Physical Assault In The Workplace In Wake
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If this form requires notarization, complete it online through a secure video call—no need to meet a notary in person or wait for an appointment.
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FAQ
The California Department of Fair Employment and Housing (DFEH) investigates and enforces laws related to workplace discrimination, harassment, and retaliation in the state. Under the DFEH you may only have one (1) year to file a claim based on workplace harassment.
Call 911 and other appropriate emergency contacts (such as Federal Protective Service) for that particular facility, particularly if the situation requires immediate medical and/or law enforcement personnel. Remain Calm and Contact supervisor. Secure your personal safety first. Leave the area if your safety is at risk.
Legal Recourse: You can sue the company for damages resulting from this incident. Companies are generally liable for the actions of their employees, especially if the assault happened at work or during work-related activities.
Yes. California permits victims of an assault to sue the person who assaulted them, whether they are co-workers or not. In some cases, the person who committed the assault may be the only one liable.
Any form of retaliation, such as wrongful termination, demotion, suspension, or other punishments, is prohibited against employees who stand up against physical assault in the workplace.
An action (verbal, written or physical) which is intended to intimidate by expressing the intent to harass, hurt, take the life of another person, or damage or destroy property. This includes threats made in jest but which others could perceive as serious.
Workplace violence is any act or threat of physical violence, harassment, intimidation, or other threatening disruptive behavior that occurs at the work site. It ranges from threats and verbal abuse to physical assaults and even homicide.
Physical abuse in the workplace is any form of physical violence or harm inflicted upon an employee by another person in the workplace. This can include things like hitting, pushing, shoving, or even throwing objects. Physical abuse can also include the use of weapons or the threat of violence.
Threats to an HR department may come from outside or within the organization. Examples of common threats to HR include increasingly stricter employment laws and litigious employees. Further, HR departments may need to overcome stereotypical negative views of the HR function. The S.W.O.T.
Threatening behavior, including but not limited to: Physical actions that demonstrate anger, such as moving closer aggressively, waving arms or fists, or yelling in an aggressive or threatening manner; extreme mood swings. Verbal abuse, swearing. Stalking behavior.
