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Physical Assault In The Workplace In Washington
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Multi-State
Control #:
US-000298
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What should happen is HR takes your complaint, begins an investigation, and reports the findings to your company's personnel committee or board of directors, where the chain of command takes it. If findings are solid, the person doing the bullying is relieved of their position.
You should take legal action through a criminal trial and then file a civil lawsuit for personal injury, lost wages, and punitive damages. It is the responsibility of employers to provide their workers with a safe work environment.
If you believe your workplace rights have been violated, there are 3 ways you can file a complaint: File a Worker Rights Complaint online. Download and mail a completed Worker Rights Complaint form (F700-148-000). Visit your nearest L&I office.
In addition, every employer must immediately report to Cal/OSHA any serious injury or illness, or death, of an employee occurring in a place of employment or in connection with any employment, and this includes incidents resulting from workplace violence.
Physical assault in the workplace occurs when another person physically attacks an employee or job applicant in the workplace. Physical assault at work is a criminal act. However, it can also be cause for a civil complaint against your employer for failing to keep you safe while you work.
Immediate Steps to Take After a Workplace Assault After being attacked and injured in the workplace, you should: Report the assault. Let your supervisor and your company's human resources department or manager know what has happened. Report it verbally and follow up with a written report.
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.
Conduct is considered harassment when it is severe enough to create a hostile work environment. In the case of a supervisor or manager, if their harassing conduct results in a negative change in any employee's status or benefits, it is considered harassment and a violation of the employees rights under the law.
Starting July 1, 2024, the majority of employers in California must establish, implement, and maintain a Workplace Violence Prevention Plan that includes: Prohibiting employee retaliation. Accepting and responding to reports of workplace violence. Employee workplace violence training and communication.