Clocked In Workers Should Not Leave Premises: Employer Liability for Accidents on Paid Breaks
Without these 3 preventive steps, an employer may be liable for any accidents that occur to employees who leave company premises on a paid break.
Looking for a zero-tolerance workplace violence policy? Here's a sample policy, along with guidelines for your violence prevention plan.
When you first started your business, you probably did not consider workplace safety as one of your fundamental responsibilities of being an employer. But in today’s work environment, organizations of all industries must be proactive in preventing threats, harassment, and violent incidents from happening to create a safe workplace.
According to the Bureau of Labor Statistics Census of Fatal Occupational Injuries (CFOI), acts of workplace violence are the third-leading cause of fatal occupational injuries in the United States, accounting for hundreds of deaths each year. While the overall fatal occupational injuries rate has decreased in recent years, the amount of serious workplace violence injuries has surged to over 4.3 per 10,000 workers.
Because such behavior can be prevented or minimized in most settings, it's important to protect your employees with a well-written workplace violence policy and plan that demonstrate safety as one of your company's core values.
What Is Workplace Violence?
Workplace violence refers to violent or threatening behavior (from the perspective of a reasonable person) that occurs at work, including harassment, intimidation, disruptive behavior, or potentially violent situations.
This type of unacceptable workplace behavior can range from:
- Verbal threats
- Intimidation
- Harassment
- Physical violence
- Homicide
Workplace violence may involve employees, customers, vendors, contractors, or visitors and can occur on company premises, at work-related events, while employees are traveling for work, or even online through digital communication.
Because the risk is real across all industries, employers must establish a zero-tolerance policy to set clear expectations and consequences.
Why Employers Need a Zero-Tolerance Policy for Workplace Violence
Establishing a zero-tolerance policy clearly states that violent behavior will not be tolerated under any circumstances at your workplace. This type of policy:
- Protects employees and visitors
- Reduces legal liability
- Promotes a respectful workplace culture
- Provides clear reporting procedures
- Establishes disciplinary consequences
Your workplace violence prevention program should include policies, training, and procedures to identify and mitigate risks. Without a formal policy, employees may not feel safe reporting threats or harassment.
Workplace Violence Is Increasing in Many Industries
Recent research indicates that workplace violence is becoming more common. A 2025 workplace safety study found 1 in 3 employees reported witnessing physical altercations at work in the past five years, up from 25% the previous year. Nearly 15% of workers reported personally experiencing workplace violence, and over 90% said their employers need to do more to address safety concerns.
These statistics highlight the growing need for organizations to establish and enforce a zero-tolerance policy.
Industries with Higher Risk of Workplace Violence
While workplace violence is skyrocketing in nearly every industry, there are some jobs that face a higher risk of violence than others. Common high-risk industries for occupational safety include:
- Healthcare
- Retail
- Transportation
- Public service
- Hospitality
- Security services
Jobs with heightened risk factors are those that handle money, work alone, have late hours, interact with the public, and serve individuals who are stressed or are under the influence of substances.
If you are an employer in one of these industries and have not yet addressed the possibility of workplace violence happening at your workplace, now is the time to act! Set aside some time this week to create your workplace violence policy and prevention plan.
Key Elements of a Zero Tolerance Policy for Workplace Violence
A comprehensive zero tolerance policy for workplace violence should include a clear statement of what is prohibited, a scope of the policy for who it applies to, definitions of prohibited conduct, reporting procedures, investigation procedures, and disciplinary action.
Sample Zero Tolerance Policy for Workplace Violence
Employers may include language like the following in their employee handbook:
Sample Policy
It is [Company Name's] policy to provide a workplace that is safe and free from all threatening and intimidating conduct. Therefore, the company will not tolerate violence or threats of violence of any form in the workplace, at work-related functions, or outside of work if it affects the workplace.
This policy applies to employees, clients, customers, guests, vendors, and any persons conducting business with the company.
It is a violation of this policy to engage in any conduct, whether it be verbal or physical, that intimidates, endangers, or creates the perception of intent to harm people or property.
Examples include:
- Physical assault or threats of assault
- Threats delivered in person, by phone, email, or text
- Intimidating verbal conduct or verbal abuse that threatens safety
- Destruction of company property
- Any behavior that creates a credible threat to workplace safety
Employees may report concerns to a supervisor or Human Resources representative.
The company will promptly investigate any and all complaints. Violations of this policy may result in disciplinary action up to and including immediate termination.
Establishing a Workplace Violence Prevention Plan
While creating a workplace violence policy is a great start, the policy alone is not enough; you also need to implement a workplace violence prevention plan. This plan should include:
- Risk assessments
- Employee training
- Emergency procedures
- Reporting systems
- Post-incident support
Regularly communicating your prevention program with clear, outlined response procedures will help your prevention plan be successful.
1. Conducting a Workplace Violence Risk Assessment
A risk assessment helps identify vulnerabilities within your workplace. This includes a full evaluation of the facility layout, security measures, lighting and surveillance, employee work schedules, and public access areas. You should also assess whether employees work alone, interact with volatile individuals, or anything else of major concern.
Understanding potential risks will help you create targeted prevention strategies.
Making Your Workplace More Secure
To help secure your worksite, consider adding the following:
- Controlled building access
- Security cameras
- Panic buttons
- Alarm systems
- Visitor management systems
- Security officer
These preventative measures will help deter threats and improve response times.
2. Training Employees on Workplace Violence Prevention
When training staff members on your workplace violence prevention plan, teach them how to identify warning signs, de-escalate conflicts, report threats, respond during emergencies, and when to contact law enforcement agencies. Training should never be a one-time occasion; this should occur during onboarding, on an annual basis thereafter, and after major policy updates.
Managers should receive additional training that specifically addresses what to do when violent situations happen, which scenarios need immediate action, and who is on the need-to-know list for sharing when violence or other threatening behavior occurs at work.
Teaching Employees to Recognize Warning Signs
In many cases, violent incidents have warning signs beforehand. Common indicators include:
- Verbal threats
- Aggressive behavior
- Obsessive grievances
- Sudden behavioral changes
- Intimidation toward coworkers
For their personal safety, encourage employees to report any early warning signs. They may try to downplay what they saw, so be sure to thank them for reporting concerns to reinforce their willingness to speak up.
3. Establishing Emergency Procedures
When an actual threat or violent incident occurs, first determine the severity and immediacy of the danger. Is it verbal, physical, or escalating? Are weapons present? Do employees need to evacuate or shelter in place?
If there is an immediate threat to safety, call 911 immediately. Once emergency services are contacted, notify internal leadership. Create a chain of command so communication flows quickly during emergencies.
Next, secure the workplace. This might include:
- Locking doors
- Restricting building access
- Activating alarm systems
- Alerting security personnel
- Preventing unauthorized individuals from entering
If evacuation is necessary, employees should follow established evacuation routes. In some situations, it may be safer to shelter in place. When this happens, lock or barricade doors, turn off lights, silence phones, stay out of sight, and remain quiet until law enforcement arrives.
Whatever the situation, you need to quickly alert employees with the nature of the threat, instructions to evacuate or shelter in place, and updates as the situation develops.
After the situation is stabilized, be sure to document the incident thoroughly with the following:
- Date and time of the incident
- Individuals involved
- Witness statements
- Actions taken
- Law enforcement involvement
4. Creating a Safe Reporting System
Employees must feel comfortable reporting threats. Your system should protect confidentiality, prevent retaliation, allow anonymous reporting, and provide clear escalation procedures. Without a safe reporting process, incidents may go unreported until they escalate to where law enforcement personnel are involved.
5. Supporting Employees After an Incident
Workplace violence can have lasting psychological impacts for those directly and indirectly involved. Depending on what happened, you may want to provide support to your employees through counseling resources, an employee assistance program (EAP), debriefing sessions, or safety reassessments. Even if some employees act like they don't need any support, proactively addressing the emotional impact will help them feel safe returning to work.
Integrating Your Workplace Violence Policy into Employee Handbooks
Once you have customized your workplace violence policy, be sure to include it in your employee handbook. Reference your workplace violence plan, reporting procedures, and training programs as you hold company meetings.
Have existing employees review and sign the policy, then include a copy of their signed policy in their respective employee file.
Final Thoughts
Workplace violence is a serious issue that affects organizations of all sizes. Take proactive steps to protect your workforce by implementing a zero-tolerance policy, then support it with training, reporting systems, and prevention strategies. Prosecute perpetrators to show victims and the community that your company does not tolerate any acts of violence.
By clearly defining unacceptable behavior, educating employees, and responding quickly to threats, you can create a safer work environment and reduce the risk of violent problems.
For more information or help with getting your policy and safety program started, please contact your certified HR expert. Not a current Stratus HR client? Book a consultation and our team will be in contact with you shortly!