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Protecting the Workplace: The Importance of Implementing Workplace Violence Prevention Policies

Workplace violence is on the rise in California and across the U.S.  From 2014 to 2019 alone, workplace homicides in the U.S. increased at a rate of 11%, according to the Bureau of Justice Statistics, and the National Institute for Occupational Safety and Health (OSHA).

The term “workplace violence” encompasses a wide range of activity. OSHA defines workplace violence as any act or threat of physical violence, harassment, intimidation, or other threatening disruptive behavior that occurs at the work site. According to the Bureau of Labor Statistics, in 2019, 20,870 workers in the private industry experienced trauma from nonfatal workplace violence. Employers are in a position to help cultivate positive, healthy workplace environments that can play a role in decreasing workplace violence.

Workplace violence can impact not only employees, but clients, customers, and visitors too. As workplace violence remains a concern in companies everywhere, it is important that employers are equipped and prepared to prevent and respond to concerns by employees.  Critical to safety concerns in the workplace is that employers take all complaints seriously.   Further, it is critical that employees and workers understand how workplace prevention programs operate and how to respond in a situation involving workplace violence. That means businesses must have proper policies and protocols in place.

What do these workplace policies look like? There is no “one size fits all” as every business and industry operate differently, have different needs and different financial capabilities, as with any company policy. For assistance on developing or updating your workplace violence prevention policies or to learn more about the importance of implementing such policies, please contact the Employer Lawyers at Chauvel & Glatt.

This material in this article, provided by Chauvel & Glatt, is designed to provide informative and current information as of the date of the post. It should not be considered, nor is it intended to constitute legal advice.  For information on your particular circumstances, please contact  Chauvel & Glatt at 650-573-9500 for legal assistance near you.


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