Addressing Workplace Violence: Safety First

Workplace violence isn’t just disruptive—it’s dangerous. It can lead to physical injury, emotional harm, and serious operational setbacks.

And while the Occupational Safety and Health Administration does not have a specific standard on workplace violence for most industries, employers are still responsible under the General Duty Clause to keep workplaces free from recognized hazards, including violence.

As with most workplace safety issues, prevention and preparation are key.

It’s best to be proactive, not reactive.

For example, once an employee punches a coworker, they cannot take that back—let’s try to avoid the punch before employees can even form a fist.

1. Set the Tone with a Clear, Zero-Tolerance Policy

A written workplace violence prevention policy should make it crystal clear: threats, harassment, and physical altercations will not be tolerated under any circumstances.

Clearly define what each of these types of violence entail. When folks think of violence, the first examples that may come to mind are physical ones, like the example above about punching a coworker.

But, violence can show up in various ways and it is important for employees to know this and be able to distinguish which behaviors would constitute workplace violence—it’s rather difficult to embrace and enforce a policy that employees do not even understand.

“Once an employee punches a coworker, they cannot take that back.”

Employees should also fully understand how they can safely and confidentially report workplace violence incidents and concerns.

Aside from understanding workplace violence, and how to report incidents, employees should clearly understand what the repercussions are.

Ensure that your policy explains how the company will investigate and respond to reports of workplace violence.

Implementing a policy is the first step towards the goal of consistent enforcement and a safe workplace.

2. Be Proactive! Assess Risk Before Violence Happens and Train Employees and Supervisors

Assessing risk should be a comprehensive plan that involves both identifying areas of concern and training your workforce to act.

Keep a record of past incidents between employees, evaluate the high stress factors in the workplace and modify physical aspects such as lighting and security measures to enhance visibility and workplace safety.

Modify schedules and add supervisory coverage, if necessary, based on past incidents and what you have identified as high stress environments.

And, most importantly, consistently train your employees and supervisors so that they recognize the signs of and are prepared to act in situations where de-escalation and conflict resolution are warranted.

3. Keep Your Reporting System Simple

Employees need to trust that they can report concerns without retaliation and that the company will take them seriously.

Make sure your system is simple, easily accessible and includes:

• Clear and simple instructions on how to report
• Transparent follow-up procedures
• Supervisor training on how to respond in real time and escalate when needed

If people don’t understand and trust the process, they won’t use it—and that leaves risk unaddressed.

4. Plan for Different Outcomes—Good, Bad, and Ugly

Your policy should cover what to do during a violent incident.

At minimum, it should include:

• How to alert law enforcement or on-site security
• Evacuation or shelter-in-place procedures
• Access to first aid or emergency care

Employees and supervisors should be trained regularly.

Depending on the size of your organization and/or the nature of your work, this may require drills, simulations, and a formalized training schedule to ensure your policies are an action plan and not just verbiage in a handbook.

5. Always Close the Loop and Learn the Lesson

Be sure to follow up with any aggrieved parties and with reporting parties sop that the loop is closed.

Find the lesson—identify what could be done better to mitigate risk if a similar situation were to arise.

As you conduct a thorough investigation to identify root causes, be sure to offer support to your employees and reevaluate your workplace violence policy to address any gaps that an incident may have brought to light.

“Find the lesson—identify what could be done better to mitigate risk”

There is always an opportunity to grow and learn. After all, the goal is to reduce the risk of future harm. 

Safety and the reduction of workplace violence is not just about compliance, it’s about continuing to build upon a workplace culture where safety and respect for your colleagues is an integral part of daily operations.

Clear policies, practical training, and systems that employees understand, and trust protect teams and ensure that Connecticut employers meet their legal obligations.

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For more information, contact CBIA’s Delmarina López (860.244.1982).