Employees must understand that they will not be retaliated against or otherwise punished unless it is quite clear that the accusations or reports were intentionally spiteful or fraudulent and the burden that will be placed on defining such malfeasance will be very hard to exceed (Romano, and Levi-Minzi, and Rugala, and Hasselt). Reactions

Any employee, manager or executive that engages in workplace violence of any sort will be subjected to immediate termination in most to all instances with very little exception. Even statements supposedly made in jest will be taken very seriously and the consequences can absolutely be the same. If there is any doubt about the intentions of the person making the statement or engaging in workplace violence, the firm will side with whatever makes the firm and the employees the safest as nothing will be left to chance or assumptions (Romano, and Levi-Minzi, and Rugala, and Hasselt).

As noted above, retaliation against well-intentioned reporters of workplace...

If the guilt of the accused is in question, any suspension will be with full pay but any person verified to be guilty will immediately be terminated unless there is a clear and over-arching reason why this may not be appropriate. The firm would tend to prefer a zero-tolerance policy but exceptions (e.g. statements in jest, etc.) are always possible but will be extremely unlikely (Romano, and Levi-Minzi, and Rugala, and Hasselt).
Works Cited

OSHA. "Occupational Safety and Health Administration - Home." Occupational Safety and Health Administration - Home. n.p., 29 Apr. 2013. Web. 29 Apr. 2013. .

Romano, Stephen J., Micol E. Levi-Minzi, Eugene a. Rugala, and Vincent Van Hasselt. "FBI -- " Workplace Violence Prevention." FBI -- " Homepage. n.p., 29 Apr. 2013. Web. 29 Apr. 2013. .