a crime to leave work to attend court proceedings related to the crime. Before the employee takes such leave, the employee may be required to provide the employer with a copy of notification of the court proceeding (RI Gen. Laws Sec. 12-28-13).
The leave is not required to be paid, but the employee may elect to use or an employer may require the employee to use the employee's ...

>> Read more about Violence in the Workplace

More on this topic:

State Requirements

National | Alabama | Alaska | Arizona | Arkansas | California | Colorado | Connecticut | District of Columbia | Florida | Georgia | Hawaii | Idaho | Illinois | Indiana | Iowa | Kansas | Kentucky | Louisiana | Maine | Maryland | Massachusetts | Michigan | Minnesota | Mississippi | Montana | Nevada | New Jersey | New York | North Carolina | North Dakota | Ohio | Oklahoma | Oregon | Pennsylvania | Rhode Island | South Carolina | Tennessee | Texas | Utah | Vermont | Virginia | Washington | Wisconsin |

Rhode Island Violence in the Workplace Resources

Violence in the Workplace Products

Free Special Reports
Get Your FREE HR Management Special Report. Download Any One Of These FREE Special Reports, Instantly!
Featured Special Report
Claim Your Free Copy of Critical HR Recordkeeping

Record retention is complex and time consuming. However, in addition to complying with various federal and state laws, keeping good, well-organized records can be very helpful in documenting and supporting an organization’s employment actions.
Download Now!

This special report will discuss how you can ensure your records are in good order, and establish a record-retention policy.

Topics covered:
1. Hiring Records
2. Employment Relationships
3. Termination Records
4. Litigation Issues
5. Electronic Information Issues
6. Tips for Better Recordkeeping
7. A List of Legal Requirements

Make sure you have the information you need to know to keep your records in order.