Workplace violence continues to emerge as an important issue in business and HR is often asked to take the lead in prevention and mitigation efforts. Violence in the workplace can originate from many sources, opportunistic criminals, customers, vendors, current and former employees and domestic violence spilling over into the work place.
It is true, OSHA does not have a specific requirement mandating employers to protect their employees from on the job violence. It is also true that after a violent incident OSHA will levy fines and enforcement actions using the “General Obligation Clause” that states workers must be protected against “foreseeable hazards”.
OSHA, and state regulators have begun to push for "universal precautions for violence". That is, that violence should be expected but can be avoided or mitigated through personal safety training. Frequent training also can reduce the likelihood of being assaulted.
Many organizations should, and generally do, employ a variety of safeguards and work diligently to maintain a safe place for employees, customers and visitors. Yet despite these effort workplace violence can never be completely prevented and businesses remain at risk for violence.
Incidents involving gunfire (So called “Active Shooter” events.) are the most spectacular and therefore draw most media attention. However, as this type of event is extremely rare in almost all communities, businesses generally and management in particular may become complacent and adopt the belief that “Since it hasn’t happened here, it can’t happen here”. This represents flawed logic, which is known as. “The Rule of Self-Exclusion.” In many cases this rule remains enforce until or unless a fortunate close call or an unfortunate tragedy demonstrates the need for plans, policies and procedure to be implemented to prevent workplace violence and mitigate harm it when it occurs.
Taking proactive steps to address workplace violence directly benefits employers by providing:
• Reduced exposure to liability and enforcement action in the event of an incident. Related lawsuits result in average settlements of $600,000 and average jury awards of $3 Million.
• Comply with government and industry standards.
• Maintaining job satisfaction and reducing employee turnover.
• Establishing a brand as an employer of choice.
• Providing some protection from increased Worker’s Comp and other insurance premiums.