Workplace Violence Legal Consequences

There may be cases of workplace violence where you can hold your employer liable for the damage suffered. If your employer knowingly or negligently responsible for the violence you experience while working, you may be able to file a civil assault suit. The type of claim you have and the potential harms depend on your injuries and how the violence occurred in the workplace. By assessing their construction sites, employers can identify methods to reduce the likelihood of incidents. OSHA believes that a well-written and implemented workplace violence prevention program, combined with engineering controls, administrative controls and training, can reduce the incidence of workplace violence in the private sector and in the workplace at the federal level. For the person to be controlled, the consequences of the order against him can be very serious: the Occupational Safety and Health Administration (OSHA) sets standards for maintaining safe working environments. The standards require each employer to provide each of its employees with a workplace free from recognized hazards that cause or may cause death or serious bodily harm. OSHA investigates and decides on violations of its standards. To prove a violation, OSHA must determine that the employer failed to keep the workplace free from a hazard to which that employer`s employees were exposed, that the hazard was identified, that the hazard caused or is likely to cause death or serious bodily harm, and that there was a practical and useful method to remedy the hazard. In addition, a high percentage of violent incidents are committed by people outside the workplace. These include situations such as domestic violence, bomb threats, and customer violence. USDA offers workplace violence courses for managers, supervisors and employees. USDA trainers will tailor training to the specific needs of an agency or office.

Courses are offered on-site and at the USDA Graduate School. Many U.S. workers report experiencing workplace violence each year. Unfortunately, many other cases go unreported. The research identified factors that may increase the risk of violence for some workers in certain workplaces. These factors include exchanging money with the public and working with volatile and unstable people. Working alone or in remote areas can also contribute to the potential for violence. Providing services and care, as well as working where alcohol is served, can also affect the likelihood of violence. In addition, the time of day and the place of work, for example late at night or in areas with high crime rates, are also risk factors that should be considered in addressing workplace violence. Those most at risk include workers who exchange money with the public, delivery drivers, health care professionals, public sector employees, customer service representatives, law enforcement personnel, and those who work alone or in small groups. “Credible threat of violence” means intentionally saying something or acting in a manner that causes a reasonable person to fear for their safety or that of their family. A “credible threat of violence” includes following or following someone, making harassing calls, or sending harassing messages by phone, mail or email over a period of time (even if for a short period of time).

Employees can NOT apply for workplace violence protection orders. If they want to protect themselves, they can apply for another type of protection order themselves, such as: The ADA and the Rehabilitation Act are relevant to the issue of workplace violence. Employees who threaten or commit violence can seek protection under the law because of debilitating mental health conditions that can lead to violence, but the laws do not protect employees from the consequences of violent behaviour. Employees must be qualified to perform the basic duties of the job and, in most cases, violent behaviour will be disqualified. Victims of threatening or violent behaviour may also seek protection after becoming victims because they develop debilitating mental states that may limit their ability to work at work without appropriate accommodations. The costs to businesses are staggering. It is impossible to overestimate the cost of workplace violence, as a single incident can have a significant impact. There may be immediate and profound loss of life or physical or psychological effects felt by the victim as well as family, friends and colleagues; the loss of productivity and morale that sweeps away an organization after a violent incident; and public relations affects an employer when news of violence reaches the media. You can also call legal aid or a non-profit organization in your area. If it is known that an employee is affected by domestic violence, whether or not the perpetrator has appeared at work, it is important to provide support and assistance. The individual is not only exposed to increased and generally intensified violence, but it also impacts the safety and productivity of the entire workforce.

Here are some tips for supervisors when helping an employee affected by domestic violence. These definitions are provided for use in this document and should not be construed as legal definitions. An employer who fails to provide a workplace free of recognized hazards can result in government citation, consequences from professional associations, or even legal liability. If your employer does not comply, you must notify OSHA so that it can investigate and possibly impose fines of between $5,000 and $20,000 per violation. Prevention is the best tool to eliminate harassment in the workplace. Employers are urged to take appropriate measures to prevent and correct unlawful harassment. You must make it clear to employees that unwanted harassing behaviour will not be tolerated. They can do this by establishing an effective grievance or grievance process, providing anti-harassment training to their managers and employees, and taking immediate and appropriate action when an employee complains. Employers should strive to create an environment where employees feel free to voice their concerns and are confident that those concerns will be addressed.

Violence in the workplace consists of a variety of behaviours. While each industry has its own unique acts of workplace violence, some types of workplace violence can occur anywhere. These include the Family and Medical Leave Act 1993, which guarantees an eligible worker the right to take up to 12 weeks of unpaid job-protected leave per year to attend to his or her own serious health condition or the serious health problems of family members. If a mental or physical injury occurs as a result of workplace violence, an employee can use this leave to care for the injury. The main purpose of this document is to provide ministry staff with a brief reference on the ministry`s program to deal with real or potentially violent situations. It aims to raise awareness among employees, including supervisors and managers, of the potential for workplace violence, increase their ability to recognize the warning signs of potentially violent situations, and understand how to respond to actual or potential incidents. It identifies experts in the functional areas that employees, supervisors and managers can call upon to assess, de-escalate or resolve the situation. This document also contains some tips on prevention. Finally, the appendices include additional resources for those who want to learn more. If you are the employee and you are not sure what type of protection order you should receive, talk to a lawyer. Click here for help finding a lawyer.

Your court`s peer support centre may also be able to help. And your local legal aid offices may also be able to help you or refer you to someone who can. See Applying for a Workplace Violence Injunction for detailed instructions on how to apply for a Workplace Violence Injunction. The best prevention strategy is to maintain an environment that minimizes negative feelings such as isolation, resentment and hostility between employees. While no workplace can be perceived as perfect by all employees, there are several steps management can take to create a professional, healthy and caring work environment.

This entry was posted on 13th December 2022. Bookmark the permalink.