The prevention of workplace violence is an important safety precaution for all employers to consider. Each year, more than 500 workers are killed as a result of work-related homicides and about 15,000 workers are subjected to work-related assaults that result in days away from work, according to the Bureau of Labor Statistics.

The following are some guidelines to help prevent workplace violence:

• Have a zero-tolerance policy. A best practice is to have a written zero-tolerance policy toward workplace violence that covers employees, clients, visitors, contractors, and anyone else who may come in contact with your workforce. It is important that the policy define workplace violence to include both physical assaults and verbal and nonverbal threats, provide examples of unacceptable conduct, and identify the consequences for violating the policy. Specific procedures for reporting and investigating violence should also be included.
  
  
• Understand and address different types of workplace violence. There are generally four types of workplace violence:
  
  
• Criminal intent violence (e.g., an act of terrorism or a cashier assaulted during a robbery at a retail location);
• Client violence (e.g., a healthcare worker who is assaulted by a patient);
• Co-worker violence; and
• Personal relationship violence (e.g., an employee who is assaulted in the workplace by an intimate partner).

When developing your prevention program, it is important to consider all four types of workplace violence and tailor your strategies accordingly.

• Analyze your workplace. It is a best practice to conduct an analysis of the workplace, including specific jobs and locations, to identify potential risk factors for workplace violence. Risk factors may include, but are not limited to, working with unstable or volatile populations in certain healthcare, social service, or criminal justice settings; working alone or in small numbers; working late at night or during early morning hours; working in high-crime areas; and responsibilities involving guarding valuable property, handling money, or delivering passengers, goods, or services. It is also important to analyze any past incidents of workplace violence and the circumstances surrounding each incident.
  
  
• Understand your responsibilities. Under the Occupational Safety & Health (OSH) Act, employers have an obligation to reduce or eliminate known hazards. Therefore, if violence is a recognized hazard in your workplace or industry, you must take steps to prevent it. In general, engineering controls are considered the most effective because they eliminate the hazard or create a barrier between the employee and the hazard. For example, in a retail setting, the use of drop safes to limit the availability of cash and posting signs indicating that the store does not have large amounts of cash on-hand may be an effective engineering control. To help reduce a hazard, employers can also implement administrative controls that change the way in which employees work. Examples of administrative controls include prohibiting transactions with large bills and adding more staff during times and in locations where there is a higher risk of violence.
  
  
• Limit access to the workplace. Employers have a number of options for limiting access to the workplace, including having a single point of entry to the building, instituting a sign-in procedure with passes for visitors, using identification badges and electronic key systems for employees, implementing buzzer systems, and prohibiting employees from propping open exterior doors. Evaluate which measures for maintaining secure access are best for your business.
  
  
• Secure parking lots. It is important to ensure that parking areas are highly visible, well lit, and safely accessible to the building. If appropriate, implement a “buddy system” in the evening or late night hours or provide staff members with security escorts to parking areas.
  
  
• Train employees. Employee training is a key to workplace violence prevention. This training should be provided at the time of hire and at regular intervals thereafter. Essential training elements include:
  
  
• Reviewing the zero-tolerance policy and the types of conduct prohibited by the company.
• Discussing consequences for violating the policy.
• Identifying the procedures for reporting violations of the policy.
• Recognizing, managing, and defusing hostile, aggressive behavior.
• Reporting concerns about a co-worker’s behavior.
• Recognizing the signs of personal relationship violence and what to do if an employee suspects a co-worker is the victim or perpetrator.

• Promote a culture of support. Management should clearly communicate the importance of violence prevention and that the company prohibits retaliation against an individual for reporting suspected workplace violence. Employers may also want to assure employees that they will maintain confidentiality of all incidents, to the extent possible, and will discuss cases only with those who need to know (such as law enforcement). It may also be helpful for employers to identify company- and community-based resources for individuals, such as counseling services or an Employee Assistance Program.
  
  
• Understand leave and nondiscrimination requirements. Employers may be required to provide job-protected leave to employees who are victims of violence, whether it occurs during work hours or outside of work hours. Employers should check their state laws to ensure compliance. It is also important for employers to review recent guidance from the U.S. Equal Employment Opportunity Commission (EEOC). In the guidance, the EEOC addresses protections for applicants and employees who experience domestic violence, sexual assault, or stalking and gives examples of employment decisions that may violate federal nondiscrimination laws.
  

While there are certain occupations and industries where workplace violence occurs more frequently than in others, workplace violence can occur anywhere and at anytime. Therefore, it is important for every employer to implement workplace violence prevention measures.