When do I need a work place violence policy written program in healthcare?

At the risk of oversimplifying the issue, you may need a written policy or program on violence if your experience indicates that violence is a hazard to your employees. To give an example, some healthcare and social service facilities have regularly experienced violence when patients attack the employees (whether pushing, biting, or actual assault). When the potential for violence becomes a recognized hazard, OSHA expects the employer to address the hazard.

Although OSHA's guidance is intended for specific industry sectors, much of the information is more broadly applicable. For instance, the checklists to evaluate include questions like whether employees have contact with the public, handle money, work alone, or if the workplace is located in a high-crime area. Conversely, if you've had no issues with violence for many years, and your evaluation of the work environment does not indicate a likely potential for violence, then a written policy may not be needed. Of course, such a policy may still be a good idea, so when we say it is "not needed" we are referring to things like a legal obligation or recognized need to protect employees. There are some things you need to do (because of obligations) and other things you should do as a best practice (but which may not be required). In our experience, most employers have some form of workplace violence policy, even if it's limited to expressing potential consequences for things like threats between employees. Please let us know if we can offer further information.