In Assessing above scenario root cause of confrontation was unabated name calling, verbal abuse and innuendos, in a contributory and improperly supervised environment. Supervisors who fail to step in can be held civilly liable and responsible for their failure to act early or appropriately to prevent escalation or confrontations. In cases of death or serious injury between employees or customers, wrongful death law suits are often filed in addition to criminal prosecution. Not knowing is no longer a legitimate excuse. When supervisors fail to act appropriately, management has burden of investigating incident, dealing with issue of aggressor over contributory behavior of instigator and decide on appropriate progressive actions (disciplinary or referral to local police) necessary.

And, so while a Zero Tolerance Policy is necessary and highly recommended, it should not be an absolute standard in administering discipline until "root cause" of contributory behavior becomes clear through Assessment Process. When controlling or addressing potential fruits of unwelcome behavior or to more appropriately, prevent incidents dealing with a Workplace Security Issue, every situation should not be resolved in same manner with same administrative decision. Any broad-brush approach to enforcing Zero Tolerance Policy sours innocent bystanders and prejudices potential witnesses who may fear retaliation or retribution, factors which may further complicate disciplinary process and/or criminal referral.

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