New York Employment Lawyers Protecting
Victims of Workplace Violence
Holding employers responsible for damages
resulting from avoidable violence in the
workplace
According to the Occupational Safety &
Health Administration, more than 2 million
Americans report having been the victim of
workplace violence each year. This number
does not include cases that go unreported.
With these staggering statistics in mind, it
is important for employers to take action to
curb workplace violence, before victims are
injured. At Hepworth, Gershbaum & Roth, PLLC,
our New York employment attorneys are
committed to protecting victims of workplace
violence. With more than 70 years of
employment law experience, we have
successfully represented countless workplace
violence victims during their search for
justice.
You have the right to a safe workplace
In 2006, the state of New York enacted a set
of laws supporting employees’ rights to a
safe workplace. These laws require public
employees to develop programs and policies
to minimize the potential for workplace
violence. Failure to take action may leave
the employer liable for damages resulting
from avoidable workplace violence. The laws
cover all public employees, while setting
the benchmark for private employers to
protect their staff members.
Under the legislation, employees have the
right to work in an environment that is free
from all forms of workplace violence,
including:
-
Assault
-
Domestic violence
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Harassment
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Intimidation
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Stalking
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Sabotage
Whatever form workplace violence may take,
it is important for employers to be vigilant
and take action to prevent the potential for
harm.
What can employers do to prevent workplace
violence?
Preventing workplace violence is a full-time
endeavor that falls on the shoulders of
public and private employers.
Fortunately, there are many key steps
employers may take to limit the potential
for workplace violence, including:
-
Providing a written policy statement:
Making all employees aware of the
company’s workplace violence policies is
a viable strategy for avoiding
unnecessary injuries. When all employees
know which behaviors are not tolerated,
violence may be curbed.
-
Evaluating potential risks:
Every employer should conduct regular
risk assessments to identify potential
workplace violence issues. By remaining
vigilant, an employer may eliminate
hazards before they lead to violence.
-
Implementing a reporting program:
Ensuring that employees have a
standardized procedure for reporting
workplace violence or related concern is
key. An effective reporting program will
included details regarding the complaint
filing procedure, the actions the
employer will take to address the issue
and the timing of these actions.
-
Training employees:
Providing proactive training to help
employees identify the potential for
workplace violence, and how to handle
such issues, is an important step for
employers to take. Training should help
employees identify risk factors and arm
them with strategies for protecting
themselves and coworkers.
-
Maintaining detailed documentation:
In order to prevent future recurrences
of workplace violence, employers should
maintain detailed records of complaints
and potential hazards.
Failure to
follow these steps may lead to avoidable
workplace violence, which may leave the
employer liable for the victim’s losses.
Schedule a free consultation to discuss your
workplace violence concerns with one of our
New York employment lawyers
If you have become the victim of workplace
violence that your employer failed to
prevent, you may be entitled to compensation
for your injuries and losses. It is
important to speak to one of the New York
employment lawyers at Hepworth,
Gershbaum & Roth, PLLC as quickly as
possible following the violent event to
ensure that all proper steps are followed in
the injury claims process. To learn more
about your rights as a workplace violence
victim,
contact us online or call 212-545-1199
to schedule a free consultation with one of
our New York employment law attorneys.
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Contact an employment law
attorney in New York today
for a free initial
consultation and determine
whether you have a case. For
a free initial consultation,
you can contact us online or
by phone.
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