Workplace Violence Prevention

Workplace violence is any act or threat of physical violence, harassment, intimidation, or other threatening disruptive behavior that occurs at the work site. It ranges from threats and verbal abuse to physical assaults and homicide. It can affect and involve employees, visitors, clients, and anyone else who encounters workers.

Type I — Criminal Intent (perpetrator has no relationship to the business). Type II — Customer/Client (perpetrator is a client, patient, or customer). Type III — Worker-on-Worker (perpetrator is a current or former employee). Type IV — Personal Relationship (perpetrator has a personal relationship with an employee, e.g., domestic violence that spills into the workplace).

Type I involves a perpetrator who has no legitimate relationship to the business or its employees. The violence is typically committed in conjunction with a crime such as robbery, shoplifting, or trespassing. Workers who exchange money with the public, work late at night, or work alone are most at risk.

Type II involves a perpetrator who is a customer, client, patient, student, or other person receiving services from the organization. Healthcare workers, social service workers, teachers, and customer service agents are at elevated risk. This is the most common type in healthcare settings.

Type III involves a current or former employee who attacks or threatens another employee. This can include bullying, verbal abuse, physical assault, or targeted violence. Warning signs often appear over time through behavioral changes, threatening statements, or interpersonal conflicts that escalate.

Type IV involves a perpetrator who has a personal relationship with an employee — often domestic violence or stalking that follows the victim into the workplace. The perpetrator may be a spouse, partner, family member, or acquaintance. Coworkers and bystanders may also be injured.

Type II (Customer/Client). Healthcare workers face an elevated risk from patients, visitors, or their family members. The Bureau of Labor Statistics reports that healthcare workers are 5 times more likely to experience workplace violence than workers in other industries.

Warning signs include: increased absenteeism, declining work performance, social withdrawal, mood swings or emotional instability, verbal threats or intimidation, fascination with weapons, substance abuse, paranoia, inability to handle criticism, blaming others for problems, expressions of hopelessness, and statements about getting even.

A direct threat explicitly states an intention to harm ('I'm going to hurt you'). An indirect threat implies violence without stating it directly ('People who do that deserve what they get') or uses conditional language ('If they don't fix this, something bad will happen'). Both must be taken seriously and reported.

A veiled threat strongly implies violence but does not explicitly state it. Examples include: 'You'll regret this,' 'I know where you live,' or 'Some people just need to be taught a lesson.' Veiled threats are often used to create fear while maintaining plausible deniability. They should always be reported.

A TAT is a multidisciplinary team that evaluates reports of threatening behavior, assesses the level of risk, develops intervention plans, monitors situations, and coordinates responses. Typical members include representatives from HR, security, legal, management, Employee Assistance Program, and mental health professionals.

A TAT typically includes: Human Resources representative, Security/Law Enforcement, Legal Counsel, Employee Assistance Program (EAP) counselor, senior management representative, and sometimes a behavioral health professional. The team takes a multidisciplinary approach to evaluate and manage threats.

The EAP is a confidential resource providing free counseling and support services to employees and their families. In workplace violence prevention, EAP provides crisis intervention, stress management, conflict resolution support, mental health referrals, and substance abuse treatment. EAP referrals can be part of a threat management plan.

Key components include: written policy with zero tolerance for violence, management commitment and employee involvement, worksite hazard analysis, hazard prevention and control measures, safety and health training, threat reporting procedures, threat assessment team, incident response plan, post-incident response procedures, and program evaluation.

A zero-tolerance policy means the organization will not accept any form of workplace violence — including threats, intimidation, harassment, bullying, or physical violence — regardless of who commits it or their position. Violations result in consequences up to and including termination and criminal prosecution. The policy applies to all employees, contractors, and visitors.

Speak calmly and slowly. Use a low, non-threatening tone. Maintain a safe distance (at least arm's length). Keep your body language open and non-confrontational. Listen actively and acknowledge their feelings. Avoid arguing, threatening, or challenging. Do not make sudden movements. Offer options and choices. Know when to disengage and call for help.

Risk factors include: working alone or in isolated areas, handling money or valuables, providing services to volatile individuals, working late at night or early morning, working in high-crime areas, poor lighting, lack of security systems or personnel, inadequate escape routes, and workplace cultures that tolerate bullying or intimidation.

Take the threat seriously regardless of how it is delivered. Do not confront the person. Remove yourself from the situation if possible. Report immediately to your supervisor, security, HR, or the threat assessment team. Document what was said (exact words if possible), when, where, and any witnesses. Do not minimize or dismiss the threat.

All employees have a duty to report workplace violence, threats of violence, or behaviors that suggest potential for violence. Early reporting is critical for prevention. Reports should be made to supervisors, security, HR, threat assessment teams, or through anonymous reporting mechanisms. Failure to report can allow situations to escalate.

Employees who report in good faith are protected from retaliation under various federal and state laws. OSHA's General Duty Clause requires employers to provide a workplace free from recognized hazards. Whistleblower protections apply. Employers cannot discipline, demote, or terminate employees for reporting threats or violence in good faith.

Domestic violence becomes workplace violence (Type IV) when an abusive partner follows the victim to work, makes threatening calls or visits, stalks the victim at the workplace, or commits violence at the work site. It puts the victim and coworkers at risk. Organizations should have policies to support victims and enhance security when domestic violence situations are identified.

A restraining order is a court order prohibiting the named person from contacting or coming near the protected person, including at their workplace. Employees should notify security and HR about active restraining orders. The employer can seek a workplace violence restraining order on behalf of employees. Violating a restraining order is a criminal offense.

A WVRO is a court order that an employer can seek to protect employees from threats of violence. Unlike personal restraining orders, it is obtained by the organization rather than the individual. It can prohibit a person from entering the workplace, contacting employees, or engaging in threatening behavior. Available in many states.

False. Workplace violence encompasses a spectrum of behaviors including verbal threats, intimidation, harassment, bullying, stalking, property damage, and physical assault. OSHA's definition includes 'any act or threat of physical violence, harassment, intimidation, or other threatening disruptive behavior.'

Healthcare workers (especially emergency and psychiatric), social service workers, late-night retail workers, taxi/rideshare drivers, delivery personnel, law enforcement officers, educators, and anyone who works alone, handles money, works in high-crime areas, or serves volatile populations.

Horizontal violence is aggression directed at colleagues at the same organizational level — peer-to-peer bullying, sabotage, withholding information, gossiping, scapegoating, and verbal abuse. It is particularly prevalent in nursing and other high-stress professions. It is a form of Type III workplace violence.

DoDI 1438.06, 'DoD Workplace Violence Prevention and Response Policy.' It establishes policy for preventing, reporting, and responding to workplace violence involving DoD civilian employees and military members. It requires each DoD component to establish a workplace violence prevention program and threat management team.

The Defense Civilian Personnel Advisory Service (DCPAS) provides policy guidance, training resources, and program oversight for workplace violence prevention across the DoD. DCPAS develops training materials, maintains guidance for threat assessment teams, and supports DoD components in implementing DoDI 1438.06.

Workplace bullying is repeated, unreasonable actions directed at an employee intended to intimidate, degrade, humiliate, or undermine. It includes verbal abuse, public humiliation, excluding someone from meetings/communication, assigning impossible tasks, threatening job security, spreading rumors, and undermining work performance. It is a form of workplace violence.

1) Early warning signs (personality changes, arguments). 2) Escalation (angry outbursts, threats of harm). 3) Further escalation (destruction of property, stalking, explicit threats). 4) Crisis point (physical assault, use of weapons). 5) Resolution/Aftermath (investigation, intervention, support). Intervention at early stages prevents progression.

Document the date, time, and location. Record exact words used (direct quotes when possible). Identify all parties involved and witnesses. Describe the behavior observed. Note any physical evidence. Document actions taken. Maintain records in a secure, confidential location. Documentation should be factual and objective — not interpretive.

Emergency notification procedures, evacuation and shelter-in-place plans, designated safe rooms, communication protocols, law enforcement coordination, medical response, threat assessment team activation procedures, victim support services, media communication plan, post-incident investigation procedures, and after-action review process.

Current or former employees who commit workplace violence often have insider knowledge including building layout, security gaps, daily routines of potential victims, access codes, and knowledge of response plans. This insider knowledge makes Type III threats particularly dangerous and requires organizations to update security measures when employees are terminated or exhibit threatening behavior.

Conduct a threat assessment before the termination. Have security present. Terminate in a private location. Be direct but respectful. Immediately revoke access (badges, keys, passwords, IT access). Escort the employee from the premises. Brief remaining staff. Monitor the situation after termination. Offer EAP resources. Notify reception/security about the individual.

Substance abuse is a significant risk factor for workplace violence. It can lower inhibitions, impair judgment, increase aggression, and exacerbate underlying mental health issues. Employees who appear to be under the influence at work should not be confronted alone. EAP referrals and supervisor intervention through proper channels are recommended.

False. There is no reliable profile of a workplace violence perpetrator. While there are behavioral warning signs and risk factors, no checklist can predict violence with certainty. Threat assessment is a process of evaluating behaviors and context — not profiling individuals. Anyone can be capable of violence under certain circumstances.