Though hazard correction and mitigation will be unique to each worksite, the following discussion will highlight some common mitigation concerns and strategies applicable to many businesses based on some of the inspection and hazard identification examples provided in Workplace Violence Hazard Identification.

Reducing Workplace Violence Risk from Non-Employees

When it comes to identifying and correcting workplace violence risk from non-employees (Type 1, Type 2 and Type 4 violence), some common considerations are broadly applicable to most employers, such as security measures and access management, environmental factors, cash transactions and valuables, and frequent public interaction, discussed below.

Keep in mind, however, that these examples are not exhaustive by any means. Every worksite is unique, with its own specific challenges and potential hazards requiring specific mitigation strategies.

Security Measures and Access Management

If an employer learns that there is inadequate or nonfunctioning security measures, e.g., broken locks, nonfunctioning key card scanners or cameras, etc., then correction and mitigation may include, for example, replacement, repair, or acquisition of additional lock and key systems, key card/code access management systems, security cameras, alarms, physical barriers, security windows, and others.

Employers may also implement additional training and procedures related to security, such as establishing a policy prohibiting security/exterior doors to be propped open and implementing access management policies to ensure members of the public and vendors are monitored and accounted for, i.e., once they are inside the worksite, they can't simply wander anywhere unsupervised.

Customers, clients, visitors and vendors all contribute to the national problem of workplace violence. Several effective tactics can reduce the number of aggressive, hostile and violent incidents on the part of customers, visitors and vendors:

• Signage. Posted signs can be very effective in communicating to those who enter your premises exactly how you expect them to conduct themselves.
• Visitor sign-in. People are much more likely to act out when they perceive that their actions will go unnoticed. By requiring all who enter your building to sign in, you say, “We know who is in the building, and we are paying attention.”
• Security guards. Security guards provide a deterrent to inappropriate behavior. They are one layer in your overall security program, which is designed to make your organization a less opportune target for violence and other inappropriate behavior.

You can require that contractors and vendors sign your equal employment opportunity policy. You should require that contractors and vendors read and sign your violence policy. Require vendors to agree to train their employees on workplace violence as well and monitor their employees' behavior. Your vendors should also agree to remove from your premises any of their employees whose behavior you've determined to be inappropriate.

Environmental Factors

Employers can take steps to ensure the worksite has adequate lighting, especially in parking lots and common areas.

Cash Transactions and Valuables

Workplaces with cash and other valuables may be at a higher risk of criminal activity. Businesses can take steps to mitigate that risk, for example, by increasing their security measures, such as surveillance cameras and security windows, removing excess cash from the premises regularly, window coverings that hide merchandise from plain view after hours, etc.

Frequent Public Interaction

Businesses that have frequent interaction with members of the public can take a variety of steps to mitigate the risk of workplace violence, depending on the specific circumstances. For example, employers can implement certain security measures discussed above, including access management policies, as well as physical security measures such as physical barriers, surveillance and others. Additionally, employers should consider training their employees in confrontation de-escalation should a conflict occur with a member of the public.

Reducing Workplace Violence Risk from Employees and Former Employees

Mitigating risk of workplace violence from employees or former employees (Type 3 violence) involves some different considerations than those involving non-employees, often including effectively managing workplace conflict.

Workplace conflict is a real and costly problem. To manage workplace conflict, you should:

• Deal with problems right away. Office conflicts erode productivity. They chip away at morale and can lead to legal liability. When conflict smolders, the savvy supervisor will catch it before it becomes something more serious.
• Learn the basics. Conflict resolution is a must-have skill. There are many books and classes for supervisors at every level. Every supervisor should know the fundamentals of conflict resolution:
• How to recognize trouble brewing.
• When to get involved.
• When to hang back.
• How to facilitate a resolution.
• How to ease anxieties.
• Chart a course for the entire office. Make sure people know who they're supposed to talk to when a conflict arises. Everyone should know which door to knock on to have their problems resolved.
• Listen first. Take each of the warring factions aside separately and hear them out. Then sit all the parties down together so that they can hear each other in a neutral setting.
• Watch for the big problems. There's a difference between “I don't like you” and “I don't like your kind.” If a conflict goes beyond ordinary conflict into more serious territory — harassment based on race or gender, for example — deal with it in all appropriate seriousness or face the consequences later.

If the situation involves a former employee, then employers should consider additional mitigation strategies, such as evaluating the nature of their separation from employment; whether they have collected final pay and belongings; and post-separation access management while at the worksite, including whether they’ve handed over any keys, access cards, etc.

If you have any concerns regarding potential violence, contact law enforcement. You may also want to consider what other resources, such as a threat assessment expert or legal counsel, are needed.

On top of generally managing workplace conflict, employers' mitigation strategies will also involve workplace violence prevention training and response procedures, which are discussed in Workplace Violence Prevention Training and Responding to Workplace Violence, respectively.

As with all examples provided in this chapter, these examples are not exhaustive. Every worksite is unique, with its own specific challenges and potential hazards requiring specific mitigation strategies. To ensure full compliance with California's workplace violence prevention requirements and to safeguard the well-being of your employees, it is essential that you specifically tailor your mitigation strategies in your workplace violence prevention plan to your specific worksite or operation and effectively train your employees on your procedures.

• CalChamber’s Workplace Violence Prevention Toolkit can help employers navigate the law’s complicated requirements; it contains numerous resources designed to assist employers in establishing their workplace violence prevention plan, training program and related workplace violence prevention procedures. To order, call (800) 331-8877, or visit our online store.

1. Lab. Code sec. 6401.9(c)(2)(J)