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"Workplace violence" is defined by OSHA as an act or threat of physical violence, harassment, intimidation or other threatening disruptive behavior that occurs at the work site. It can involve employees, customers, visitors or intruders.
Nearly two million American workers are victims of workplace violence every year, ranging from verbal abuse to physical assault to homicide. OSHA estimates there may be millions more incidents that go unreported.
Addressing the Workplace Violence Epidemic
To address workplace violence more effectively, OSHA updated its Enforcement Procedures and Scheduling for Occupational Exposure to Workplace Violence, OSHA Directive CPL 02-01-058. OSHA is putting more responsibility on employers to keep their workers safe from violence on the job.
Just as companies can be on the hook for not addressing job-related hazards, they can also be held responsible for violent situations if the company failed to keep the workplace free of a hazard, especially if:
OSHA also lists known risk factors that could expose a business to increased incidents of violence including:
Regardless of the risk factors, OSHA indicates that one of the best protections against co-worker violence is a zero-tolerance policy for violence, aggression, bullying, harassment, etc.
Developing Comprehensive Workplace Violence Prevention Programs
According to the U.S. Bureau of Labor Statistics, 70 percent of U.S. workplaces do not have a formal policy that addresses workplace violence. Given the fact that no one can predict where or how violence will occur, businesses of all sizes should take the time to develop an effective program. This requires three important elements: planning, developing policies and procedures, and training.
Planning
The first step in developing a comprehensive program is to assess your risk. First, examine potential hazards. Ask questions like:
Next, take the "temperature" of the staff. Has anyone complained about being scared of another employee or of someone in their personal life? Is HR continually refereeing fights and bickering? Formal, anonymous surveys can be generated by HR to help assess how employees feel when it comes to their personal safety.
Policies and Procedures
When it comes to workplace violence programs, it is always better to have a program and never need it than to need one and not have it. Policies should be comprehensive, including:
Policies and procedures should be reviewed and modified as needed, as more information is gathered, as new risks are uncovered or as weaknesses in the existing plan are identified.
Training
Workplace violence is very real. Preparing your employees for the worst is critical in helping them make smart choices if they find themselves in a terrifying situation. Formal training on everything from how to handle an altercation between employees on the job, to third-party entrants into the building who mean harm, could save someone's life. Training should include:
Workplace violence is a scary and unpleasant topic to think about. Still, smart employers take steps to protect their employees, arming them with the knowledge to know what to do in the event of a violent incident. Even if you don't think you need a policy, OSHA now demands that you take the time to properly assess and address your risk factors.