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Workplace Violence

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Workplace Violence

Current Effective Date:


Revision History:

Revised 09/08

North Carolina Division of Vocational Rehabilitation Services (DVRS) & Independent Living (IL), Division of Services for Deaf & Hard of Hearing (DSDHH), Division of Services for the Blind (DSB), Assistive Technology (AT) and Disability Determination Services (DDS)


The purpose of this policy is to provide a safe and healthy workplace for all employees that is free of violence and wherein the service provision of each agency can take place in an efficient manner. This will be carried out by implementing preventative measures, holding perpetrators of violence accountable and by providing assistance and support to victims. This policy covers unacceptable behavior or conduct of non-employees who commit violent acts against employees. Management recognizes the seriousness of workplace violence and is committed to taking measures to prevent and manage occurrences.

Non-employees are defined herein as consumers of services, vendors, strangers, customers and their friends, relatives, or acquaintances and the friends, relatives or acquaintances of employees who may also commit violent acts toward employees.


Workplace Violence entails violence that may be carried out by the aforementioned parties either in an office setting or field location. It includes, but is not limited to the following:


It is a violation of this policy to:

A violation of this policy shall be considered unacceptable conduct and may be grounds for:

All agencies have adopted a ZERO TOLERANCE for violence.
Any verbal comment or physical action perceived by any employee to be dangerous or unsafe may be immediately reported to Local Law Enforcement. This may include but is not limited to cursing, implied or direct threats against employees, customers, friends or family, physical violence against property, physical violence against another person, or possession of any concealed weapon.


The State is guided by the Federal Occupational Safety and Health Act (OSHA) of 1970 that requires employers to provide their employees with a safe work environment. It is intended that all available management tools be employed to accomplish the dual purpose of reducing the effects of violence on victims and providing consequences to those who perpetrate violence. Management is required to utilize available resources such as Law Enforcement, Legal Council, Employee Assistance Program (EAP) providers and Resource Directory and applicable personnel policies and procedures to bring about resolution. The agencies shall make every effort to protect employees from workplace violence by offering available security measures to ensure office premises are safe. Agencies shall accommodate requests and needs whenever possible and appropriate for employees who need adjustments to their work schedule, location and working conditions in order to enhance their safety. Agencies shall work closely with employees to ensure that both their needs and those of the agency are addressed.


It is the responsibility of each employee to be alert to the possibility of violence. An employee shall inform management if there is a domestic violence situation or any other situation in an employee’s personal life that has the potential to cause violence in the workplace. Employees shall report all acts of violence, threats of violence and situations that may pose a threat to the safety of themselves and/or others.


This policy prohibits retaliation against any employee who reports a violation of this policy. Every effort will be made to protect the confidentiality, safety and employment of an employee who reports a threat and/or act of violence.


The Department of Health and Human Services (DHHS) shall provide agencies with technical assistance and consultation services to implement their internal workplace violence prevention and management program and carry out the intent of this policy. DHHS’ responsibility will cover the following workplace violence program areas:


Each agency will establish a Crisis Management Team, consisting of the Division Director, Human Resources, Division Safety Director, Employee Relations Specialist, Chief of Operations, and Chief Financial Officer. This team will evaluate reports of potential for violence and determine planned interventions, provide post-incident analysis and recommendation of preventive measures, establish internal communication needs of the agency, establish external communication processes, oversee the development of internal procedures and training, and establish direction for on-going agency operations. Agencies shall have emergency protocols for dealing with potentially dangerous or violent situations. The Training Department shall develop, deliver, and maintain a comprehensive training module and provide awareness material to benefit existing and new employees.


Agencies shall inform the public of its policy regarding conduct on agency premises and field/off-site work locations.


Agencies shall have a physical site security plan for each office. The plan should include:

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  For questions or clarification on any of the policy contained in these manuals, please contact the local district office.

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