United States Department of Agriculture 

 Marketing and Regulatory Programs 

 Agricultural Marketing Service 

 Directive AMS 4790.1 1/30/06 

PREVENTION OF WORKPLACE VIOLENCE

1. PURPOSE 

This Directive: 

a. States AMS policy and outlines responsibilities for the prevention of 

workplace violence. 

b. Outlines procedures to be followed when incidents of workplace violence 

occur. 

c. Addresses policies and procedures related to the assault of, or forcible 

interference with, AMS employees in the performance of their official 

duties. 

d. Identifies procedures for managing violent incidents. 

 

2. REPLACEMENT HIGHLIGHTS 

This Directive replaces AMS Directive 4790.1, Prevention of Workplace 

Violence, Including Assaults or Intimidation of AMS Employees, dated 10/24/00. 

It also incorporates responsibilities of the Agency and supervisors in helping the 

victims of workplace violence cope with a violent event. 

 

3. AUTHORITIES 

a. Departmental Regulation 4200-001, Workplace Violence Prevention 

Program, dated 5/31/00. 

b. The USDA Handbook on Workplace Violence Prevention and Response, 

dated 12/98, revised 2/99. 

c. Title 18, U.S. Code, Section 111, Assaulting, resisting, or impeding 

certain officers or employees. 

 

d. Title 18, U.S. Code, Section 1114, Protection of officers and employees of 

the United States. 

Distribution: AMS Originating Office: C&A 
Page 2 

4. POLICY 

a. Workplace violence can be any act of physical violence, threats of physical 

violence, harassment, intimidation, or other threatening, disruptive behavior that 

occurs at the work site. Workplace violence can affect or involve not only 

employees, but also visitors, contractors, clients, customers, and other nonFederal employees. AMS does not tolerate violence of any kind, such as 

aggression, threats, or intimidating, belligerent or disruptive behavior. Such acts 

of violence may be cause for disciplinary action or possible criminal charges. 

b. AMS has programs available to assist employees and supervisors in dealing with 

employees who display potentially violent behavior; to assist victims of a violent 

act; and to assist in managing stress of employees who witness violent or 

disruptive behavior in the workplace. 

5. RESPONSIBILITIES 

a. Employees. 

(1) Any employee who genuinely believes that he or she is in danger must 

remove him or herself from harm’s way, even if it means leaving the work 

site, and immediately report the danger to his or her supervisor and 

appropriate law enforcement authorities. The information in Attachment 1 

provides tips on how to temporarily deal with dangerous situations until 

the employee who is being threatened can get to a safe location. 

(2) Any employees, especially supervisors, who observe a situation where a 

person at the workplace has demonstrated warning signs of potential 

violence, should report it to their supervisor. Attachment 2 provides some 

warning signs of potentially violent behavior. 

(3) All employees, while engaged in the performance of official duties or as a 

result of their official duties, shall immediately report to their supervisor 

all incidents involving bodily harm, an attempt to cause bodily harm, or 

the threat of bodily harm to the employee, by a co-worker, or by a 

customer, applicant or other non-Government employee. Reportable 

incidents include: 

(a) Harassment, verbal threats, property damage, or any other action 

which can be interpreted as an intention or attempt to intimidate or 

interfere with the employee’s performance of his or her duties; or, 

(b) A series of seemingly minor offenses that appear to be a pattern of 

interference with the employee’s performance of duties. 
 AMS Directive 4790.1 

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(4) All employees shall complete the applicable sections of Attachment 3 and 

keep the document readily available. 

(5) All employees, including supervisors, should be aware of the various 

assistance programs available to AMS employees who are exposed to a 

workplace violence incident. Assistance programs available to AMS 

employees are listed in Section 6. 

b. Supervisors. 

(1) Supervisors shall take all threats seriously, and should respond to potential 

threats and escalating negative behavior situations. 

(2) Supervisors are required to report all situations of actual workplace 

violence, threats of violence, or reports of potential violence (as discussed 

in paragraph 5. a. (3)) to the Employee Relations Branch, Marketing and 

Regulatory Programs, and to the AMS Workplace Violence Prevention 

Coordinator. 

(3) Supervisors shall: 

(a) In any incident in which the employee has been assaulted or 

injured, ensure that the employee receives medical treatment and 

that law enforcement officials are notified; 

(b) If appropriate, intervene on the employee’s behalf to resolve the 

situation; 

(c) Initiate action to suspend AMS services, if appropriate; 

(d) In any incident involving property damage, ensure that law 

enforcement officials are notified; if the damage is to the 

employee’s personal property, advise the employee of the remedies 

available under the Federal Tort Claims Act; and 

(e) Be responsive to the needs of AMS employees who have been the 

victims of a workplace violence incident. 

(4) Supervisors shall be familiar with the formal assistance programs 

available to them in the event employees in their areas of responsibility are 

exposed to workplace violence or a threat of violence. Assistance 

programs available to AMS are listed in Section 6. 
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(5) Supervisors have an obligation to deal with inappropriate behavior by their 

employees and customers and to put effective workplace security 

measures in place. 

c. The Workplace Violence Prevention Coordinator. 

(1) The Workplace Violence Prevention Coordinator will give top priority to 

all reported incidents of workplace violence or threats of workplace 

violence, and will work with supervisors, the AMS Compliance Office, 

the USDA Office of Inspector General (OIG), the Federal Protective 

Service, local law enforcement officials, or other resources as appropriate, 

to safeguard employees, protect Agency resources, conduct any needed 

investigations, and to assist in ensuring the appropriate administrative or 

criminal action is initiated, as warranted. 

(2) The Coordinator shall work with the Employee Relations Branch, 

supervisors, and others as needed, to effect corrective action with 

employees who fail to behave professionally and who have either become 

violent or have behaved in a threatening, intimidating, or belligerent 

manner in the workplace. 

(3) The Coordinator shall provide training to supervisors and employees to 

ensure they are familiar with: 

(a) The Agency’s workplace violence prevention policy; 

(b) Procedures for dealing with a hostile employee or customer; 

(c) Techniques for defusing volatile situations and aggressive 

behavior; and 

(d) The formal counseling and assistance programs available as 

outlined in Section 6. 

6. ASSISTANCE AND COUNSELING SERVICES 

AMS Offers a Variety of Assistance Programs. 

a. The assistance programs offered can help employees and supervisors deal with 

incidents of workplace violence or potential workplace violence. The programs 

can help: 

(1) Employees who think they may become violent at work due to personal 

and/or family obligations; 

 
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(2) Supervisors who are dealing with an employee who is demonstrating 

intimidating or disruptive behavior; 

(3) Employees who have been subject to a work environment with coworkers 

or customers who show aggressive or threatening behavior; 

(4) Supervisors and employees who may have a potentially explosive working 

relationship; 

(5) Supervisors and employees who have been exposed to a workplace 

violence situation and need help coping with the event; 

(6) Supervisors and employees who desire assistance in dealing with a 

coworker who is a victim of workplace violence; and 

(7) Any AMS employee who has a personal or job-related problem. 

b. Services Provided. 

(1) Employee Assistance Program (EAP). EAP is a service with a flexible 

range of options to help all employees and their families balance personal 

and workplace responsibilities at every stage of life. The program offers 

confidential information, referrals to qualified resources, and consultative 

services for employees. Counselors are also available to provide 

consultation and guidance to supervisors and labor representatives to assist 

in constructively confronting employees regarding job performance, 

attendance, and/or behavioral problems, and in referring employees for 

assistance. EAP is confidential and is available 24 hours a day. 

Telephone 800-222-0364; telephone for the hearing impaired 

882-262-7848; Web site address is www.foh.dhhs.gov

(2) AMS Alternative Resolution (AR). AR is an employee-designed resource 

for resolving workplace conflicts at an early stage, before they turn into 

grievances, personnel actions or complaints. AR can assist in facilitated 

discussions, mediation and conflict management coaching. The service is 

confidential. Telephone 866-227-0328; 

email address is AMS-ar@usda.gov 

(3) AMS Victim Advocacy Response System (VARS). VARS is a program 

that was developed to assist AMS employees during critical incident stress 

situations. VARS will respond to AMS employees who experience 

critical situations and will provide appropriate support in dealing with a 

traumatizing event. VARS will deal directly with the employee to help 

the employee cope with the specific violent event. The Victim Advocate 

does not intervene in the workplace--they are a tool for the employee. 
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Supervisors can also request input from the Victim Advocate. Telephone 

866-227-0328; email address is AMS-ar@usda.gov. 

(4) AMS WorkLife Program. WorkLife4You is an employee benefit 

provided by AMS, which offers counseling, education and referrals that 

can help employees better manage their personal and work-related 

responsibilities. WorkLife4You can assist with personal issues such as 

family (adoption, prenatal care, child care, aging loved ones, etc.); health 

and wellness (diet/nutrition, fitness programs, children’s, men’s and 

women’s health, etc.); education (preschools, elementary/secondary 

schools, special education, colleges, financial aid, etc.); financial and legal 

(credit/debt, insurance, retirement/estate planning, wills, etc.); and daily 

life (automotive services, home improvement, moving, pet care, special 

events, travel, etc.). WorkLife4You is confidential and available 24 hours 

a day. Telephone 800-222-0364; telephone for the hearing impaired 

888-262-7848; Web site is www.worklife4you.com. 

/s/ 

 

Lloyd C. Day 

Administrator 
 

Attachment 1 

 AMS Directive 4790.1 

1/30/06 

TIPS FOR COPING WITH THREATS OR VIOLENCE 

Coping with a person who is angry or hostile: 

 Stay calm. 

 Listen attentively. 

 Maintain eye contact. 

 Be courteous. 

 Be patient. 

 Keep the situation in your control. 

Coping with a person who is shouting, swearing or threatening: 

 Signal a coworker or supervisor that you need help. 

 Have someone call 911, local police, the Federal Protective Service (FPS), or 

contact a guard (internal security). 

Coping with a person who is threatening you with a gun, knife, or other weapon: 

 Stay calm. 

 Quietly signal for help, if possible. 

 Maintain eye contact. 

 Stall for time. 

 Keep talking, but follow the instructions from the person who has the weapon. 

 Don’t risk harm to yourself or others and don’t ever try to be a hero. 

 Never try to grab the weapon. 

 Watch for a safe chance to escape to a safe area. 
 

Attachment 2 

 AMS Directive 4790.1 

1/30/06 

WARNING SIGNS OF POTENTIAL VIOLENCE 

 Direct or indirect threats of harm (whether made at work, at home, in person, 

through letters, telephone calls, or electronic mail). 

 Intimidating, belligerent, harassing, bullying, stalking, or other inappropriate and 

aggressive behavior. 

 Physical assault. 

 Physically aggressive acts, such as shaking fists at another person, kicking, 

pounding on desks, punching a wall, angrily jumping up and down, screaming at 

others. 

 Throwing or striking objects and/or damaging, destroying, or sabotaging property. 

 Numerous conflicts with supervisors or other employees. 

 Bringing a weapon to the workplace, brandishing a weapon in the workplace, 

making inappropriate references to guns, or a fascination with weapons. 

 Statements showing a fascination with incidents of workplace violence, 

statements indicating approval of the use of violence to resolve a problem, or 

statements indicating identification with perpetrators or workplace homicides. 

 Statements indicating desperation (over family, financial, and other personal 

problems) to the point of contemplating suicide. 

 Verbal abuse including offensive, profane, and vulgar language. 

 Drug or alcohol abuse. 

 Extreme changes in behaviors. 
 

Attachment 3 

 AMS Directive 4790.1 

1/30/06 

EMERGENCY TELEPHONE NUMBERS 

NOTE: Complete the following information to fit your location. Keep a copy of the 

completed document near telephones, in government owned vehicles, etc. 

Local Authority: Police 911 or _________________ 

Medical/Fire 911 or _________________ 

 

Federal Protective Service: _______________________ 

(Local number if you are in a Federal Building.) 

 

Internal Security: _______________________ 

 

Immediate supervisor: _______________________ 

 

MRP Employee Relations Specialist: 

 202-720-5721

Employee Assistance Program (EAP): 

 800-222-0364

 TTY 882-262-7848

AMS Workplace Violence Prevention 

Coordinator: 202-720-2374

AMS Alternative Resolution: 

 866-227-0328 

AMS Compliance Office: 

 202-720-6766

AMS Victim Advocacy Response System: 

 866-227-0328 

Office of Inspector General (OIG) Hotline: 

 800-424-9121

AMS WorkLife4You: 

 800-222-0364

 TTY 882-262-7848 

AMS Civil Rights Office: 

 202-720-0583

AMS Safety and Health Program Manager: 

 202-720-4352