The Four Types of Workplace Violence
Workplace violence affects employees across industries and creates risks that go beyond physical harm. It can lead to fear among employees, disrupt operations, and expose employers to liability. The Occupational Safety and Health Administration (OSHA) classifies workplace violence into four types based on the relationship between the perpetrator and the workplace. Employers who account for these differences in their policies and training can better prepare their workforce to respond to potential threats.
Criminal Intent (Type 1)
What It Is
Criminal intent workplace violence occurs when the perpetrator has no connection to the business or its employees. Instead, the violence happens during the commission of a crime, such as robbery, trespassing, or vandalism. Criminal intent workplace violence is most common in workplaces that are open to the public, particularly where employees handle cash, work alone, or operate in high-crime areas.
Real-World Examples
Criminal intent workplace violence most frequently occurs in settings where employees have limited protection against external threats. It typically involves offenders targeting businesses for financial gain or illegal access, putting workers in harm’s way. Some real-world examples of criminal intent workplace violence include:
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A convenience store clerk is assaulted during an armed robbery.
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A taxi driver is attacked by a passenger attempting to avoid payment.
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A gas station attendant is shot during a late-night burglary attempt.
Why It Happens
Certain workplace conditions make criminal intent violence more likely, including:
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Employees working alone, especially at night.
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Handling cash transactions, making them potential targets.
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Operating in areas with higher crime rates.
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Lack of security measures, such as cameras and alarm systems.
Prevention Strategies
Employers can reduce the likelihood of criminal intent violence by taking proactive security measures:
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Install security cameras, alarm systems, and access controls to deter criminal activity.
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Train employees on how to handle robberies and high-risk situations safely.
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Improve lighting in workspaces, parking lots, and entrances to make criminal activity less likely.
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Limit cash on hand and use drop safes to minimize losses during theft attempts.
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Provide situational awareness and emergency response training.
Customer/Client (Type 2)
What It Is
Customer or client workplace violence occurs when a customer, client, patient, or other recipient of services commits violence against an employee. Customer or client workplace violence is most common in industries where employees regularly interact with the public, including healthcare, retail, hospitality, and social services.
Real-World Examples
Customer or client violence has a tendency to stem from frustration, impaired judgment, or volatile behavior. Employees in public-facing roles may encounter customers and clients who become aggressive because of stress, dissatisfaction, or external factors such as intoxication or mental health issues.
Some real-world examples include:
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A nurse is assaulted by a patient in an emergency room.
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A retail worker is threatened by a customer over a store policy.
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A social worker is attacked during a home visit by a client with a history of violent behavior.
Why It Happens
Certain workplace conditions increase the likelihood of customer or client violence, including:
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High-stress environments, such as hospitals and mental health facilities.
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Direct interactions with people in distress or under the influence of drugs or alcohol.
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Lack of security personnel in customer-facing roles.
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Working in clients’ homes or uncontrolled environments.
Prevention Strategies
Employers can reduce the risk of customer or client violence by implementing policies and training employees on de-escalation techniques:
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Train employees in verbal de-escalation strategies to handle people who are excessively agitated.
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Establish clear policies for dealing with aggressive behavior and enforce consequences.
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Provide panic buttons, emergency communication systems, and controlled access to restricted areas.
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Increase security presence in high-risk environments, such as hospitals, social service agencies, and retail locations.
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Encourage employees to report aggressive behavior and threats before situations escalate.
Worker-on-Worker (Type 3)
What It Is
Worker-on-worker violence, also known as horizontal violence, occurs between current or former employees. Worker-on-worker violence usually results from workplace conflicts, bullying, harassment, or disciplinary actions. Unlike other types of workplace violence, this form typically involves employees who have ongoing interactions, which makes early detection and intervention especially important.
Real-World Examples
Conflicts between employees can intensify over time, leading to verbal threats, physical altercations, or targeted harassment. In some cases, violence occurs after an employee has been terminated or disciplined.
Some real-world examples include:
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An employee physically attacks a coworker after an argument.
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A former employee returns to the workplace and threatens a supervisor after being fired.
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A worker harasses and intimidates a colleague over long-standing professional disputes.
Why It Happens
Several workplace factors contribute to worker-on-worker violence, including:
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Poor conflict resolution policies that allow disputes to escalate.
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A lack of clear reporting procedures for workplace bullying or threats.
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High-stress environments where competition or job insecurity is common.
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Ineffective leadership that fails to address aggressive or hostile behavior.
Prevention Strategies
Employers can reduce the risk of worker-on-worker violence by maintaining a workplace culture that prioritizes communication and conflict resolution:
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Implement a workplace violence prevention policy that includes clear reporting procedures and intervention strategies.
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Promote a workplace culture that encourages professionalism, respect, and open communication.
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Offer employee assistance programs (EAPs) to provide support for stress, anger management, and workplace conflicts.
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Conduct regular training on recognizing and preventing workplace bullying and harassment.
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Respond quickly to reports of threats, intimidation, or aggressive behavior before situations escalate.
Personal Relationship (Type 4)
What It Is
Personal relationship workplace violence occurs when an individual with a personal connection to an employee, such as a spouse, partner, or family member, commits violence in the workplace. Personal relationship workplace violence is commonly linked to domestic violence situations that spill into the work environment and put both the targeted employee and others at risk.
Real-World Examples
Personal relationship workplace violence can occur when an abuser attempts to confront, intimidate, or harm an employee at their place of work. Personal relationship workplace violence may involve stalking, harassment, or physical violence.
Some real-world examples include:
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An estranged spouse enters an office building and attacks their partner.
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A domestic abuser stalks and harasses an employee at their workplace.
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A family dispute escalates into a violent confrontation at the victim’s workplace.
Why It Happens
Certain factors make workplaces more vulnerable to personal relationship violence, including:
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Employees experiencing domestic violence or under restraining orders.
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Open or easily accessible entry points that allow unauthorized people to enter.
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A lack of policies addressing domestic violence concerns in the workplace.
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Limited confidentiality or support for employees facing personal safety threats.
Prevention Strategies
Employers can help protect employees from personal relationship violence by creating a supportive and secure workplace:
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Offer support resources, such as employee assistance programs, for those experiencing domestic violence.
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Train management and HR to recognize warning signs and provide appropriate assistance.
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Implement access control measures to prevent anyone who is unauthorized from entering the workplace.
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Develop confidential workplace safety plans for employees at risk.
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Encourage open communication and provide confidential reporting options.
How Employers Can Prevent Workplace Violence
Workplace violence is rarely random. In many cases, warning signs go unreported or unaddressed before workplace violence occurs. Employers that take a proactive approach can reduce the likelihood of violence by implementing clear policies, security measures, and employee training programs. Workplace violence prevention requires more than surveillance cameras or reactive measures—it depends on strategies that make violence less likely to occur in the first place.
Steps Employers Should Take
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Identify specific risks. Assess past occurrences of workplace violence, industry trends, and workplace vulnerabilities to determine where and when violence is most likely.
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Establish and enforce policies. Clearly define unacceptable behavior, reporting procedures, and disciplinary actions. Policies should be consistently applied and accessible to all employees.
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Train employees to respond. Workers and supervisors should recognize early signs of hostility and know how to report concerns or defuse situations before they escalate.
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Strengthen workplace security. Access controls, emergency protocols, and security personnel should align with the level of risk in each workplace.
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Encourage reporting without retaliation. Employees should feel safe reporting threats or concerns, allowing intervention before violence occurs.
Employers that take these steps create a work environment where employees feel safer and more confident in reporting concerns, which can allow potential threats to be addressed before they escalate.
Workplace Violence Prevention with Conn Maciel Carey LLP.
Workplace violence can lead to lawsuits, regulatory penalties, and disruptions that affect an entire organization. Internal policies alone aren’t always enough to prevent incidents or protect employers from liability. Conn Maciel Carey helps businesses assess risks, comply with workplace safety laws, and respond appropriately when violence occurs.
Proactive Legal Strategies to Prevent Workplace Violence
Employers that take proactive steps can reduce the likelihood of workplace violence and limit their liability. Conn Maciel Carey helps businesses:
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Develop and implement workplace violence prevention plans that align with OSHA guidelines and industry best practices.
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Conduct risk assessments to identify workplace vulnerabilities and recommend security measures.
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Provide employee and management training on identifying warning signs, handling threats, and responding to workplace violence.
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Establish clear reporting and response protocols that comply with federal and state workplace safety laws.
Guidance When Incidents Occur
Even with the strongest prevention measures, workplace violence can still happen. Employers need legal counsel to manage the consequences effectively and minimize liability. Conn Maciel Carey assists businesses by:
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Advising on immediate response actions to protect employees and reduce legal exposure.
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Ensuring compliance with OSHA and other regulatory investigations following occurrences of workplace violence.
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Defending employers in workplace violence-related claims, including workers' compensation disputes, wrongful termination lawsuits, and negligence claims.
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Reviewing workplace security measures and response protocols to strengthen future prevention efforts.
Industry-Specific Expertise
Workplace violence risks vary by industry. Conn Maciel Carey has extensive experience advising employers in high-risk sectors, including:
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Healthcare – Managing patient aggression and protecting healthcare workers.
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Retail and Hospitality – Preventing workplace violence involving customers and employees.
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Manufacturing and Construction – Addressing worker-on-worker conflicts and job site security.
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Social Services – Reducing risks for employees working with vulnerable or high-risk populations.
Protect Your Workplace with Conn Maciel Carey
Employers that invest in workplace violence prevention and legal preparedness create safer environments for their employees and reduce their risk of costly litigation. Contact Conn Maciel Carey LLP today at (202) 715-6244 or by email to learn how proactive planning can protect your business from workplace violence threats.
This article is for informational purposes only and does not constitute legal advice. While we strive to ensure accuracy, laws and regulations may change, and unintended errors may occur. This content may not address every aspect of the relevant legal requirements. For guidance on your specific situation, consult your attorney.