Workplace Violence Prevention Standards Gaining Traction Nationwide
New state requirements and federal guidance are pushing employers to formalize workplace violence prevention programs.
AEA Editorial Team
Increasing Requirements
Workplace violence prevention is receiving increased attention from regulators at both the state and federal level. Several states have enacted or proposed requirements for employers to develop and implement formal workplace violence prevention plans, and OSHA continues to provide guidance on the topic.
What Employers Need
A comprehensive workplace violence prevention program should include:
- Written policy: A clear statement prohibiting workplace violence with definitions of prohibited conduct
- Risk assessment: Identification of workplace-specific risk factors and vulnerabilities
- Reporting procedures: Multiple channels for employees to report threats or concerns without fear of retaliation
- Response protocols: Clear procedures for responding to incidents, including coordination with law enforcement
- Training: Regular training for all employees on recognizing warning signs and following reporting procedures
- Post-incident response: Plans for supporting affected employees and conducting post-incident reviews
Industry-Specific Considerations
Certain industries face elevated risks and may be subject to additional requirements:
- Healthcare: Already subject to specific OSHA guidelines and state mandates in several jurisdictions
- Retail: Late-night operations and cash handling create unique risk factors
- Social services: Client-facing roles may involve volatile situations
- Education: Schools and training facilities have specific security considerations
Getting Started
Employers who do not have a formal workplace violence prevention program should begin by conducting a risk assessment of their workplace. Identify potential hazards, review any past incidents, and engage employees in the process. Even businesses not currently subject to specific mandates benefit from having a proactive program in place, as it demonstrates reasonable care and can reduce liability exposure.
Work with your insurance carrier, local law enforcement, and HR counsel to develop a program tailored to your specific workplace and industry.