Aldrich Law Firm, Ltd.
Aldrich Law Firm, Ltd.

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877-508-0433Good People Deserve Good Lawyers. ®

Call us toll free at
Good People Deserve Good Lawyers. ®

Your responsibilities for preventing violence in the workplace

Employees in Nevada have the right to work in an environment that is safe physically and emotionally. At the Aldrich Law Firm, Ltd., we know the responsibilities that you have as an employer, regarding workplace safety. If these obligations are not met, you may find yourself facing a lawsuit by one of your employees.

This responsibility extends to protecting your employees from violence in the workplace. According to the U.S. Occupational Safety and Health Administration, almost 2 million people in the country are subjected to violence at work every year. In fact, workplace violence is the fourth cause of fatalities on the job in the United States.

Workplace violence can include threats or physical attacks from coworkers, managers, customers and anyone else your employees have contact with while on the job. An incident does not have to be physical in nature to qualify as workplace violence. If, for example, an angry customer threatens to show up at your office with a weapon, this is more than enough to make your employees feel unsafe and could present a real threat.

How do you protect your employees from workplace violence, whether actual or threatened? Your initial steps could include implementing strong anti-harassment and anti-violence rules among your employees that send the message that this behavior will not be tolerated. Next, it would be wise to extend the same zero-tolerance policy toward any non-employee who has contact with your workers. If you feel there is a genuine threat, you might then take action by reporting the incident to authorities and seeking a protection order.

Going the extra mile to protect your employees and make them feel safe at work could foster loyalty among your employees, as well as create a safer workplace and prevent legal action against you. Learn more about common employer issues by visiting our employment litigation page.

John P. Aldrich
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