Workplace Violence Policies, Procedures & Investigations

Workplace violence is a major issue for every business. The term “workplace violence” is not limited to those situations where one employee is killed or seriously injured by another employee, or even by a stranger coming into the workplace. “Workplace violence” includes any form of verbal or non-verbal threatening comments or movements, stalking, insults, and the use of physical force. The offenders can be “internal” or “external.” They can be employees, vendors, customers or visitors to the workplace, known or unknown. Or, they can be “external,” such as a spouse or boyfriend of an employee.

While publicity may generally be a good thing, no employer wants to read about his company in the newspaper the day after a violent incident at work. In addition, the employer is liable for the injuries caused to an employee at work, even if caused by another employee, an intruder, or irate spouse or boyfriend. In addition, the employer can be held liable for damages if a jury concludes the employer did not take reasonable precautions to protect its employees.

Every company should have a written policy concerning workplace violence. The policy should address both internal and external sources, include a reporting requirement, and an investigation procedure.

Ralph D. Hughes has assisted many small and medium sized businesses in the development and implementation of an effective workplace violence policy, and has provided workplace violence training to supervisors and employees.