By Susan Schoenfeld, JD, Senior Legal Editor
Yesterday, we heard from BLR’s Senior Legal Editor, Susan Schoenfeld, JD, concerning workplace violence prevention. Today, more on the subject, including what policy you should implement to help prevent such violence.
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Start with a Policy
Another means of addressing the potential for workplace violence and reducing employees’ growing concern for their safety, employers should consider developing or enhancing a violence prevention policy. The basic elements of a workplace violence prevention policy should include:
- Domestic violence and sexual harassment: A workplace violence policy should provide employees with a confidential means to report threats or violence related to domestic violence or sexual harassment. An employee can be reluctant, afraid, or otherwise disinclined to report violent or threatening behavior by a current or former spouse or partner. An employee can be similarly hesitant to report violence or threats connected with sexual harassment, stalking, or other unwanted sexual attention by a supervisor, employee, or nonemployee.
- Worksite review and analysis: Employers should appoint a threat assessment team as the Occupational Safety and Health Administration’s (OSHA) workplace violence prevention guidelines suggest. OSHA recommends that the team undertake a step-by-step, commonsense review of the workplace to find existing or potential workplace violence risks.
- Incident reporting: A violence prevention policy should set out the responsibilities of individuals and departments in implementing the policy. Employees must know to whom they should report suspicious activity, acts of violence, or other safety concerns. An employer can encourage employees to report violent or threatening situations by ensuring employee confidentiality. Employees might resist reporting threatening behavior if they fear retaliation or becoming a subject of rumors.
- Employee guidelines and safety plans: An employer’s human resources or security personnel should develop guidelines for employees on handling threats and violent incidents. If warranted, they should work with at-risk employees to develop safety plans that address the specific risks the employees face.
Some of the factors that put employees at risk for violence include exchanging money with the public; working alone or in small numbers; working late night or early morning hours; working in high-crime areas; guarding valuable property or possessions; and working in community settings. Human resources and security personal also should develop plans to protect employees who report they are being harassed, stalked, or threatened.
Utilize Community Resources
Employers should make use of community resources in developing violence prevention programs. Police officers, self-defense experts, judges, psychologists, prosecutors, domestic violence counselors, and victims’ rights advocates are some of the individuals an employer can consult for guidance on combating workplace violence.
An employer usually can arrange with the local police department for an officer to speak with employees about crime prevention, security, and handling threats or violent incidents. OSHA publishes a number of resources on workplace violence at its website.
Additional resources
- Workplace Violence. This OSHA webpage contains links to a variety of training and reference materials, including presentations, publications, and handouts.
- Violence Prevention Program—Online. This Oregon OSHA Online Course provides information about methods to recognize, evaluate, and respond to risk factors related to workplace violence.
- Workplace Violence—Training. The University of Minnesota (UM), Minnesota Center Against Violence and Abuse (MINCAVA) provides training resources specific to workplace violence, including U.S. Office of Personnel Management guide, the OSHA guidelines, and a prevention guide from the state of Minnesota.