Compliance & Safety

OSHA Workplace Violence Quiz: Check Your Prevention Know-How

22 Questions 11 min

This quiz focuses on OSHA’s approach to workplace violence prevention under the OSH Act General Duty Clause (Section 5(a)(1)) and related guidance. Mismanaging threats, reporting, or controls can lead to citations, recordkeeping scrutiny, and civil penalties—federal maximums were $16,550 per serious violation and $165,514 for willful/repeat (2025 adjustment).

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1Type 1 workplace violence involves a person with no legitimate relationship to the business (for example, a robber).

True / False

2Which is a common early indicator of potential workplace violence?

3A hospital employee is threatened at work by their ex-partner who shows up uninvited and refuses to leave. Which type of workplace violence best fits this situation?

4You witness an employee being physically threatened in the break room. What should you do first?

5Which observation is most likely to be a warning sign that warrants attention?

6Which option best reflects active listening during a heated conversation?

7A zero-tolerance workplace violence policy should be communicated clearly and applied consistently, including clear ways to report concerns.

True / False

8Only managers are permitted to report workplace violence concerns.

True / False

9A coworker’s behavior has changed noticeably over the last month. Select all that apply. Which changes are commonly treated as warning signs that should be reported per procedure?

Select all that apply

10Arrange these de-escalation actions in the best order for a tense face-to-face interaction.

Put in order

1Exit and get help if escalation continues

2Set clear limits and offer choices

3Listen and speak calmly

4Assess safety and keep space

5Acknowledge feelings and restate the issue

11A convenience store has had several late-night arguments at the counter. Which change is an environmental (engineering) control that can help prevent violence?

12A customer becomes angry about a return policy and throws items at the cashier. What type of workplace violence is this?

13Select all that apply. Which actions help make a workplace violence report prompt and accurate?

Select all that apply

14An employee regularly closes a facility alone at night. Which personal/team safety strategy best reduces risk?

15A coworker repeatedly says, “You’ll all be sorry,” and is fixated on a perceived injustice. Which detail most strongly suggests a risk that should be reported?

16Select all that apply. Which are examples of environmental (engineering) controls that can help reduce workplace violence risk?

Select all that apply

17Arrange these steps to conduct a basic workplace violence risk assessment and improve controls.

Put in order

1Review past incident data

2Reassess and adjust

3Identify high-risk tasks/areas

4Evaluate current controls

5Implement improvements

6Train and communicate changes

18A customer is shouting at the service desk and accusing staff of lying. Select all that apply. Which actions are appropriate de-escalation techniques?

Select all that apply

19Arrange these actions in the best order after you receive a threatening voicemail from a coworker.

Put in order

1Move to a safe location

2Notify supervisor/security per procedure

3Preserve the message/evidence

4Complete a formal incident report

5Cooperate with follow-up actions

20Arrange these post-incident actions in the most appropriate order after a violent event has ended.

Put in order

1Debrief and implement corrective actions

2Secure the area and prevent further harm

3Notify management/security and begin response procedures

4Ensure injured people get medical help

5Document facts and preserve evidence

21Arrange these components in a logical order for building and maintaining a workplace violence prevention program.

Put in order

1Encourage reporting and respectful culture

2Worksite risk assessment

3Leadership commitment and roles

4Evaluate and improve the program

5Training and drills

6Implement controls (engineering/admin)

22Select all that apply. Which practices best support a fair, effective response to a workplace violence complaint?

Select all that apply

Workplace Violence Prevention: OSHA Compliance Mistakes That Trigger Citations

Workplace violence prevention failures often come from small gaps that add up to a foreseeable, uncorrected hazard. These are the patterns that most commonly show up in incident reviews, employee complaints, and OSHA inspections.

1) Treating violence as “unpredictable” instead of a recognized hazard

Relying on “we can’t control people” ignores prior incidents, near-misses, and known risk factors (late-night work, cash handling, isolated work, high-stress customer contact). Build a hazard assessment that explains why violence is foreseeable in your setting.

2) Over-indexing on training while under-investing in controls

De-escalation training helps, but it can’t compensate for poor lighting, unlocked access points, solo staffing, or lack of panic alarms. Use the hierarchy of controls: engineering and administrative measures first, then work practices and training.

3) No clear reporting pathway—or punishing reporting

If employees don’t know what to report (threats, stalking, “jokes,” intimidation) or fear retaliation, your organization loses the early-warning signal. Define reporting channels, protect confidentiality where possible, and document follow-up actions.

4) Mixing “zero tolerance” with inconsistent enforcement

A policy that isn’t applied consistently (e.g., tolerating supervisor intimidation or dismissing customer threats) creates liability and undermines credibility. Set objective thresholds for intervention and consequences.

5) Weak post-incident process

Under-recording: failing to evaluate whether the case is OSHA-recordable (and missing patterns).
No root-cause review: focusing only on the individual, not the conditions that enabled the event.
No corrective-action tracking: fixes are discussed but not assigned, dated, and verified.

Avoidance tactic: treat every credible threat or assault as a “mini investigation” with documented controls, timelines, and verification.

OSHA Workplace Violence Prevention Quick Reference (Print/Save PDF)

Printable note: Use your browser’s Print function to print this page section or save it as a PDF for your safety binder.

OSHA framework to anchor decisions

Primary enforcement hook: OSH Act General Duty Clause, Section 5(a)(1) (recognized hazard + feasible means to abate).
Program elements OSHA expects to see: management commitment, worker participation, hazard identification, prevention/controls, training, and program evaluation.

Definition (operational)

Workplace violence includes acts or threats of physical violence, intimidation, or other disruptive threatening behavior occurring at the worksite (including verbal threats and harassment tied to potential harm).

The “4 types” (use for hazard mapping)

Type 1: Criminal intent (no legitimate relationship to the business).
Type 2: Customer/client/patient/resident.
Type 3: Worker-on-worker (current or former employee).
Type 4: Personal relationship (domestic/intimate partner spillover).

High-value warning signs (document patterns)

Direct or conditional threats; fixation on weapons; “leakage” (talking about harm).
Escalating conflicts, stalking behaviors, boundary violations, or intimidation.
Sudden behavior change with performance/safety drop; substance impairment at work.

Controls checklist (hierarchy of controls)

Engineering: access control (badges/locked doors), cameras, adequate lighting, panic buttons, barriers/transaction windows, duress alarms, clear escape paths.
Administrative: staffing plans (no isolated work where feasible), visitor management, cash-handling limits, flagging systems, behavioral emergency response procedures, threat assessment team workflow.
Work practices: keep exit access, maintain distance/positioning, use buddy system, avoid working alone in high-risk areas, call for backup early.
Training: de-escalation, when to disengage, emergency communications, reporting expectations, post-incident supports.

Immediate response: “Stop, get safe, get help, document”

Move to safety and summon assistance (internal alert + emergency services as needed).
Preserve evidence when safe (video, messages, witness names, time/location).
Notify supervision/security per procedure; initiate incident command if used.
Document and correct: interim controls now; permanent controls with owners and due dates.

Decision Drills for OSHA-Aligned Workplace Violence Prevention

Use these short drills to rehearse the same judgment calls the quiz targets. For each scenario, identify: (1) immediate safety action, (2) who to notify, (3) what to document, and (4) what control should change so the hazard is less likely to recur.

Front desk escalation (Type 2): A visitor slams the counter, blocks the exit route behind you, and says, “You’ll regret this.” What is the safest next action: continue the conversation, disengage and create distance, or try to physically move them away?
Cash-handling risk (Type 1): Closing shift requires one employee to count cash alone in an unsecured back room. A near-miss robbery happened last month. What feasible controls should be prioritized before more training?
Co-worker threats (Type 3): An employee posts a photo of a weapon with a caption about “getting even.” A supervisor wants to “wait and see.” What reporting and threat-assessment steps should occur the same day?
Domestic spillover (Type 4): An employee reports a restraining order and believes their ex-partner may show up at work. What information should be shared with reception/security, and what should remain confidential?
Healthcare agitation (Type 2): A patient becomes verbally aggressive and refuses to let staff leave the room. What are the de-escalation boundaries, and when should staff shift from negotiation to summoning additional help?
Post-incident follow-through: After an assault, the team is told to “document it and move on.” What indicators would tell you the corrective action process is inadequate (and likely to repeat the hazard)?

Scoring yourself: the strongest answers reduce exposure first (distance, barriers, staffing, access control), then address behavior through policy, reporting, and training—with documented corrective actions.

Five Practical Takeaways for Preventing Workplace Violence Under OSHA Expectations

Write your prevention plan to the hazard you actually have: map risks by the four types of workplace violence and the specific tasks/areas where threats occur (intake desk, parking lot, home visits, terminations, closing shifts).
Controls beat courage: prioritize engineering and administrative controls (access control, barriers, staffing, alarms) so employees aren’t forced to “de-escalate” their way out of preventable danger.
Make reporting easy and non-punitive: define what to report (threats, stalking, intimidation, near-misses), provide multiple reporting channels, and document the follow-up so the system has credibility.
Investigate violence like any other safety event: capture facts, contributing conditions, and root causes; assign corrective actions with owners and due dates; verify completion.
Plan for the worst day: employees should know how to disengage, summon help, and move to safety—especially in isolated work, customer-facing roles, and high-emotion interactions.

Workplace Violence Prevention Glossary (OSHA-Focused)

General Duty Clause (Section 5(a)(1)): OSHA’s requirement that employers provide a workplace free from recognized hazards likely to cause death or serious harm. Example: Repeated threats at a reception area with no access control can be treated as a recognized hazard requiring feasible abatement.
Recognized hazard: A hazard the employer knows (or should know) about through incidents, industry knowledge, or obvious conditions. Example: Prior assaults during night shifts make future assaults foreseeable.
Feasible abatement: A practical means to reduce or eliminate the hazard (engineering, administrative, or work-practice controls). Example: Installing a panic button and adding a second closer are feasible controls for late-night retail.
Type 1 workplace violence: Criminal intent by someone with no legitimate relationship to the workplace. Example: Robbery attempt during cash drop.
Type 2 workplace violence: Violence from a customer, client, patient, student, or visitor. Example: A patient threatens to hit staff during triage.
Type 3 workplace violence: Worker-on-worker violence, including current or former employees. Example: A terminated employee returns and makes threats.
Type 4 workplace violence: Personal relationship violence that spills into the workplace. Example: An employee’s partner shows up and threatens coworkers.
Near-miss (violence-related): An incident that could have resulted in harm but didn’t—still a strong predictor of future events. Example: A visitor makes a credible threat and leaves before security arrives.

Authoritative Workplace Violence Prevention Resources (OSHA + NIOSH + Accreditation)

OSHA — Workplace Violence (Overview)OSHA’s central hub explaining risks, prevention program concepts, and sector-specific guidance.
OSHA 3148 — Guidelines for Preventing Workplace Violence for Healthcare and Social Service Workers (PDF)Practical prevention program elements and controls, widely used as a benchmark in healthcare settings.
NIOSH — Workplace Violence: Prevention Strategies (PDF)Risk factors and prevention approaches that support hazard assessments and control selection.
CDC/NIOSH — Workplace Violence Prevention Course for NursesScenario-based training concepts transferable to many high-contact service roles.
The Joint Commission — Workplace Violence Prevention Resource CenterAccreditation-focused tools and implementation ideas for healthcare organizations.

OSHA Workplace Violence Prevention FAQ (Policy, Reporting, and Controls)

Does OSHA have a specific workplace violence standard?

In most industries, OSHA does not have a single, stand-alone “workplace violence standard.” Enforcement commonly relies on the OSH Act General Duty Clause (Section 5(a)(1)) plus evidence that the hazard was recognized and there were feasible abatement measures available. OSHA also publishes guidance documents that inspectors and employers frequently use as benchmarks for what “feasible” prevention looks like.

What evidence shows workplace violence is a “recognized hazard” at my site?

Recognition can be supported by prior incidents and near-misses, employee reports, police calls, security logs, injury/illness records, and industry experience (for example: late-night retail, healthcare, social services, and public-facing roles). A single severe incident can be enough to trigger immediate control changes if the conditions are clearly hazardous.

What controls matter most during an OSHA inspection—training or engineering/administrative controls?

Training is important, but OSHA expects employers to reduce exposure through controls that don’t rely on perfect human performance. Strong examples include access control, lighting, barriers, panic alarms, staffing plans that reduce isolated work, visitor management, and procedures for behavioral emergencies. Training should reinforce when to disengage, how to summon help, and how to report threats.

How should threats be documented without turning the workplace into a rumor mill?

Use a structured incident/threat report that captures facts (who/what/when/where), exact language used, witnesses, and immediate actions taken. Limit distribution to people who must act (supervision, HR, security, threat assessment team) and document follow-up controls. Avoid informal group chats that can amplify fear and distort details.

When is an injury from workplace violence OSHA-recordable?

If a workplace violence event leads to outcomes that meet OSHA recordkeeping criteria (for example, medical treatment beyond first aid, days away from work, restricted work, or loss of consciousness), it is generally recordable like any other work-related injury. Your incident review should cover both immediate care and the prevention controls needed to reduce recurrence.

Where can I practice broader workplace safety decision-making beyond violence prevention?

If you’re building a wider compliance baseline (hazard recognition, controls, incident follow-up), the Construction Assessment Test is a useful next step because it reinforces practical safety judgments that also support strong post-incident corrective action processes.