One of the first key points that must be established is how you define workplace violence. We need to provide common examples of abusive, threatening and violent behaviours; particularly from members of the public. Secondly, we must not rule-out circumstances of abusive and violent behaviours from fellow employees. The third circumstance is when employees act abusively or violently to members of the public. This third circumstance may mean that the employer is vicariously liable for the actions of their employee(s) and any civil action could lead to an employer’s insurers having to meet any court costs, and pay any compensation awarded to the injured parties!
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