Developing a Violence Prevention ProgramOregon OSHA Online Course 120This material is for training purposes only. Its purpose is to inform Oregon employers of best practices in occupational safety and health and general Oregon OSHA compliance requirements. This material is not a substitute for any provision of the Oregon Safety Employment Act or any standards issued by Oregon OSHA. For more information on this online course and other OR-OSHA online training, visit the Online Course Catalog.
Frequently Asked Questions about Workplace ViolenceWhat is causing the rise in workplace violence?
Experts suggest there are many reasons: A general increase in tolerance of violence in society. Increased accessibility to weapons. A rise in unemployment, downsizing in organizations,
and less control over the work environment. Substance abuse. Psychological factors, including stress, and breakdown of community support systems (such as supportive families or extended family groups).
How serious a problem is violence in the workplace?
Between 1980-1989, occupational homicide was the third leading cause of occupational death in the U.S. In 1992, it was the leading cause. Homicide has been the number one cause of death in the workplace for women since 1980. One of every four American workers will be attacked, threatened, or harassed at work in their lifetime.
Is there a problem in Oregon?
In 1992, Oregon’s workers’ compensation claims rate (number of accepted disabling injury or illness claims per 100 workers) was 2.4, the lowest ever recorded. Occupational fatalities from all causes also fell to an all-time low. However of the 63 compensable deaths, eight were homicides
— an all-time high for this state.
Are there different sources of violence in workplaces?
Yes. Violent acts aren't always committed by strangers as part of a robbery or other criminal activity. Current or past customers, employees, employees’ relatives, or patients may all be capable of violence. Violence in the workplace is a complex phenomenon; therefore, violent acts are often placed in one of three categories:
Type I The person causing the violence has no legitimate relationship to the workplace. He or she enters a workplace to commit a criminal act. Example: A person enters a gas station with the intent to rob the station, and then kills the attendant.
Type 2 The person causing the violence is either the recipient or object of a service provided by the workplace, such as a current or former client, a passenger, or a customer. Example: A person receiving mental health counseling becomes angered over being rescheduled for an appointment and
attacks the receptionist.
Type 3 The person causing the violence has an employment-related involvement with the workplace. This can either be someone who has a direct relationship, a current or former employee, or someone who has a relationship to a current or former employee. Example: An estranged husband of an employee is angry, comes onto the worksite, and confronts his wife. The confrontation escalates into a physical attack.
Should I be worried about violence at my workplace?
Yes. All workplaces have the potential for violence. Certain jobs and types of workplaces are recognized to be at significantly greater risk. As you'll learn in the course, if you have certain risk factors at your work-place, you may be at a higher risk for a Type 1 or Type 2 violent act.
Which occupations have the greatest potential for violence?
Workers’ compensation claims as a result of violence are most likely to occur in cases where there is
contact with clients, patrons, patients, or co-workers (Type 2 violence). Workers in service occupations make up 56.5 percent of these claimants.
Do I have a legal obligation regarding workplace violence?
Employers in Oregon have an additional reason to be concerned about violence in the workplace — injuries from these types of incidents may lead to legal liability. There are two principle sources of liability for violent episodes in the workplace:
Courts in Oregon and elsewhere have ruled that an employer may be liable for negligence in hiring or retaining individuals given to violent acts. Federal OSHA has stated that it is their policy to cite employers who fail to adequately protect their workers from acts of violence under Section 5(a) of the OSHA Act, which requires employers to maintain a safe workplace. Oregon OSHA follows the same course of
action.
What are the hidden costs of workplace violence?
Loss of moral and increased stress Lower productivity in victims of post-traumatic stress disorder Higher workers' compensation costs Negative publicity (Just ask the post office!) Hardship to victim's family
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