| EFFECTIVE: March 15, 2022

Workplace Violence Management Policy

Meta is committed to ensuring a work environment free from threats or
acts of violence on all Meta company premises. Consistent with this
commitment, Meta established the Safe Workplace Program and will take
reasonable action to provide a safe and secure work environment for its
personnel and other individuals on Meta company premises.

Research has shown that organizations can help prevent or minimize

incidents of violence with the cooperation of all personnel. Accordingly,
Meta encourages personnel engagement in early reporting and response
to concerning situations in order to promote a safer work environment.

Scope
Meta Personnel are defined as: Members of the Board of Directors,
officers, and employees of Meta, as well as contingent workers (including
vendor workers, contractors, consultants).

Policy Statement
Meta Personnel are required to familiarize themselves with this policy and
adhere to all stated guidelines. Training is available to all personnel
through the Safe Workplace Program and may be mandatory in
jurisdictions where required by law.

Specific examples of conduct that may be considered threats or acts of

violence and violate this Policy include, but are not limited to, the
following:

Any unlawful and/or unpermitted touching of another or an

apprehension of another or an imminent, harmful, or offensive contact
such as hitting or shoving.
Threatening to harm or injure a person or to damage his/her property.
The intentional destruction or threat of destruction of Meta property.
 Harassing or threatening phone calls.
Harassing or stalking behavior including through technology such as
e-mail, voicemail, text messaging, social networking sites, and video
surveillance.
Threatening to use firearms or other weapons.
To the extent permitted by local laws, possessing a firearm,
ammunition, bullets or other weapon on company premises or when
conducting company business (this includes receiving packages
containing ammunition, bullets, or weapons). See additional
information below for definitions relevant to the Company’s
prohibition on the possession of weapons on company premises.
Displaying symbols associated with hate groups.
Any behavior or situation that creates a reasonable fear or intimidation
response in others (i.e., threatening or bullying behavior. See Harassment
Policy for additional information).

The prohibition against threats and acts of violence as described above

applies to all Meta Personnel and visitors on Meta premises.

Company-owned equipment used for business purposes is not impacted

by this Policy (i.e. Mail rooms, facilities, culinary, etc.). To ensure the safety
of Meta Personnel, firearms and other weapons, as defined above, cannot
be shipped to Meta buildings using our Ship Happens mail service.
Further, any package found to contain items deemed unsafe or
hazardous will not be delivered to the addressed employee.

This Policy does not prohibit those persons required as a part of their
company-assigned job duties from carrying a firearm or other weapon in
the performance of those duties (e.g., security personnel who are
required to carry a firearm). Nor does this Policy prohibit the possession
of weapons on company premises by on-duty law enforcement officials
whose possession of such weapon is incidental to their official duties.

When in compliance with applicable law, pepper spray containers less

than 2.5 ounces are permitted on company premises as long as they are
properly stored and not visible to personnel when there is no legitimate
need for use.

What Must be Reported

Meta Personnel must report immediately to a member of Meta
management, a Human Resources Business Partner (HRBP), Employee
Relations Business Partner (ERBP), Contingent Worker Business Partner
(CWBP), or the Global Security Operations Center (GSOC) any concerning
situations, threats, or acts of violence, including domestic violence and
stalking, whether direct or indirect threats that occurred at a Meta facility
or involved Meta Personnel while on company business. All Meta
Personnel are responsible for reporting threats or threatening behavior
they have witnessed, received, or had reported to them. In addition,
convictions and protective/restraining orders as described in the sections
below must also be reported.

Early Warning Signs and Indicators

Although Meta does not expect Meta Personnel to be skilled at
identifying potentially dangerous individuals, Meta personnel are
expected to exercise good judgment and to inform Meta management,
an HRBP, ERBP or CWBP of any Meta personnel or visitor exhibiting
behavior that could be a sign of a potentially dangerous situation.

The following information can be used by Meta Personnel as a guide to

concerning behaviors and situations possibly warranting reporting:

Aggressive outburst or other threatening behaviors

Excessive displays of anger
Verbal abuse or harassment by any means or medium
Obsessive intrusion upon others or persistent unwanted romantic
pursuit
Erratic, impulsive, or bizarre behavior that has generated fear among
coworkers
Suicidal or homicidal thoughts or ideas
 High degree of emotional distress
Fascination with weapons
Any behavior or collection of behaviors that instill fear or generate a
concern that a person might act out violently
Any indicators that a domestic abuse situation could impact safety at
the workplace such as an unusual amount of unwanted or unwelcome
phone calls, emails, texts or visits to the workplace by a current or
former partner.

The list above is not an exhaustive list. Please use your best judgment in
determining whether a situation warrants reporting. An individual can
exhibit one or more of the above behaviors and never resort to violence.
However, behaviors and situations of concern create a need for careful
examination and, at times, formal intervention through Safe Workplace
protocols. Triggering life events, such as financial hardship, family
problems, death of a loved one or loss of employment, could increase the
risk of an individual moving down a concerning path. Positive life events
like getting counseling or other support may prevent a tragic incident.

Convictions
Where any Meta Personnel are convicted of a felony or serious crime of
violence or threat of violence under any criminal code provision, Meta,
subject to applicable law, reserves the right to determine whether the
conduct involved is related to the individual’s position and adversely
affects the legitimate business interests of the Company. Unless
otherwise provided for by applicable law, any Meta Personnel convicted
of such a crime must promptly report the conviction to Meta, absent a
court order to the contrary, in order for the company to make this
determination. Failure to do so is a violation of this Policy.

Protective or Restraining Orders

Meta Personnel who have concerns for their safety and who apply for or
obtain a protective or restraining order are required to disclose their
concerns to their Meta manager, an HRBP or CWBP. Each situation and
such orders will be addressed with safety and the individual’s privacy in
mind.

Reporting Process
When Meta Personnel become aware of an imminent act of violence or a
threat of imminent or actual violence, emergency assistance must be
sought by dialing the local emergency number followed by calling the
Global Security Operation Center (GSOC).

Any person who is the subject of, or a witness to, workplace violence or a
violation of this Policy should promptly report the incident or violation to:

Global Security via a local Security Officer or the Global Security

Operations Center (GSOC) security@fb.com; or

Manager/Meta Assignment Manager (FBAM) or team leader; or

HRBP/ERBP/CWBP.

Any supervisor or manager who receives a report under this Policy must
immediately inform the GSOC, HRBP, ERBP or CWBP.

It is against company policy to retaliate against an individual who reports

what he/she believes in good faith to be workplace violence and/or a
violation of this policy.

Confidentiality
To the extent permitted by law, except when maintaining confidentiality
could compromise the security of the workplace or an ongoing criminal
investigation, it is important to attempt to generally maintain the
confidentiality of the Meta Personnel who discloses information
regarding a report of workplace violence, domestic violence, or stalking.
When information provided must be disclosed within and/or external to
the company (such as due to security reasons), the Company will
endeavor to limit the breadth and content of such disclosure is limited to
information reasonably necessary, to the extent practical, to conduct an
investigation (when appropriate), protect the safety of the disclosing
individual and others, and/or comply with the law.

All reports will be taken seriously. Where appropriate, Meta will

investigate and take steps to remedy any violation of this Policy. Possible
remedial action could include a range of possible responses, such as
referral to appropriate medical authorities, professional counselors, law
enforcement or other agencies.

Although each situation varies, the first goal in managing potential

violence is to enhance the safety of all involved. While the length of an
investigation depends on a variety of factors, any person who makes
substantial threats, exhibits threatening behavior or engages in violent
acts on company property may be removed from the premises as quickly
as safety permits and may be required to remain off company premises
pending the outcome of the investigation. Meta will implement any other
protective measures deemed appropriate under the circumstances. For
information on potential disciplinary action, refer to the Policy
Enforcement section herein.

Policy Enforcement
A violation of this Policy or law may result in disciplinary action up to and
including termination of employment for Meta employees or removal
from Meta’s account for contingent workers, subject to applicable law.
For Meta managers, please be aware of your responsibilities under the
Code of Conduct to report compliance concerns and alleged or known policy
or legal violations to your Employee Relations Business Partner, Human
Resources Business Partner, or Legal. Please report concerns regarding
contingent workers to CWQuestions@fb.com.

Policy Exceptions
Exception requests should only be made under extraordinary
circumstances with a valid business need. Fill out the Global Security
Documentation Request form or email GSGovernance@FB.com to request an
exception.
Definitions
For purposes of this Policy, Meta defines the following terms as set forth
below:

“Workplace violence” to include all threats, threatening behaviors or

acts of violence occurring on Meta premises, or involving Meta
Personnel while conducting business, regardless of the relationship
between Meta and the parties involved in the incident.
“Weapons” is defined to include firearms, ammunition, switchblades,
gravity blades, any knife with a blade longer than three inches (other
than knives used by culinary staff, box cutters used by mailroom
personnel or facilities in the normal course of business), Billy knives,
blackjacks, bludgeons, metal knuckles, stun guns and tasers, pepper
spray, bow and arrows, or any other hunting equipment, and all deadly
weapons, defined to be instruments, articles, or devices designed for
and presently capable of causing death or serious physical injury.
Firearms are designed to expel a projectile by the action of an
explosive, gas, air or by any other means, including, but not limited to,
pistols, revolvers, shotguns, rifles, bb guns, airsoft and paintball guns.
“Meta company premises” is defined as all company-owned or leased
buildings and surrounding areas such as sidewalks, walkways,
driveways, and parking lots under the company’s ownership or control
or spaces temporarily rented for events. This Policy applies to all
company-owned or leased vehicles and, subject to any applicable law
to the contrary, all vehicles that come onto the company premises. The
prohibition against possessing weapons on company premises
supersedes any authorization granted by a government issued
concealed weapons permit, except where contradicted by applicable
law (e.g., for secured storage in a personal vehicle).

Additional Resources
For any questions about this Policy, please contact your manager/FBAM,
security@fb.com, or communityresilience@fb.com.
Related Policy information is located at:

Safe Workplace Program Wiki

Domestic Abuse and Intimate Partner Violence

First Posted Date: July 19, 2017

Last Updated: 03/15/22

Portal Version: 12