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Watch for Violence at Work
Editor's Note
Watch for Violence at Work
We are not okay. Some days it feels like the fear about what might happen is as bad as whatever is going on. But, at some point, it doesn't matter. Scared people do strange things. And scared people believe even stranger things. We're watching this play out all over.
It's also getting harder to find factual information about what's going on. There's a lot of misinformation and omission to make things seem dramatic and interesting. It's partly the result of the internet and media being disbursed. When everyone is a publisher, there's way more opportunity to spout nonsense. And that's before you get to AI slop and hallucinations. It's also because the media moved from being supported by classified and paid ads to being supported by clicks. When your survival depends on generating clicks and time on page, the things you are willing to do for clicks get strange.
Yet, there is no one weird trick that will solve your problems. Okay, maybe there is a better way to cut onions. But my less efficient, more difficult way still works just fine. I really don't care whether my onion dicing is optimized. In the avalanche of content, it's easy to lose track of what matters.
Fear also drives people toward certainty because the unknown makes us anxious. We worry about what's going to happen. We also get really anxious when what happens doesn't match what we want or believe should be happening. I'm having a really tough time with that one right now. My work and life are based on law and the importance of not harming people. When the government and courts don't follow the law, it's impossible to assess risk or predict timing, process, or outcomes. Some days it feels like we're all playing Calvin ball all the time. And I'm grieving the harm being done.
I'm also tired. Fear and grief are exhausting. When we come to something already worn out, it's even harder to put the time and energy into seeing the bigger picture and making smart, reasoned decisions.
Combine all these factors—fear, the need for certainty, and exhaustion—and you end up with frustrated humans with short tempers who just want things to get fixed because they want to stop feeling the way they feel. It's a bad combination that often leads to misunderstandings and violence. While violence can certainly resolve some things, it's never a good resolution. Harming ourselves and others doesn't solve anything.
I really appreciated this piece on what to consider and how to plan for potential workplace violence. The advice is solid. The only thing I would add is when in doubt, err on the side of safety and care. Sometimes that means terminating someone. Sometimes it means assisting them in getting help. Always, do your best to understand the situation in context and know that when things start to go sideways, it's because people are not okay.
Organizations cannot afford to allow violence, harassment, bullying, and other bad behavior, even when its coming from the boss. But managing and addressing these issues takes care, understanding, and firm boundaries. Sometimes it means terminating people even when you're scared of them. Don't go into these decisions and situations alone, even when there is urgency. Stop problem behavior early, handle it with care, and make workplace safety a priority every day.
- Heather Bussing
When employers think about workplace safety, the conversation often begins and ends with OSHA inspections or slip-and-fall prevention. But in today’s world, the most urgent threat to your workforce isn’t on the floor. It’s in the atmosphere: workplace violence.
Violence doesn’t just mean active shooter scenarios. It includes verbal threats, stalking, physical intimidation, domestic abuse that spills into the workplace, and psychological harassment. These are not just personnel issues but legal liabilities waiting to explode.
The Legal Landscape is Shifting and Employers Must Keep Up
Under OSHA’s General Duty Clause, employers are legally required to provide a safe working environment free from recognized hazards, including the risk of workplace violence. Failing to act on known threats can result in citations, civil liability, and, in extreme cases, criminal exposure. Add to that claims for negligent hiring, negligent retention, workers’ comp exposure, ADA violations, and reputational ruin, and the stakes become even clearer.
Laws are continuing to evolve. California’s 2024 mandate for Workplace Violence Prevention Programs (WVPPs) set a new national standard, and other states, including New York, are following suit. Employers must now demonstrate proactive measures, not reactive apologies when something goes wrong.
The Red Flags are Rarely Subtle and Often Dismissed
Nearly every workplace violence incident is preceded by clear indicators: escalating arguments, erratic behavior, hostile emails, or an employee voicing concern about a colleague’s conduct. What’s dangerous — and legally reckless — is waiting until someone crosses the line before acting. Employers are expected to prevent foreseeable harm, which means acting before tragedy strikes.
Your First Line of Defense: a Written, Enforced Violence Prevention Policy
Organizations of all sizes and industries must have a clear, written policy for workplace violence prevention. This is not just a formality. Your workplace violence prevention policy should:
- Define prohibited conduct with precision, including threats, intimidation, and harassment.
- Create safe, accessible, and anonymous reporting channels.
- Establish a transparent response protocol.
- Reinforce zero tolerance for retaliation.
This is your legal and cultural foundation.
Training is Not Optional! It is a Legal and Practical Imperative
A policy that sits unread on a shelf offers zero protection. Managers, supervisors, and employees must be trained to recognize red flags, de-escalate conflict, and report concerns safely and effectively. Even a single hour of annual training has proven to materially reduce risk.
Training must be specific, interactive, and mandatory. Where appropriate, combine it with harassment prevention or ADA accommodation training; do not treat it as a check-the-box exercise.
High-Risk Moments Demand Heightened Vigilance
Terminations, layoffs, and performance-based discipline are flashpoints for violence. Employers should:
- Plan separation meetings carefully.
- Consider having security present.
- Conduct high-risk terminations off-site or via video if needed.
- Offer Employee Assistance Programs (EAPs) where appropriate.
The Right Team: Security, Legal, and Behavioral Health Professionals Working in Tandem
Preventing and responding to workplace violence takes more than HR alone. You need a cross-functional team of:
- Security professionals who assess risk and implement physical safety protocols.
- Threat assessment experts (forensic psychologists, trained law enforcement) who evaluate risk and help strategize de-escalation.
- Employment counsel who understands the legal implications and can coordinate with law enforcement, courts, and insurers.
- Executive protection for high-profile or targeted employees.
Each component must align under a single, integrated WVPP strategy.
Real Estate and Isolated Work Environments Face Elevated Risk
Industries like property management, real estate, and healthcare, where employees work alone, during off-hours, or interact frequently with the public, face unique and elevated exposure. Employers in these sectors must tailor policies, training, and security measures accordingly.
Employer Liability is Real and Expensive
Beyond OSHA citations, employers may face lawsuits alleging:
- Negligent hiring or retention.
- Failure to warn.
- ADA violations (e.g., mishandling mental health-related threats).
- Discrimination or retaliation for mishandled reporting.
Employers cannot afford to be reactive.
Workplace violence prevention is not about paranoia. It is about creating a culture of trust, accountability, and action. Employees are more likely to report threats when they believe the company will take them seriously. That alone can prevent tragedy.
If your workplace violence prevention policy has not been reviewed in the last year or if your team has never been trained on recognizing or responding to threats, the time to act is now.
