Workplace Safety & Security

47G is committed to maintaining a safe, secure, and healthy workplace for employees, visitors, members, partners, vendors, and others who interact with the organization.

Safety is an operating standard. It applies in the office, at events, during travel, at partner locations, at manufacturing facilities, at public-sector meetings, and in every setting where employees represent 47G.

Employees are expected to follow all safety rules, posted instructions, facility requirements, event procedures, and supervisor directions. Employees must use required protective equipment, maintain orderly workspaces, avoid unnecessary risk, and conduct themselves in a way that protects both people and property.

When employees visit manufacturing facilities, laboratories, hangars, military-connected facilities, test environments, or other operational locations, they must follow the host site’s safety and security requirements without exception.

Every employee shares responsibility for workplace safety.

Employees are expected to remain alert, use sound judgment, report hazards, follow emergency procedures, and take reasonable action to prevent injury or damage. Employees should not assume that safety is someone else’s responsibility.

Employees must not engage in conduct that creates unnecessary risk, including horseplay, unsafe use of equipment, bypassing safety controls, ignoring facility instructions, driving unsafely while conducting company business, or entering restricted areas without authorization.

Supervisors are responsible for reinforcing safety expectations, responding to reported concerns, documenting incidents when appropriate, and ensuring that employees understand role-specific or site-specific safety requirements.

Employees must promptly report unsafe conditions, hazards, equipment concerns, facility issues, security risks, near misses, or other safety concerns to their supervisor, Human Resources, Operations, or authorized leadership.

Unsafe conditions may include damaged equipment, blocked exits, trip hazards, exposed wiring, unsafe driving conditions, unauthorized visitors, suspicious activity, unsecured confidential materials, unsafe event conditions, or failure to follow site-specific safety rules.

Employees should report concerns early, even when the issue appears minor. Small risks can become serious failures when left unaddressed.

47G prohibits retaliation against any employee who reports a safety concern in good faith.

Employees must report work-related injuries, illnesses, accidents, and near misses as soon as possible, regardless of severity.

This includes injuries or illnesses that occur in the office, while traveling for work, during 47G events, at partner locations, at member sites, or while performing authorized work-related duties.

Prompt reporting allows 47G to support the employee, address hazards, document the incident, preserve evidence, notify appropriate parties, and comply with workers’ compensation and safety requirements.

An employee who becomes injured or ill while working should notify their supervisor immediately, or as soon as reasonably possible if immediate notice is not feasible due to the nature of the injury or emergency.

47G may require completion of an accident or incident report following any workplace injury, illness, accident, property damage, near miss, safety concern, or security event.

The report should include the date, time, location, individuals involved, witnesses, description of what occurred, contributing conditions, injury or damage details, and any immediate corrective action taken.

Employees are expected to provide accurate and complete information. Employees must not conceal incidents, alter facts, pressure witnesses, or delay reporting to avoid accountability.

Supervisors should escalate accident reports promptly to Human Resources, Operations, Finance, the workers’ compensation contact, insurance provider, or authorized leadership as appropriate.

Employees who experience a work-related injury or illness may need medical care.

Depending on the circumstances and applicable workers’ compensation requirements, employees may be directed to an approved medical provider, urgent care provider, occupational health provider, emergency department, or other appropriate medical resource.

In an emergency, employees should seek immediate medical attention or call emergency services. Safety comes first.

Employees are expected to follow medical instructions, provide required work-status documentation when appropriate, and keep 47G informed of work restrictions or return-to-work limitations.

47G supports employees returning to work after a work-related injury or illness when they are medically able to do so.

The return-to-work process may include medical clearance, review of work restrictions, temporary modified duties, adjusted schedules, equipment changes, remote work when appropriate, or other measures consistent with business needs and applicable law.

Employees must provide required documentation when requested and must not return to work in violation of medical restrictions.

47G will evaluate return-to-work needs in coordination with the employee, supervisor, Human Resources, medical provider, workers’ compensation carrier, and authorized leadership when appropriate.

Employees should know the location of fire exits, alarms, extinguishers, evacuation routes, and designated assembly areas in the workplace.

If a fire is discovered, employees should activate emergency procedures, notify others in the immediate area if safe to do so, evacuate promptly, and contact emergency services.

Employees should not attempt to fight a fire unless they have been trained, the fire is small and contained, the proper equipment is available, and doing so does not place anyone at risk.

After evacuation, employees should not re-enter the building until authorized by emergency personnel or designated 47G leadership.

Employees must follow evacuation instructions during emergencies, drills, alarms, or other safety events.

During an evacuation, employees should leave promptly, avoid elevators when instructed, assist visitors if safe and appropriate, proceed to the designated assembly area, and check in with a supervisor or designated contact.

Employees should not delay evacuation to retrieve personal items unless doing so is safe and does not interfere with emergency response.

Supervisors may be responsible for accounting for employees, visitors, or event participants depending on the location and circumstances.

Natural disasters may include earthquakes, severe storms, floods, wildfires, extreme weather, power outages, public safety incidents, or other events that affect workplace operations.

Employees should follow emergency instructions, facility procedures, public safety guidance, and directions from authorized leadership.

When natural disasters affect travel, events, office access, remote work, or employee safety, 47G may adjust schedules, close offices, cancel events, move meetings remotely, or provide other instructions.

Employees should notify their supervisor as soon as possible if a natural disaster affects their ability to work, travel, communicate, or remain safe.

Employees should call emergency services immediately when a medical emergency occurs.

Medical emergencies may include serious injury, chest pain, difficulty breathing, loss of consciousness, stroke symptoms, severe allergic reaction, seizure, major bleeding, or any condition that appears urgent or life-threatening.

Employees should notify a supervisor or authorized leader as soon as it is safe to do so. Employees should not attempt to provide medical care beyond their training.

47G will handle medical emergency information with discretion and share details only with those who have a legitimate need to know.

Employees are responsible for keeping emergency contact information current.

Emergency contact information may be used if an employee is injured, becomes ill, cannot be reached, or is involved in an urgent workplace situation.

Employees should promptly update emergency contact information when names, phone numbers, relationships, or other relevant details change.

47G will maintain emergency contact information with appropriate confidentiality.

47G may control access to offices, event spaces, storage areas, technology systems, records, and other work locations to protect employees, visitors, confidential information, equipment, and organizational operations.

Employees must follow building access procedures, including check-in requirements, office hours, visitor protocols, alarm procedures, parking rules, and after-hours access expectations.

Employees should not allow unauthorized individuals to enter secured areas, tailgate into controlled spaces, use employee access credentials, or remain in the workplace without appropriate authorization.

Employees working after hours or in low-occupancy settings should use additional awareness and follow applicable safety procedures.

Keys, badges, access cards, passwords, codes, security tokens, and other credentials are issued for authorized business use only.

Employees must protect access credentials from loss, theft, misuse, and unauthorized sharing. Employees may not lend credentials to coworkers, visitors, vendors, family members, friends, or any unauthorized person.

Lost, stolen, compromised, or misused credentials must be reported immediately to Operations, Human Resources, the employee’s supervisor, or authorized leadership.

Employees must return all physical and digital access credentials upon request or separation from employment.

Visitors must be managed in a way that protects safety, confidentiality, and professionalism.

Employees who host visitors are responsible for ensuring visitors follow applicable check-in procedures, remain in authorized areas, and do not access confidential information, employee records, internal systems, restricted materials, or private meetings without approval.

Visitors may include members, partners, vendors, public officials, candidates, contractors, family members, delivery personnel, event participants, or other guests.

47G may restrict or remove visitors who disrupt work, create safety concerns, violate confidentiality, refuse to follow instructions, or act inconsistently with 47G standards.

Employees must promptly report security concerns, suspicious activity, unauthorized access, missing property, threats, stalking, workplace violence concerns, unusual behavior, unknown individuals in restricted areas, compromised credentials, or any condition that may place people, property, systems, or confidential information at risk.

If there is an immediate threat to life or safety, employees should call emergency services first and notify 47G leadership when safe.

Security concerns should be handled with seriousness and discretion. Employees should not investigate potentially dangerous situations on their own unless specifically trained and authorized to do so.

47G may take appropriate action to protect employees, visitors, partners, property, information, and operations.

47G is committed to maintaining a workplace free from the effects of illegal drugs, misuse of controlled substances, and impairment that may threaten safety, performance, judgment, or trust.

Employees are prohibited from unlawfully manufacturing, possessing, using, distributing, selling, purchasing, transferring, or being under the influence of illegal drugs or unauthorized controlled substances while working, while on 47G premises, while using company property, while operating a vehicle for company business, while attending 47G events, or while representing the organization.

Employees may not misuse prescription medication, over-the-counter medication, or any substance that impairs their ability to work safely and effectively.

Employees using lawful prescription or over-the-counter medication are responsible for understanding whether the medication may affect their ability to perform work safely. Employees should notify their supervisor or Human Resources of any work restrictions, safety concerns, or limitations without disclosing unnecessary medical details.

Employees may not be impaired by alcohol while working, operating a vehicle for company business, attending required work activities, or representing 47G.

Alcohol may be present at certain approved industry events, receptions, dinners, conferences, or relationship-building functions. Employees who consume alcohol in such settings must do so responsibly, lawfully, and in a manner that reflects professional judgment.

Employees may not pressure others to consume alcohol, overconsume, drive while impaired, behave unprofessionally, violate host rules, or create reputational risk for 47G.

47G may prohibit alcohol use at any event, meeting, worksite, travel activity, or company-sponsored function at its discretion.

Employees must report to work in a condition that allows them to perform their duties safely, professionally, and effectively.

Impairment may result from alcohol, illegal drugs, misuse of prescription medication, misuse of over-the-counter medication, fatigue, or another condition that affects judgment, coordination, behavior, attention, or ability to perform work safely.

Employees who appear impaired may be removed from duty, sent home, restricted from driving, required to seek medical evaluation, or subject to other action appropriate to the circumstances and permitted by law.

Impairment at work may result in corrective action, up to and including termination of employment.

47G may require drug or alcohol testing when permitted by law and appropriate under the circumstances.

Testing may be considered in situations involving reasonable suspicion, workplace accidents, safety-sensitive duties, return-to-work requirements, government or partner requirements, post-incident review, or other circumstances authorized by law and 47G policy.

Employees must cooperate with lawful testing requirements. Refusal to participate in required testing, tampering with a test, attempting to alter results, or failing to follow testing procedures may result in corrective action, up to and including termination.

47G will administer any testing policy in accordance with applicable law, privacy requirements, and procedural safeguards.

47G is committed to maintaining a safe, healthy, and professional workplace.

Smoking is prohibited inside 47G offices, company buildings, company vehicles, indoor event spaces, and any other location where smoking is restricted by law, host policy, lease requirements, or 47G policy.

This policy applies to employees, visitors, vendors, contractors, and others present in 47G workspaces or work-related settings.

Vaping and the use of e-cigarettes are prohibited wherever smoking is prohibited.

Employees may not vape inside offices, company buildings, company vehicles, indoor event spaces, partner facilities, or any restricted location.

Employees must follow all site-specific smoking and vaping rules when visiting member locations, manufacturing facilities, public-sector offices, academic institutions, hotels, conference centers, or other work-related venues.

Smoking or vaping may occur only in designated areas, if such areas are available and permitted by law, site rules, and 47G policy.

Employees who use designated areas must do so during approved break times and must not allow smoking or vaping to interfere with work responsibilities, event duties, professional appearance, safety, or the comfort of others.

Employees must dispose of smoking or vaping materials safely and appropriately.

47G is committed to maintaining a safe workplace and work-related environment.

Except as permitted by applicable law or specifically authorized by 47G, employees may not possess, carry, display, use, threaten to use, or store weapons while working, while on 47G premises, while attending 47G events, while using company property, while operating a company vehicle, or while representing the organization.

Weapons may include firearms, explosives, knives not used for ordinary work or personal utility purposes, dangerous instruments, or any object used or intended to be used to threaten, intimidate, or cause harm.

This policy applies to offices, meetings, events, travel settings, partner locations, and other work-related environments to the fullest extent permitted by law.

47G will administer this policy consistent with applicable federal, state, and local law.

Exceptions may apply for law enforcement officers, authorized security personnel, military personnel acting in an official capacity, approved demonstrations or displays, or other circumstances expressly authorized by law and 47G leadership.

Employees may not assume an exception applies without clear legal authority or written approval from authorized leadership.

Nothing in this policy is intended to restrict rights that cannot lawfully be restricted by 47G.

Employees must promptly report weapons concerns, threats, intimidation, suspicious behavior, or any situation involving potential violence or safety risk.

Reports should be made to a supervisor, Human Resources, Operations, authorized leadership, building security, or emergency services depending on the urgency of the situation.

If there is an immediate threat to life or safety, employees should call emergency services first.

47G prohibits retaliation against employees who report safety or weapons concerns in good faith.