violence in workplace

high risk professions

Health-care and social service workers Visiting nurses Psychiatric evaluators Probation officers Community workers such as gas and water utility employees, phone and Cable TV installers Letter carriers Retail workers Taxi drivers

how can employee protect themselves?

Nothing can guarantee that an employee will not become a victim of workplace violence. These steps, however, can help reduce the odds: Learn how to recognize, avoid, or diffuse potentially violent situations by attending personal safety training programs. Alert supervisors to any concerns about safety or security and report all incidents immediately in writing. Avoid traveling alone into unfamiliar locations or situations whenever possible. Carry only minimal money and required identification into community settings.

violence prevention programs

Pre-employment screening (background checks) Develop written policies & procedures Training & education Employee Assistance Programs (EAPS) to educate on stress, abuse awareness, and emotional problems Threat management teams for risk assessment Security

What should employers do following an incident of workplace violence?

Provide prompt medical evaluation and treatment after the incident. Report violent incidents to the local police promptly. Inform victims of their legal right to prosecute perpetrators. Discuss the circumstances of the incident with staff members. Encourage employees to share information about ways to avoid similar situations in the future.

Individual Prevention of Violence

Screen (perform background checks on) applicants and test them for substance abuse to prevent "negligent hires". Offer preventive programs—including drug and alcohol testing— that can protect the firm from liability.

who is vulnerable?

Some 2 million American workers are victims of workplace violence each year. Workplace violence can strike anywhere, and no one is immune. Some workers, however, are at increased risk.

Organizational Prevention of Violence

Start with a written, zero-tolerance policy. Train employees to deal with anger and prevent violence. Take quick disciplinary action against employees who are violent at work; otherwise, aggression will spread. Have a system for dealing with grievances, and track incidents of violence. Screen job applicants for past or potential violence so they are not hired. Develop a good work environment.

What protections does OSHA offer?

The Occupational Safety and Health Act's (OSH Act) General Duty Clause requires employers to provide a safe and healthful workplace for all workers covered by the OSH Act. Employers who do not take reasonable steps to prevent or abate a recognized violence hazard in the workplace can be cited. Failure to implement suggestions, however, is not in itself a violation of the General Duty Clause.

high risk workers

Workers who exchange money with the public Workers who deliver passengers, goods, or services; Workers who work alone or in small groups, Workers who work during late night or early morning hours, Workers who work in high-crime areas, or in community settings and homes where they have extensive contact with the public.

workplace violence

Workplace violence is violence or the threat of violence against workers. It can occur at or outside the workplace and can range from threats and verbal abuse to physical assaults and homicide, one of the leading causes of job-related deaths. However it manifests itself, workplace violence is a growing concern for employers and employees nationwide.

Negligent hiring

occurs when an employee who actually caused the death or injury had a clear history or reputation indicating a propensity to behave in a certain way and this record would have been discoverable by the employer through, appropriate due diligence

Negligent retention

occurs where an employer failed to remove an employee from a position of responsibility after it became apparent or should have been apparent that the employee should not have had this responsibility