Workplace violence prevention policy statement

Freshman (College 1st year) ・Business ・APA

The creation of SkyGem Pub ensures the health and safety of the employees. Any kind of violence at work is not tolerated; attempts are also being made to avoid such events by introducing a workplace violence policy (WVPP). The staff, managers and supervisors are responsible for the maintenance and execution of the WVPP program of the organization. All violent events must be reported until they happen. Abuse against victims is not discriminated against in the workplace.

Workplace—every place where a worker performs any labor duty, temporary or permanent. Workplace violence-it’s any physical assault, verbal abuse or threatening behavior occurring in any work setting.

Possible workplace violence history in the workplace or similar workplaces

Historically, SkyGem pub has experienced several violence cases primarily based on employees and customers. The frequent incidents include threatening of workers, verbal assaults, and abuse by use of condescending language as well as physical attacks by the clients. However, some of the cases are not reported thus no further actions taken to mitigate and minimize the incidences.

Risk Assessment

The primary source of workplace violence as identified in the case scenario is the client or the bar customer. The primary factor contributing to aggression is employee failure to serve a client with alcoholic drinks based on the fact that they are intoxicated.

The WVPP group will perform risk assessment through record keeping, review, workplace survey as well as random security inspections.

The Program

The main purpose of the WVPP program is to ensure zero tolerance on the occurrence of violence cases. The employers have the responsibility to ensure accountability and implementation of the program through training employees on how to minimize the incidences as well as report violence cases for further actions as required by law.

When an employee reports a violence incidence at the workplace, the employer should record the case and carry out further investigation to inquire more information on the cause. Remarkably, additional actions as required by the Occupational Safety and Health Administration (OSHA) standards should be further taken to ensure justice to the worker.

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