Preventing Workplace Violence Checklist

CORPORATE CULTURE Organizational Concern for Employee Safety  
  Designate a person to be responsible for a violence prevention program Permit the responsible person to have enough authority and resources to take necessary actions to ensure worker safety
    Make sure that all managers and employees understand their obligations to a safe work environment
  Identify all high-risk locations or position with the greatest risk of violence and processes and procedures that put employees at risk

Identify any root-cause of risk factors associated with individual violent incidents

Address current response systems

Eliminate and correct hazards



  For example, implement a “buddy system” or provide security escort at night, or possibly police assistance in potentially dangerous situations
PROGRAM REQUIREMENTS Create a written workplace violence prevention program and incorporate information into existing accident prevention program, employee handbook, or manual of standard operating procedures Include front-line workers and management in developing the plan
    Include front-line workers on the safety committee
    Ensure violence prevention program speaks to types of violent incidents occurring in your facility
  Create tracking and reporting on violent incidents to safety committee

Record all types of violence, such as:

•  physical assaults

•  harassment

•  aggressive behavior

•  verbal abuse

•  sexual assaults

  Provide Follow-up Treatment

Post-assault medical treatment

Psychological counseling

  Reporting process established for reporting violent incidents Coordinate with the police
COMMUNICATION Draft and communicate procedures for reporting and logging all incidents and threats of workplace violence  
  Create a notification system for employees to be made aware of any specific workplace security hazards or threats Make sure employees know about this system
  Create return loop system for employees to inform management about workplace security hazards or threats without fear of reprisal Make sure employees know about this system
    Enforce idea that managers are required to report staff concerns
VIOLENCE PREVENTION STRATEGIES Developing an organization that does not tolerate acts of violence and is prepared Top-down commitment from senior management
    Generate active participation to  maintain prevention efforts
  Conduct a Safety Assessment Address finding of assessment by prioritizing those issues that will have the greatest return for your efforts
    Form a cross-functional team
  Evaluate the vulnerability of your workplace. Identify any unique challenges that confront the organization
    Examine the company’s tasks, internal and external environments, surrounding area, customer profiles, and existing security measures, as well as safety policies and procedures
  Make sure that the workplace is secure.

Steps include video surveillance equipment, additional lighting, and security systems and protocols.


    Control facility access by means of IDs, electronic keys, and security personnel
TRAINING Provide training to managers on how to recognize warning signs for people who may be disposed towards violence. Make sure they know how to report their concerns and that concerns are taken seriously.
  Conduct safety education for all workers Emphasis the types of conduct that are unacceptable, procedures if they witness or are subject to workplace violence, and how to stay safe.
  Make sure that each employee understands the policy This means that all concerns of workplace violence will be thoroughly investigated

·   Unresolved grievances

·   Past violent behavior and aggressive outbursts

·   Intimidating others and/or instilling fear in co-workers

·   Depression and/or anger

·   Comments or behavior centered upon violence

·   Substance abuse

·   Holding grudges – inability to handle criticism, habitually making excuses and blaming others

·   Rigidity and inflexibility

·   Inability to accept change, creating added stress

DURING AN ATTACK Understand what is occurring and maintain a survivor’s mindset  
  Try to move away from the violence. Know the escape routes and know from what direction the violence is coming
  Alert co-workers of the situation  
  Hide and be quiet, but be ready to move  
  Call 911 and provide first aid if possible until help arrives  
AFTER AN INCIDENT OF VIOLENCE Ensure that all victims receive immediate medical treatment  
  Coordinated your organization’s response

Provide consistent messaging internally and externally


    Consider creating a business continuity plan and an incident management team to organize the response
  Concentrate initially incident response At the same time, plan to resume normal business operations
  Important to have open communication Acknowledge employee concerns
    Share what details are advisable from a legal and company perspective so that employees know how the company is responding
  Provide support and resources for the Human Resources Department HR will need to work on numerous corresponding issues, such as payroll, insurance, and working with law enforcement 
  Monitor the workplace environment Additional threat concerns may be raised, so be prepared to respond to their questions
  Consider temporarily bolstering security measures  
  Be aware of any post-traumatic stress Engage or have available qualified mental health professionals for appropriate response and treatment
  Coordinate media inquiries and interaction Consolidate requests to a single person in media relations or an executive 
  Consider monitoring social media outlets Employees and non-employee witnesses may post inappropriate materials… difficult to control social media interaction, but this allows a prepared corporate response
  Workplace violence incidents are to be reported to law enforcement immediately  
  Victims of workplace violence should be notified of legal right to prosecute perpetrators Coordinate with legal counsel
SIGNS OF INCREASED DISTRESS Behaviors which may be exhibited by current victims of violence or by potential perpetrators  

•    Overreacting

•    Performance decline

•    Attendance issues

•    Withdrawal from co-workers

•    Personal grooming habits decline

•    Violence in relationships

•    Mood and behaviors changes

•    Inappropriate behavior

•    Heightened stress due to financial, family, or other issues

•    Blaming others and failing to take responsibility

•    Substance abuse

•    Conflicts in the workplace or other inappropriate behavior

•    Instilling fear in co-workers

FOLLOW-UP Assess Program Annually Work with cross-functional team



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