OSHA Defense

How to Reduce Workplace Violence Part 2 featured image

How to Reduce Workplace Violence Part 2

According to the Workplace Violence Research Institute, 723 people report being attacked each day. Many more remain silent. Not only does workplace violence erode worker morale and put them in danger, it can make you the focus of lawsuits from employees.

In the first part of our series on reducing workplace violence, we discussed the importance of identifying workplace hazards and establishing a violence prevention program. In this part, we will discuss specific measures that can be put in place to create a safer work environment.

Engineering Controls

There are a number of physical measures that can be put in place to prevent workplace violence. These include installing:

  • 24-hour surveillance
  • Lighting for outside areas
  • Alarm systems
  • Access restriction to certain areas
  • Metal detectors

Administrative Controls

You can reduce workplace violence by putting specific policies and procedures in place that protect employees. These include:

  • Performing background checks
  • Building relationships with local law enforcement agencies
  • Establishing an open door policy for reporting violent incidents

Staff Training

As OSHA defense lawyers, it has been our experience that a comprehensive training program can solve many issues. In terms of reducing workplace violence, a training program should focus on reporting procedures, identifying potential hazards, and methods for avoiding violent situations.

Creating a Response Management Team

In the event that a violent act occurs at work, it’s important to designate employees to handle the situation. This group is the first line of defense should an incident occur and should be trained in procedures for dealing with injured employees as well as steps for de-escalating a violent situation.

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Disclaimer: The information contained in this article is for general educational information only. This information does not constitute legal advice, is not intended to constitute legal advice, nor should it be relied upon as legal advice for your specific factual pattern or situation.