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NFL's Violent Crime Policy

Before the 1997 season, amid growing concern about violence in the league, the NFL adopted an anti-violence policy, the only one of its kind among the major U.S. sports. The NFL's Violent Crime Policy today calls for a mandatory psychological evaluation for any player accused of a violent crime, and a fine or suspension for those convicted of or admitting to a violent crime.

The following table is the text of the league's policy against violent crimes:

NFL's Violent Crime Policy General Policy Engaging in violent criminal activity is unacceptable and constitutes conduct detrimental to the integrity of and public confidence in the National Football League. Such activity has potentially tragic consequences for both the victim of the crime and the perpetrator. The League is committed to providing a safe workplace for its employees and will not tolerate conduct which endangers its employees or the general public. NFL employees shall not by their words or conduct suggest that criminal activity -- violent or not -- is acceptable or condoned within the NFL.  Employees Covered By Policy All full-time employees of the National Football League, its related entities and member clubs ("Covered Employees") are subject to this policy.  Prohibited Conduct It will be considered conduct detrimental for Covered Employees to engage in (or to aid, abet or conspire to engage in or to incite) violent criminal activity. This policy will be applicable to all criminal conduct involving violence which occurs after the Covered Employee commences negotiations for employment with the NFL, any NFL club or related entity (including, in the case of players, those drafted by an NFL club as well as those under contract of employment) and will include all such conduct occurring after that date.  Examples of prohibited conduct Include, without limitation: any crime involving the use or threat of physical violence to a person or persons; the use of a deadly weapon in the commission of a crime; possession or distribution of a weapon in violation of state or federal law; involvement in "hate crimes" or crimes of domestic violence; crimes involving the destruction of property; or violent or threatening conduct initiated in the workplace or a workplace-related setting.  Employees Charged With Violent Criminal Activity Any Covered Employee charged with conduct prohibited by this policy will be required immediately to undergo a mandatory clinical evaluation and, if directed, appropriate counseling. Such evaluation and counseling must be performed under the direction and supervision of the NFL Vice President of Player and Employee Development. Failure to cooperate with evaluation and counseling shall itself be conduct detrimental to the National Football League and shall be punishable by fine or suspension at the discretion of the Commissioner of the National Football League.  Employees Convicted of Violent Criminal Activity Any Covered Employee convicted of or admitting to prohibited conduct (including within the context of a diversionary program, deferred adjudication, disposition of supervision, or similar arrangement including but not limited to a plea to a lesser included offense or nolo contendre) will be subject to a fine or suspension without pay by the Commissioner. In the case of coaching or player employees, discipline also may include suspension from participation in preseason, regular season, and postseason games. Any Covered Employee convicted of or admitting to a second crime of violence will be suspended without pay or banished from the National Football League for a period of time to be determined by the Commissioner.  Employees Engaged in Violent Activity in the Workplace Every employee is entitled to a safe workplace free of violence and threats against personal safety. Violent conduct in the workplace or against other employees is prohibited. Any Covered Employee who commits or threatens violent acts against co-workers, regardless of whether criminal charges are brought, shall be subject to discipline, including termination of employment.  Other Discipline Nothing in this policy shall restrict the imposition of appropriate discipline up to and including termination of employment of any person covered by this policy except to the extent that such discipline may be limited by a collective bargaining agreement or individual contract terms.

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