Developing a Workplace Violence Prevention Plan

Workplace violence is a serious occupational hazard. OSHA's General Duty Clause requires employers to provide a workplace free from recognized hazards likely to cause death or serious physical harm, and workplace violence can fall under this obligation. A written prevention plan is essential for identifying risks, training employees, and responding effectively to threats.

Types of Workplace Violence

OSHA identifies four categories of workplace violence:

• Type 1 (Criminal intent): The perpetrator has no relationship with the workplace and commits violence during a crime such as robbery
• Type 2 (Customer/client): Violence by a customer, client, patient, or other person the business serves
• Type 3 (Worker-on-worker): Violence between current or former employees
• Type 4 (Personal relationship): Violence by someone with a personal relationship with an employee, such as domestic violence that enters the workplace

Each type requires different prevention strategies, and your plan should address all types relevant to your workplace.

Risk Assessment

Begin with an honest assessment of your workplace risks:

• Review past incidents, threats, and near-misses
• Identify jobs or situations that put employees at higher risk (handling money, working alone, working late hours, public contact)
• Evaluate physical security measures including lighting, locks, cameras, and access controls
• Assess the effectiveness of current reporting and response procedures
• Survey employees about safety concerns they have observed

Policy Development

Your workplace violence prevention policy should include:

• A clear statement that violence, threats, and intimidation will not be tolerated
• Definitions of prohibited conduct including physical violence, verbal threats, intimidation, harassment, and property destruction
• A requirement that employees report all threats and concerning behavior
• Multiple reporting channels including options for anonymous reporting
• An assurance that reports will be taken seriously and investigated promptly
• A statement that no retaliation will occur against anyone who reports in good faith
• Consequences for violating the policy

Warning Signs and Threat Assessment

Train managers and employees to recognize warning signs of potential violence:

• Increasing expressions of anger, frustration, or hopelessness
• Threats, even if stated as jokes
• Fascination with violence or weapons
• Significant changes in behavior or work performance
• Social isolation or withdrawal from coworkers
• Excessive blaming of others or grievance collection
• History of conflict with coworkers or supervisors

Establish a threat assessment team or process for evaluating and responding to reported concerns. Not all warning signs indicate violence, but all should be evaluated by trained individuals.

Response Procedures

Your plan should include procedures for responding to active violence situations:

• Establish and communicate "Run, Hide, Fight" or similar response protocols
• Develop relationships with local law enforcement for coordinated response
• Create an emergency communication system to alert employees
• Designate safe areas and evacuation routes
• Identify who will call 911 and who will account for employees
• Plan for post-incident response including employee support and investigation

Conduct drills periodically to ensure employees know what to do. Review and update the plan after any incident or drill.