What is workplace violence?

Workplace violence is violence or the threat of

violence against workers. It can occur at or

outside the workplace and can range from

threats and verbal abuse to physical assaults and

homicide, one of the leading causes of job-related

deaths. However it manifests itself, workplace

violence is a growing concern for employers and

employees nationwide.

Who is vulnerable?

Some 2 million American workers are victims

of workplace violence each year. Workplace

violence can strike anywhere, and no one is

immune. Some workers, however, are at

increased risk. Among them are workers who

exchange money with the public; deliver

passengers, goods, or services; or work alone or

in small groups, during late night or early

morning hours, in high-crime areas, or in

community settings and homes where they have

extensive contact with the public. This group

includes health-care and social service workers

such as visiting nurses, psychiatric evaluators,

and probation officers; community workers such

as gas and water utility employees, phone and

cable TV installers, and letter carriers; retail

workers; and taxi drivers.

What can these employers do to help

protect these employees?

The best protection employers can offer is to

establish a zero-tolerance policy toward

workplace violence against or by their employees.

The employer should establish a workplace

violence prevention program or incorporate the

information into an existing accident prevention

program, employee handbook, or manual of

standard operating procedures. It is critical to

ensure that all employees know the policy and

understand that all claims of workplace violence

will be investigated and remedied promptly.

In addition, employers can offer additional

protections such as the following:

■ Provide safety education for employees so

they know what conduct is not acceptable,

what to do if they witness or are subjected

to workplace violence, and how to protect

themselves.

■ Secure the workplace. Where appropriate

to the business, install video surveillance,

extra lighting, and alarm systems and

minimize access by outsiders through

identification badges, electronic keys, and

guards.

■ Provide drop safes to limit the amount of

cash on hand. Keep a minimal amount of

cash in registers during evenings and latenight hours.

■ Equip field staff with cellular phones and

hand-held alarms or noise devices, and

require them to prepare a daily work plan

and keep a contact person informed of their

location throughout the day. Keep employerprovided vehicles properly maintained.

■ Instruct employees not to enter any location

where they feel unsafe. Introduce a “buddy

system” or provide an escort service or

police assistance in potentially dangerous

situations or at night.

■ Develop policies and procedures covering

visits by home health-care providers.Address

the conduct of home visits, the presence of

others in the home during visits, and the

worker’s right to refuse to provide services in

a clearly hazardous situation.

How can the employees protect

themselves?

Nothing can guarantee that an employee will

not become a victim of workplace violence. These

steps, however, can help reduce the odds:

■ Learn how to recognize, avoid, or diffuse

potentially violent situations by attending

personal safety training programs.

■ Alert supervisors to any concerns about

safety or security and report all incidents

immediately in writing.
■ Avoid traveling alone into unfamiliar locations

or situations whenever possible.

■ Carry only minimal money and required

identification into community settings.

What should employers do following

an incident of workplace violence?

■ Encourage employees to report and log all

incidents and threats of workplace violence.

■ Provide prompt medical evaluation and

treatment after the incident.

■ Report violent incidents to the local police

promptly.

■ Inform victims of their legal right to prosecute

perpetrators.

■ Discuss the circumstances of the incident with

staff members. Encourage employees to

share information about ways to avoid similar

situations in the future.

■ Offer stress debriefing sessions and posttraumatic counseling services to help workers

recover from a violent incident.

■ Investigate all violent incidents and threats,

monitor trends in violent incidents by type or

circumstance, and institute corrective actions.

■ Discuss changes in the program during

regular employee meetings.

What protections does OSHA offer?

The Occupational Safety and Health Act’s

(OSH Act) General Duty Clause requires

employers to provide a safe and healthful

workplace for all workers covered by the OSH

Act. Employers who do not take reasonable steps

to prevent or abate a recognized violence hazard

in the workplace can be cited. Failure to

implement suggestions in this fact sheet, however,

is not in itself a violation of the General Duty

Clause.

How can you get more information?

OSHA has various publications, standards,

technical assistance, and compliance tools to help

you, and offers extensive assistance through its

many safety and health programs: workplace

consultation, voluntary protection programs,

grants, strategic partnerships, state plans,

training, and education. Guidance such as

OSHA’s Safety and Health Management

Program Guidelines identify elements that are

critical to the development of a successful safety

and health management system. This and other

information are available on OSHA’s website at

www.osha.gov.

■ For a free copy of OSHA publications, send a

self-addressed mailing label to this address:

OSHA Publications Office, P.O. Box 37535,

Washington, DC 20013-7535; or send a

request to our fax at (202) 693-2498, or call

us at (202) 693-1888.

■ To file a complaint by phone, report an

emergency, or get OSHA advice, assistance,

or products, contact your nearest OSHA

office under the “U.S. Department of Labor”

listing in your phone book, or call us toll-free

at (800) 321-OSHA (6742). The teletypewriter (TTY) number is (877) 889-5627.

■ To file a complaint online or obtain more

information on OSHA federal and state

programs, visit OSHA’s website.

U.S. Department of Labor

Occupational Safety and Health Administration

2002

This is one in a series of informational fact sheets highlighting OSHA programs, policies, or standards. It does not impose

any new compliance requirements or carry the force of legal opinion. For compliance requirements of OSHA standards or

regulations, refer to Title 29 of the Code of Federal Regulations. This information will be made available to sensory-impaired

individuals upon request. Voice phone: (202) 693-1999. See also OSHA’s website at www.osha.gov.