Disability Not Accommodated
Learn practical workplace violence employer obligations and step‑by‑step response: what to do after a threat, assaulted at work legal rights, how to report workplace threat, negligent security at work risks, and when employers failed to protect employees. Build compliant prevention plans, training, and incident protocols to protect staff and reduce liability.
Estimated reading time: 18 minutes
Key Takeaways
States are rapidly expanding workplace violence employer obligations, including written prevention plans, training, and incident response requirements.
A complete program covers risk assessments, reporting channels, de‑escalation training, security controls, investigations, and non‑retaliation protections.
Employees retain assaulted at work legal rights: immediate medical care, workers’ compensation, OSHA complaints, anti‑retaliation protections, and potential civil claims.
Negligent security at work and “employer failed to protect employee” claims often turn on foreseeability, ignored warnings, and missing basic safety measures.
After any threat, act fast: stabilize the scene, contact police if needed, preserve evidence, notify stakeholders, support affected workers, and document everything.
Table of Contents
Introduction
What Is Workplace Violence? Clear definition and legal scope
Employer Duties and Legal Requirements — What employers must do now
Immediate Safety Steps After a Threat or Assault — What employers must do right away
How Employees Can Report Workplace Threats — Step-by-step for staff
Employee Legal Rights After an Assault — What victims can do
Employer Liability: When Employers Fail to Protect Employees
Investigation Best Practices — How employers should investigate incidents
Prevention Strategies — Long‑term workplace violence prevention employer duties
When to Call the Police or External Authorities — escalation guidance
Common Mistakes Employers Make (and how to avoid them)
Conclusion
FAQ
What are my legal rights if I’m assaulted at work?
How do I report a workplace threat?
Can I sue my employer for negligent security at work?
When should an employer call the police?
Are employers required to have a written workplace violence plan?
Introduction
Workplace violence employer obligations are a growing legal and operational priority for organizations of every size. Whether you are a business owner, HR leader, or employee, you need clear guidance on day‑one safety steps, how to report workplace threat concerns, injured-worker rights, and the long‑term workplace violence prevention employer duties that reduce risk and save lives.
This guide explains exactly what to do in the first minutes and hours after a threat or assault, how employers must prepare and respond, and which legal rights and remedies protect workers. We cover emergency procedures, reporting channels, investigation protocols, workers’ compensation and OSHA complaints, and civil liability when an employer failed to protect employee safety or engaged in negligent security at work.
Recent state and federal developments are increasing employer duties to prevent workplace violence and mandating written plans and training (see state law rollouts summarized by Ogletree and Loeb’s explanation of new employer requirements). You will learn how to build a compliant program, respond to incidents, and make informed decisions that protect people and meet the law.
What Is Workplace Violence? Clear definition and legal scope
Workplace violence includes any act or credible threat of physical violence, harassment, intimidation, or disruptive behavior that occurs at the worksite and may be committed by co‑workers, clients, customers, or strangers. This broad definition, reflected in new prevention planning rules, recognizes that risk comes from both inside and outside the organization and may escalate over time. See Loeb’s discussion of prevention plan requirements and scope.
Common classifications help employers tailor controls:
Type I — Criminal intent/stranger violence: the perpetrator has no legitimate relationship to the workplace (e.g., robbery, trespasser assault).
Type II — Customer or client: the perpetrator is a customer, patient, or service recipient (e.g., upset client threatens or attacks staff).
Type III — Worker‑on‑worker: the perpetrator is a current or former employee, contractor, or supervisor.
Type IV — Personal/domestic: domestic or intimate partner violence that spills into the workplace, stalking, or threats from acquaintances.
Consequences can be severe: physical injuries, psychological trauma, disability, or even death. For employers, incidents can trigger legal exposure, OSHA citations, civil lawsuits, increased workers’ compensation costs, reputational damage, and employee turnover.
Legally, more states are mandating proactive controls. New laws increasingly require written prevention plans, training, hazard assessments, and incident response procedures. California’s SB 553 exemplifies the trend, requiring written plans, scheduled training, hazard identification, and procedures for incident response and investigation, as explained by Loeb. A national wave of similar measures is underway, according to Ogletree’s state-by-state overview.
Key takeaway: Workplace violence covers threats and behavior across Types I–IV, not just physical attacks.
Key takeaway: Laws now require written plans, training, and incident response — these are not optional “best practices.”
Key takeaway: The scope includes domestic and stalking risks; employers should plan coordinated responses, including protective orders and safety plans. For more, see our guide to workplace stalking employer duty.
Employer Duties and Legal Requirements — What employers must do now
Today’s workplace violence employer obligations center on a comprehensive, documented program backed by training, risk controls, and accountability. At minimum, employers should implement the following duties, many of which are now codified in state laws and supported by federal guidance from OSHA.
Develop and maintain a written Workplace Violence Prevention Plan. A complete plan typically includes:
Scope and definitions aligned to Types I–IV and covered work locations.
Hazard assessment methodology: routine and event‑triggered risk assessments.
Prevention strategies: environmental, engineering, and administrative controls; behavioral threat assessment processes.
Reporting and investigation process: multiple reporting channels (including anonymous), intake triage, investigation steps, and timelines.
Emergency protocols: evacuation, shelter‑in‑place, panic alarm procedures, and post‑incident scene control.
Roles and responsibilities: designated prevention coordinator, HR, security, facilities, and legal contacts.
Non‑retaliation policy: clear prohibition on reprisal for reporting threats.
Documentation and recordkeeping: reports, training logs, risk assessments, corrective action plans, and retention periods.
Conduct routine risk assessments. Use a structured methodology: identify hazards, evaluate likelihood and severity, rank risks, recommend controls, assign owners and timelines, and verify completion. Repeat after incidents, relocations, major renovations, and organizational changes.
Provide regular training. Deliver onboarding training for new hires, annual refreshers for all staff, and role‑specific training for managers, security, HR, and reception/front‑of‑house. Cover warning signs, de‑escalation skills, reporting procedures, emergency response, post‑incident support, and non‑retaliation.
Implement layered security measures based on your risk profile. Examples include access controls and badging, visitor management, panic buttons, improved lighting, cameras and monitoring, controlled parking lot access, and professional security personnel for high‑risk sites. Appropriate measures depend on assessment findings; failure to implement reasonable controls can be cited as negligent security at work when violence is foreseeable.
Designate responsible personnel. Name a prevention coordinator and backup, publish contact info in the plan, and train supervisors on escalation protocols.
Create post‑incident support protocols. Plan for rapid medical care, crisis counseling (EAP), paid leave or scheduling adjustments, and return‑to‑work accommodations that prioritize safety and healing.
Ensure non‑retaliation protections and accessible reporting channels. Include anonymous options and multiple intake paths (supervisor, HR, security, hotline, online portal).
Review and update the plan annually and after incidents. Many state frameworks require periodic review and documentation of plan updates. See CalChamber’s reminder on annual obligations in HRWatchdog.
Regulatory context and guidance. State laws like California’s SB 553 require written plans, training, and hazard assessments, summarized by Loeb. Additional states are adding mandates and enforcement mechanisms, as detailed by Ogletree. Federal OSHA urges employers to adopt a zero‑tolerance approach and programmatic controls; see OSHA’s workplace violence overview and resources.
Employer self‑audit checklist (use weekly during rollout, then monthly):
Written plan in place (Y/N) — owner and backup named?
Last plan review date — updates logged after incidents (Y/N)?
Risk assessment completed on: [date] — next due: [date].
Training records current — onboarding and annual refreshers documented (Y/N)?
Security controls implemented — status for access control, cameras, lighting, alarms, visitor management (Y/N/in progress)?
Reporting channels publicized — hotline/portal posted, manager/HR escalation steps communicated (Y/N)?
Post‑incident support available — medical, counseling, leave/accommodations (Y/N)?
For additional liability context and program design considerations, see our in‑depth discussion of employer liability for workplace violence and employee rights.
Immediate Safety Steps After a Threat or Assault — What employers must do right away
After any threat or assault, employers must prioritize physical safety, medical needs, notifications, and evidence preservation. Swift action protects people, preserves facts, and reduces legal risk associated with claims that an employer failed to protect employee safety.
Secure the scene. If safe, isolate the perpetrator, restrict access, and direct staff to evacuate or shelter‑in‑place based on the plan. Ensure supervisors know which protocol applies in each area. Emergency response duties and communications should follow the written plan described by Loeb.
Call emergency services when danger or injuries exist. Dial 911 for imminent threats or medical emergencies. Document the call: time, dispatcher name/ID if available, incident number, and responding unit.
Provide immediate medical care. Administer first aid if trained and safe; arrange transport to an ER or clinic. Offer support to witnesses and bystanders who may also need medical or mental health assistance.
Preserve evidence. Secure and copy CCTV footage, badge/access logs, visitor logs, emails, text messages, and social media messages. Collect witness names and preliminary statements. Preserve clothing or physical items if relevant. Time‑stamp all items and track chain of custody.
Notify internal stakeholders. Alert the prevention coordinator, HR, security, and legal counsel. Use pre‑defined notification scripts to ensure clarity and consistency.
Notify employees about interim safety measures. Share need‑to‑know updates about restricted areas, schedule changes, security presence, or remote‑work directives, balancing transparency with privacy and legal requirements.
Offer post‑incident services. Provide EAP counseling, paid time to seek medical care, temporary reassignment, and reasonable accommodations during recovery.
Begin a preliminary incident report immediately. Include date/time, location, parties involved, injuries, witnesses, initial actions taken, evidence preserved, and any law enforcement report number. Congress’s proposed policy frameworks also emphasize incident response and investigation steps; see the current bill text.
Recommended time clock:
Within the first hour: stabilize the scene, call 911 if needed, preserve perishable evidence, start the incident report, and notify key internal contacts.
Within 24 hours: complete initial witness interviews, secure all relevant video/audio, provide written notice of interim safety measures, and schedule follow‑up care for affected workers.
Within 72 hours: conduct manager debriefs, finalize preliminary findings, update the written plan if gaps emerge, and initiate remedial training or security changes.
Failure to act promptly can increase harm and liability exposure. Employers that ignore known risks or delay evidence preservation are vulnerable to claims that the employer failed to protect employee safety and did not meet their workplace violence employer obligations.
What to do if you’re assaulted at work — 6 immediate steps:
Get to a safe location and call 911 for medical or police assistance.
Tell a supervisor, HR, or security right away — or use the anonymous hotline/portal if you fear retaliation.
Seek medical care and ask for copies of all treatment records.
Write down what happened (verbatim words, time, location, who was present).
Preserve evidence (photos, texts, emails, CCTV details) and list witnesses.
Request interim safety measures (schedule changes, escort, remote work, or separation from the perpetrator).
How Employees Can Report Workplace Threats — Step-by-step for staff
Every employee has the right — and often the obligation — to report workplace threat concerns. Reports must be documented, investigated, and addressed without retaliation. Prevention plans should guarantee confidentiality to the extent possible and publicize multiple reporting paths.
How to report:
Immediate danger: call 911 first. After the emergency is addressed, report internally to your manager, HR, security, or the designated prevention coordinator.
Non‑immediate threats: use the company’s hotline, online form, or email HR/security with “Workplace Threat Report” in the subject line. If you fear reprisal, use the anonymous option.
What to include: date/time; exact words used (quote verbatim); descriptions of gestures or weapons; location; identities and roles of those involved; witness names; photos/videos; and whether the incident has happened before.
Follow‑up: request written confirmation of receipt, ask for a copy or summary of the internal incident report, and request specific protective measures (escort, separation from the perpetrator, schedule changes).
Recommended internal report form fields:
Reporter information (name and contact; anonymous optional).
Relationship to the parties (employee, contractor, client, visitor).
Date/time/location of the incident; department or work area.
Detailed account (verbatim words, actions); any injuries or medical care needed.
Witnesses and contact info; CCTV/door access log references.
Evidence attached (photos, emails, texts, audio/video).
Immediate steps taken (called 911, notified manager, first aid).
Requested remedies (escort, schedule change, remote work, protective order assistance).
Employers are responsible for making reporting accessible, protecting reporters from retaliation, and investigating promptly — duties reinforced by state prevention plan requirements summarized by Loeb and the growing patchwork of state laws covered by Ogletree. For additional step‑by‑step reporting strategies, see our guide on how to report a hostile work environment and adapt those documentation practices to violence and threat scenarios.
Employee Legal Rights After an Assault — What victims can do
Core protections apply the moment an incident occurs. Your assaulted at work legal rights include a right to a reasonably safe workplace, a right to report without retaliation, a right to prompt medical care, and access to workers’ compensation where injuries arise out of and in the course of employment — all within the broader framework of workplace violence employer obligations.
Workers’ compensation. Most on‑the‑job injuries are covered, including physical and some psychological injuries caused by assaults. Benefits typically include medical treatment, wage‑replacement (temporary disability), permanent disability benefits where applicable, and vocational rehabilitation in some states. To file, notify your employer promptly, complete the required claim form, and seek medical treatment from an approved provider if your state requires it. State prevention mandates show the growing nexus between workplace violence and compensability; see legislative trends summarized by Ogletree and plan requirements described by Loeb. For tailored guidance on claims and appeals, review our primer on workers’ compensation benefits and claims.
OSHA and safety complaints. If you believe unsafe conditions contributed to the incident, you can file an OSHA complaint. OSHA can inspect worksites and issue citations where employers fail to provide a workplace free from recognized hazards. See OSHA’s workplace violence resources. If you fear reprisal for speaking up about safety, consult our OSHA complaint retaliation guide.
Civil legal remedies. Depending on the facts, you may be able to file civil claims in addition to workers’ compensation. Potential theories include negligence, negligent security at work (failure to provide reasonable protective measures given foreseeable risk), negligent hiring/retention, intentional infliction of emotional distress, and premises liability (where applicable). Negligence claims generally require proof of duty, breach (such as ignoring known threats or failing to implement basic controls), causation, and damages. Remedies may include compensatory damages (medical bills, lost wages, pain and suffering), injunctive relief (court orders requiring safety fixes), and, in some cases, punitive damages.
Anti‑retaliation and accommodations. The law prohibits retaliation for reporting threats or injuries or for seeking safety changes. If injuries create or worsen a disability, you may be entitled to reasonable accommodations under the ADA. Eligible workers may also qualify for FMLA leave to recover or care for affected family members.
Evidence checklist for injured employees:
Medical records, doctor’s notes, and discharge instructions; receipts for out‑of‑pocket expenses.
Incident reports, emails, and texts to HR or supervisors documenting threats or violence.
Witness names and contact details; copies or references to CCTV and door access logs.
Prior complaints or warning signs the employer knew or should have known about.
Return‑to‑work communications and any failure to accommodate restrictions.
These avenues are reinforced by modern prevention standards and OSHA guidance that place the burden on employers to plan, prevent, and respond effectively; see OSHA, Ogletree, and Loeb.
Employer Liability: When Employers Fail to Protect Employees
Employers owe a duty to provide a reasonably safe workplace. Liability arises when the employer knew or should have known of a risk of violence and failed to act. In plain language, “employer failed to protect employee” claims allege that an organization ignored warning signs or skipped basic steps that any reasonable employer would have taken to keep people safe.
Examples that can create liability:
Skipping risk assessments despite ongoing threats or prior incidents.
Failing to implement basic security measures (locks, lighting, access controls, cameras) where risk was obvious.
Ignoring prior complaints about a violent employee, customer, or partner — or failing to separate and monitor high‑risk individuals.
Insufficient training and poor policy enforcement (no de‑escalation, no reporting instructions, unclear emergency protocols).
Negligent security at work explained. This claim focuses on foreseeability and reasonable measures. If prior incidents, industry standards, or known threats indicate violence is plausible, employers must implement appropriate controls. Liability can stem from broken locks, unmonitored entry points, inadequate lighting, no security coverage for high‑risk times or locations, or failure to investigate and act on threats.
How courts evaluate foreseeability and reasonableness:
History of similar incidents on‑site or nearby; police calls to the premises.
Known threats and internal reports; protective orders or domestic violence concerns.
Industry standards and regulatory guidance (e.g., written plans, training, hazard assessments).
Workplace layout and task risks (night shifts, public‑facing roles, cash handling, isolated job sites).
Whether recommended controls were implemented, documented, and audited.
Consequences for non‑compliance can include civil damages, OSHA citations, and increased regulatory scrutiny, consistent with state prevention frameworks discussed by Loeb and Ogletree. For a broader overview of exposures and defenses, see our analysis of workplace violence employer liability.
Hypothetical vignette. A clinic receives multiple complaints that a patient has threatened staff and brandished a knife in the parking lot. Management delays adding lighting, refuses to hire a security guard, and does not adjust schedules or escort protocols. Two weeks later, the patient assaults a nurse in the dim parking lot. In a negligent security claim, the plaintiff might present prior incident reports, emails to management, security audit recommendations, CCTV gaps, and testimony from staff about fear and requests for escorts that were ignored.
Investigation Best Practices — How employers should investigate incidents
Objectives are clear: fact‑finding, evidence preservation, confidentiality, accurate documentation, corrective action, and readiness for legal or regulatory review. A consistent protocol protects people and ensures credibility if the incident is scrutinized in court or by regulators.
Step‑by‑step protocol:
Immediate fact collection (first 24 hours). Secure the scene, preserve video/audio, take photographs, collect witness names, and obtain immediate written statements or recorded interviews where lawful.
Appoint a neutral investigator. Use a trained internal investigator or external counsel/consultant to ensure impartiality, especially for serious incidents or high‑level subjects.
Interview sequence and documentation. Interview the complainant, then the respondent, then witnesses. Use consistent question sets and obtain signed statements or verified summaries.
Review physical and electronic evidence. Badge logs, visitor logs, CCTV, emails, texts, prior complaints, HR and security files, and any protective orders or police reports.
Assess findings and determine corrective action. Evaluate policy violations and legal exposure; implement interim and long‑term safety measures; decide on discipline.
Communicate outcomes. Provide the complainant and respondent a summary of findings and next steps, while protecting confidentiality and privacy.
Retention and secure storage. Keep the full investigation file (notes, recordings, exhibits, findings, action plans) for the required retention period, following state law and internal policy.
Templates to copy/paste:
Evidence checklist: CCTV clips (timestamps), access logs, photos, floor plans, emails/texts, hotline submissions, prior complaints, training records, policy versions in effect, visitor logs, security vendor reports.
Investigation timeline template: Day 0 (incident); +24h (evidence secured, initial interviews); +72h (follow‑up interviews, preliminary findings); +7d (corrective actions decided); +14d (closure memo issued); +30d (post‑incident review/plan updates).
Sample employee notification language: “We are investigating a safety incident that occurred on [date]. We have implemented interim measures, including [measures], and will update you on relevant changes. Please continue to report any concerns immediately to [contacts].”
Frameworks that spotlight incident response and investigation reinforce these steps. See Loeb for plan duties and the current bill text for incident and investigation emphasis. For employees navigating their role in an internal probe, consult our guide to rights during a workplace investigation.
Prevention Strategies — Long‑term workplace violence prevention employer duties
Prevention is both a business and legal imperative. Investing in prevention lowers injury rates, turnover, and legal exposure — and aligns with state and regulatory expectations.
Build a comprehensive, sustainable program:
Risk assessment program. Conduct annual assessments and trigger reassessments after incidents, relocations, layout changes, or organizational shifts. Tie findings to budgets and action plans.
Written prevention plan. Include scope, roles, hazard assessments, security controls, reporting channels, investigation steps, emergency protocols, post‑incident support, non‑retaliation, and recordkeeping.
Training program. Deliver role‑specific training (e.g., managers on escalation, reception on visitor control, security on response). Track completion rates and test retention with scenario‑based exercises.
Environmental/physical controls. Improve lighting and line‑of‑sight, restrict access to high‑risk areas, add video surveillance and panic alarms, and enhance parking lot safety.
Administrative controls. Formalize visitor policies, client escalation playbooks, buddy systems for high‑risk tasks, and remote‑work safety protocols (especially for home visits or fieldwork).
Behavioral threat assessment team. Include HR, security, legal, operations, and mental health expertise. Define referral thresholds, triage levels, data‑sharing protocols, and protective order support.
Reporting culture. Promote multiple reporting channels, reinforce non‑retaliation, and run periodic communication campaigns and tabletop exercises.
Post‑incident learning. Conduct root‑cause analyses, update policies and the written plan, deliver remedial training, and share lessons learned at safety meetings.
Budgeting and accountability. Assign owners, fund security upgrades, track KPIs (incident reductions, training completion, closure times for corrective actions), and brief leadership quarterly.
Annual reviews and updates are now expected in many jurisdictions. See HRWatchdog’s overview of annual obligations. For state trend analysis and plan components, review Ogletree’s state law roundup and Loeb’s summary of SB 553‑style requirements.
Quick‑start checklist (30/90/180‑day plan):
First 30 days: appoint a prevention coordinator; launch risk assessment; map existing controls; publish interim reporting channels and non‑retaliation notice; schedule initial training.
First 90 days: finalize the written plan; complete priority security fixes (lighting, locks, visitor management); run a tabletop drill; begin role‑specific training; deploy an incident reporting form/portal.
First 180 days: implement a behavioral threat assessment team; complete remaining security upgrades; establish quarterly KPI reporting; schedule the first annual plan review date.
Strong prevention significantly reduces the chance of negligent security at work claims and demonstrates that your organization met its workplace violence prevention employer duties.
When to Call the Police or External Authorities — escalation guidance
Contact law enforcement immediately for active or imminent danger, crimes in progress, credible threats involving weapons, stalking or domestic violence escalating at work, or any situation where safety cannot be ensured without police assistance. Document all calls and responding officers, and coordinate with your prevention coordinator and legal counsel.
External agencies can help in other ways. OSHA accepts safety complaints and may inspect or cite employers that ignore recognized hazards; see OSHA’s guidance. Proposed federal frameworks and state laws reinforce when external reporting or escalated response is appropriate; see the current bill text. For guidance about safety complaints and whistleblower protections, review our OSHA complaint retaliation guide.
Model escalation flow:
Emergency (imminent danger, weapon, physical assault): call 911 → secure scene → internal notifications → evidence preservation.
Serious but non‑emergency (credible threat without immediate danger): internal report → risk assessment → consult police as appropriate → interim safety measures.
Non‑immediate or ambiguous threats: internal reporting → fact‑finding → behavioral threat assessment → targeted controls and monitoring.
Common Mistakes Employers Make (and how to avoid them)
Not having a written plan. Remedy: adopt a compliant plan now, incorporating training and incident response highlighted by Loeb and state trends in Ogletree.
Failing to document reports. Remedy: implement a centralized reporting form/portal and retention policy; train managers to log every report.
Ignoring early warning signs. Remedy: train supervisors to escalate even ambiguous threats; stand up a behavioral threat assessment team.
Poor evidence preservation. Remedy: script automatic preservation of CCTV, logs, and emails upon incident triggers; assign chain‑of‑custody responsibility.
Retaliating against reporters. Remedy: publish and enforce a strict non‑retaliation policy; monitor for subtle reprisal.
Lax physical security. Remedy: conduct a security audit and fix high‑impact issues (lighting, locks, cameras) to avoid negligent security at work claims.
Inadequate training. Remedy: require onboarding + annual refreshers and role‑specific modules with completion tracking.
Not involving experts early. Remedy: pre‑arrange relationships with legal counsel and security consultants for complex incidents and high‑risk sites.
Conclusion
Employers today must meet heightened workplace violence employer obligations: assess risk, implement a written plan, train staff, respond to incidents with speed and consistency, and remediate gaps. Employees have strong protections — including assaulted at work legal rights, workers’ compensation, OSHA complaints, and anti‑retaliation safeguards — and should report workplace threat concerns promptly while preserving evidence.
To deepen your understanding and strengthen compliance, review these foundational resources: Ogletree’s state law roundup, Loeb’s prevention plan summary, OSHA’s workplace violence guidance, HRWatchdog on annual obligations, and the current bill text that underscores comprehensive prevention and response. Use the checklists above to audit your program and ensure your workplace violence prevention employer duties are met in practice, not just on paper.
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Legal disclaimer: This article provides general information, not legal advice. Laws vary by jurisdiction and facts. Consult qualified employment counsel about your situation and how evolving workplace violence employer obligations apply to your organization.
FAQ
What are my legal rights if I’m assaulted at work?
Your assaulted at work legal rights include immediate medical care, workers’ compensation benefits, the right to report without retaliation, potential OSHA complaints for unsafe conditions, and possible civil claims if negligent security at work or other employer failures contributed.
How do I report a workplace threat?
Call 911 for imminent danger, then notify your manager, HR, security, or use the anonymous hotline/portal. Include dates/times, exact words, witnesses, and evidence. Employers must investigate and provide updates; these steps also help you report workplace threat concerns thoroughly.
Can I sue my employer for negligent security at work?
Possibly. If violence was foreseeable and the employer failed to implement reasonable measures (e.g., lighting, access control, responding to prior threats), you may have a negligence or negligent security claim, especially where an employer failed to protect employee safety.
When should an employer call the police?
Immediately for active or imminent danger, weapons, assaults, or escalating stalking/domestic threats. Document the call and coordinate with internal leaders. OSHA guidance and proposed frameworks reinforce when external authorities should be involved.
Are employers required to have a written workplace violence plan?
In many states, yes. New laws require written prevention plans, training, hazard assessments, and incident response. Employers should also follow OSHA guidance and conduct annual reviews to meet workplace violence prevention employer duties.
