Report pages 75–85: 147 claims on pp. 75–85 (fact 5, statement 104, evidence 29, conclusion 2, conjecture 4, definition 3).
When BTAM teams determine that an individual of concern poses a risk of harm to themselves or others, they must take appropriate action to reduce the risk of violence.
When BTAM teams determine that an individual of concern poses a risk of harm to themselves or others, they must take appropriate action to reduce the risk of violence.
BTAM teams should adopt a phased approach to continually assess risk and need, implement appropriate strategies, and monitor their impact until case closure is appropriate.
BTAM teams should adopt a phased approach to continually assess risk and need, identify and implement appropriate risk management strategies, and monitor the impact of these interventions until case closure is appropriate.
The risk management process has four central phases: planning, implementation, evaluation, and case closure.
The risk management process has four central phases: planning, implementation, evaluation, and case closure.
Phases may occur in linear order, or some may occur concurrently, be revisited, or begin before a prior phase has ended.
the risk management process may be more dynamic whereby some phases occur concurrently, some phases are revisited, and/or some are initiated before a prior phase is ended
Why inferred Process description hedged with 'may'; classified as a guidance principle about how the model applies, not as conjecture.
During planning, the BTAM team develops a case management plan tailored to the individual, which should identify specific goals and strategies that account for concerning and mitigating factors.
This case management plan must be tailored to the individual and their unique circumstances and environment
The plan should identify specific goals and strategies to reduce risk and account for the concerning and mitigating factors identified during assessment.
should identify specific goals and strategies to reduce their risk of harm to themselves or others
The report describes the risk management process as dynamic, spanning multiple phases.
The risk management process is dynamic, spanning multiple phases.
The risk management process should be tailored to the unique characteristics of the individual of concern and their environment.
The process should be tailored to address the unique characteristics of the individual of concern and their environment.
Using information gathered during an assessment, BTAM teams should develop a plan to manage any risk posed by the individual of concern.
Using the information gathered during an assessment, BTAM teams should develop a plan to manage any risk posed by the individual of concern.
In some cases, the four risk management phases may occur in a linear order.
In some cases, these phases may occur in a linear order.
Why inferred Typed conjecture: 'may occur in a linear order' describes a possibility about how the phases unfold, not guidance.
During the planning phase, the BTAM team develops a case management plan for the individual of concern.
During this phase, the BTAM team develops a case management plan for the individual of concern.
The case management plan should account for the concerning and mitigating factors identified during assessment.
This plan should account for the concerning and mitigating factors identified during assessment.
The Phases of Risk Management diagram shows a repeating cycle from Plan to Implement to Evaluate and back to Plan.
PHASES OF RISK MANAGEMENT
Why inferred figure description: only the heading is printed as text; the Plan, Implement, Evaluate cycle is read from the diagram
In the diagram, a dashed arrow labeled "off-ramp when appropriate" leads from the Evaluate phase to Case Closure.
OFF-RAMP WHEN APPROPRIATE
Why inferred figure description: the arrow label is printed in the diagram; its origin (Evaluate) and destination (Case Closure) are read from the diagram
Once the case management plan is established, it must be put into action.
Once the case management plan has been established, it must be put into action.
Strategies can include referrals for services and supports, monitoring electronic activity, placing an underperforming employee on a performance improvement plan, or encouraging prosocial interests.
Case management strategies vary but can include making referrals for services and supports, monitoring an individual's electronic activities
During evaluation, the BTAM team should check in with the individual and/or relevant partners to determine whether strategies are having the intended impact.
the BTAM team should check in with the individual of concern and/or relevant partners to determine whether risk management strategies are having the intended impact
The team should consider whether the individual is complying with interventions, engaging with programming, and showing changes in mood, mental state, or behavior.
The BTAM team should also consider whether the individual is complying with interventions, engaging with programming, and exhibiting any changes in mood, mental state, or behavior.
If appropriate, the team should adjust the case management plan and implement revised strategies until the individual is no longer determined to pose a risk.
If appropriate, the BTAM team should adjust the case management plan and implement revised strategies until the individual is no longer determined to pose a risk of harm to themselves or others.
Closure occurs when the BTAM team determines that an individual of concern no longer poses a risk of harm to themselves or others.
Closure occurs when the BTAM team determines that an individual of concern no longer poses a risk of harm to themselves or others.
Why inferred Defines the closure phase in running text rather than in a Key Terms section; classified as a definition by judgement.
The decision to close a case should involve all relevant stakeholders, including the BTAM team and organizational leaders.
The decision to close a case should involve all relevant stakeholders, including the BTAM team and organizational leaders.
BTAM teams should be able to articulate the rationale for closing a case, document the decision, and check in with relevant stakeholders, including the individual of concern as deemed appropriate, to ensure no concerns return and no new concerns arise.
BTAM teams should be able to articulate the rationale for closing a case, document the decision, and conduct a check-in with relevant stakeholders
Throughout each phase of the risk management process, the BTAM team should account for relevant elements of effective risk management.
Throughout each of these phases of the risk management process, the BTAM team should account for relevant elements of effective risk management
Specific strategies should be informed by four elements: addressing factors of concern, redirecting motives, creating a less prone situation, and using the Systems Approach.
Specific risk management strategies used during the BTAM process should be informed by the four foundational elements
BTAM teams should identify and address behavioral and situational factors that are objectively concerning, such as personal or workplace stressors.
BTAM teams should work to identify and address behavioral and situational factors that are objectively concerning, such as personal or workplace stressors.
For employees, management can include employment support or mentoring, free or reduced-rate counseling, bereavement assistance, and financial consultation.
Management strategies for addressing factors of concern (i.e., negative factors) for employees can include additional employment support or mentoring, free or reduced-rate counseling services
For external individuals such as customers or clients, BTAM teams can offer community service connections, liaise with law enforcement for wellness checks, and seek court orders when appropriate.
BTAM teams can offer connections to community and social service providers, liaise with law enforcement to conduct wellness checks, and partner with the judicial system to obtain court orders
In addition to addressing negative factors, management should include efforts to promote the mitigating factors in the individual's life.
In addition to addressing negative factors, management should include efforts to promote positive factors
Positive factors can include supporting personal, financial, and career goals, facilitating social connections, and participating in employee resources and interest groups.
These can include support of the individual's personal, financial, and/or career goals, facilitation of social connections, and participation in employee resources and interest groups.
Figure 12 presents the four elements (address factors, redirect motives, create a less prone situation, Systems Approach) with example strategies for each.
FIGURE 12 Elements of Risk Management
BTAM teams should identify potential motivations for violence and take active steps to remove, reduce, or redirect those motives toward prosocial behavior.
BTAM teams should work to identify potential motivations for violence and take active steps to remove, reduce, or redirect those motives
NTAC research on targeted violence found that motives for violence are multifaceted, and individuals often have multiple identifiable motivations at once.
NTAC's research on targeted violence has revealed that motives for violence are multifaceted, and individuals often have multiple identifiable motivations at once
If an individual of concern is bullied in the workplace, the employee's supervisor, HR, and/or EAP services may work together to address and intervene with the bullying, create safeguards for reporting bullying behavior, and provide access to counseling and emotional support services.
if an individual of concern is bullied in the workplace
If a customer complains about financial hardship, the organization may liaise with community services to refer the customer for employment or income assistance.
If the individual of concern is a customer who, for example, complains about financial hardship, the organization may liaise with community services to refer the customer for employment or income assistance.
This creates a situation that can lead to positive outcomes for the individual as well as the workplace.
This creates a situation that can lead to positive outcomes for the individual as well as the workplace.
Why inferred Hedged with 'can lead to'; classified as conjecture.
Address factors of concern and promote positive factors: identify negative factors and create strategies to support positive outcomes (examples: employment assistance, substance abuse treatment, counseling services).
Identify negative factors and create strategies to support positive outcomes.
Redirect potential motives for violence: identify possible motivations and direct resources to address them (examples: address workplace grievances, intervene to stop bullying, de-escalate interpersonal conflicts).
Identify possible motivations and direct resources to address them.
Create a situation less prone to violence: create an environment in which violence is less likely (examples: explore avenues for weapons removal, restrict access to work facilities, obtain restraining orders).
Create an environment in which violence is less likely.
Utilize the Systems Approach for management: collaborate with community stakeholders who can contribute (examples: leverage organizational resources, identify counseling services, engage family for support).
Collaborate with community stakeholders who can contribute.
Organizations must consider how to create a situation less prone to violence when developing risk management strategies.
Organizations must consider how to create a situation less prone to violence when developing risk management strategies.
Specific strategies depend on the organization, its resources, applicable federal and state laws, and the characteristics of the situation and individual.
Specific strategies will depend on the organization, resources, applicable federal and state laws, and the characteristics of the situation and the individual of concern.
Examples include changing an employee's schedule when staff conflict, restricting an individual's facility access, engaging local law enforcement for support, and limiting access to firearms when permitted by law and consistent with constitutional protections.
Some strategies for creating a situation less prone to violence include changing an employee's schedule when there are conflicts among staff
Extreme Risk Protection Orders (ERPOs) are civil court orders used to temporarily restrict a person's access or ability to purchase firearms if they pose a risk of harm to themselves or others.
ERPOs are civil court orders used to temporarily restrict a person's access or ability to purchase firearms if the person poses a risk of harm to themselves or others.
As of 2026, over 20 states, the District of Columbia, and the U.S. Virgin Islands have ERPO laws, also called red flag laws.
over 20 states, the District of Columbia, and the U.S. Virgin Islands have ERPO laws (also called "red flag" laws)
Eligible petitioners for an ERPO may include law enforcement, family members, romantic partners, and clinicians, depending on state law.
Eligible petitioners for an ERPO may include law enforcement, family members, romantic partners, and clinicians.
Modeled after domestic violence protection orders, ERPOs focus specifically on firearms access.
Modeled after domestic violence protection orders, ERPOs focus specifically on firearms access
California, Hawai'i, and the U.S. Virgin Islands have adopted legislation allowing employers or coworkers to petition for an ERPO concerning an employee.
California, Hawai'i, and the U.S. Virgin Islands have adopted legislation to also allow employers or coworkers to petition for an ERPO concerning an employee.
The Systems Approach can identify risk management resources that can be leveraged to reduce the risk of violence for an individual of concern.
The Systems Approach (see Step 5) can identify risk management resources that can be leveraged to reduce the risk of violence for an individual of concern.
When, how, and to what degree internal and external systems are leveraged depends on the individual's affiliation, circumstances, and the resources available.
When, how, and to what degree different internal and external systems are leveraged will depend on the individual of concern's affiliation with the organization, the unique circumstances of the individual of concern, and the resources available.
Organizations should proactively develop a resource guide for the BTAM team to use during management, and the team should regularly review and revise it.
Organizations should proactively develop a resource guide for the BTAM team to use during management.
The resource guide should include common needs and risk factors, types of strategies to address them, and internal and external resources.
types of risk management strategies to address these needs
Why inferred Combines three bulleted items of the resource-guide list into one statement; the quote covers the middle item.
Risk management strategies should be tailored to the organizational environment and the individual of concern, and can differ substantially by whether the individual is a current or former employee or a customer, client, patient, visitor, or otherwise unaffiliated with the workplace.
Risk management strategies should be tailored to address the unique characteristics of the organizational environment and the individual of concern
Organizations should develop standardized forms to document management plans and ensure structure and fidelity to the BTAM process.
Organizations should develop standardized forms to document management plans and ensure structure and fidelity to the BTAM process.
The case management plan form should record the interventions pursued, referral timelines, the person monitoring compliance, and the outcome of each intervention.
This form should document the specific interventions pursued and implemented, detailed timelines for providing referrals, the person designated to monitor response and compliance with interventions, and the outcome of each referral or intervention
The management plan should be an adaptive, evolving process, and its forms should allow changes and review of how well strategies work.
This management plan should be an adaptive, evolving process, and the forms created to document management should allow for changes to the plan and opportunities to review the effectiveness of the management strategies implemented.
The case completion form should document completion of the BTAM process, including a summary overview and an articulable reason for closure.
It should include a summary overview of the case and a reasonable and articulable determination for case closure.
BTAM teams can lead employees toward positive outcomes by clearly communicating workplace expectations and actions if they are not met, while listening to concerns and offering support.
BTAM teams can lead employees toward positive outcomes by clearly communicating workplace expectations and what actions will be taken if those expectations are not met
Best practices for managing concerning employee behavior include monitoring and support and assistance.
Best practices in managing concerning behavior displayed by employees include
Monitoring can include observing behavior and communications, check-ins, tracking physical movement, and monitoring online activity on a company device or network.
Monitoring can include observing the employee's behavior, interactions, and communications with coworkers and clients; check-ins; tracking physical movement throughout a workplace; and monitoring online activities while on a company device or network.
Support and assistance strategies can often be used to address factors of concern.
Support and assistance are strategies that can often be used to address factors of concern.
EAPs can be integral in providing workplace support through a confidential avenue for personal, financial, legal, medical, or work-related issues.
EAPs can be integral in providing support for employees in the workplace by offering a confidential avenue to receive services for personal, financial, legal, medical, or work-related issues.
A retailer's office offers tailored solutions for employees of concern, including relocation, mental health counseling, financial grants, and crisis intervention contracts.
offering tailored solutions to manage risk for employees of concern
The Case Completion Form should document the completion of the BTAM process.
This form should document the completion of the BTAM process.
In addition to EAPs, organizations can identify workplace mentors and peer support personnel to foster connections and can leverage external resources.
In addition to EAPs, organizations can identify workplace mentors and peer support personnel to foster connections, as well as leverage external resources.
The retailer's one-stop office offers worksite relocation for employees facing personal or professional problems, free mental health counseling and mindfulness apps, financial grants, and contracted clinical psychologists for crisis intervention.
This includes worksite relocation services for employees experiencing personal or professional problems (e.g., bullying or harassment at home or at work), free mental health counseling services and mindfulness applications, financial grants, and contracted clinical psychologists for crisis intervention services.
The retailer advertises these resources to employees so they know what is available and how to seek assistance.
These resources are advertised to employees, so they know what is available and how to seek assistance.
Over 70 million workers in the U.S. have access to an EAP, according to 2021 Bureau of Labor Statistics data.
Over 70 million workers in the U.S. have access to an EAP, according to data published in 2021 from the Bureau of Labor Statistics.
EAPs provide counseling and support to employees with personal difficulties and are often underutilized.
EAPs provide counseling and support to employees experiencing personal difficulties and are often underutilized.
Organizations can offer EAPs as a resource during BTAM to connect employees in need with counseling and supportive services.
Organizations can offer EAPs as a resource during BTAM to connect employees in need with counseling and supportive services.
Mediators, an ombudsman, or other dispute resolution should be used as needed to provide a neutral third party skilled in resolving conflict.
The assistance of mediators, an ombudsman, or other forms of dispute resolution should be used as needed to provide a neutral third party skilled in resolving conflict.
Performance Improvement Plans can be a useful tool for managing an employee's performance, maintaining accountability, and offering structured support.
can be a useful tool for managing an employee's performance, maintaining accountability, and offering an avenue for structured support.
When separating an employee is necessary, organizations should practice safe separation strategies to mitigate the risk of violence.
it is important that organizations practice safe separation strategies (see below) to mitigate the risk of violence.
The decision to terminate an employee must be clearly communicated in advance to relevant parties such as security, IT, HR, management, and legal so access can be revoked, work reassigned, and the organization can ensure it is following state and federal guidelines regarding termination.
The decision to terminate an employee must be clearly communicated to relevant parties within the organization (e.g., security, IT, HR, management, legal) in advance
Separation meetings should establish a calm and clear tone to the conversation and avoid blaming or shaming the employee.
Establish a calm and clear tone to the conversation and avoid blaming or shaming the employee.
Some organizations offer severance pay, a separation package, extended benefits or pensions, or mental health services, which can reduce work-related grievances or retaliation.
to reduce the risk of work-related grievances or retaliation.
When appropriate and feasible, organizations should consider coordinating with community partners to offer services and support after separation.
When appropriate and feasible, consider coordinating with community partners to offer services and support for the employee following separation.
Offboarding protocols should restrict server, file, and facility access and ensure identification and credentials are returned.
These protocols should include ensuring that server, file, and facility access is restricted, and that identification and credentials are turned in when offboarding employees.
It may be appropriate or necessary to offer some employees options to return materials via mail or scheduled pickup.
It may be appropriate or necessary to offer options for some employees to return materials via mail or scheduled pickup.
Why inferred Conditional recommendation hedged with 'may'; classified as a statement (guidance), not conjecture.
Choose a safe and quiet location to conduct the meeting.
Choose a safe and quiet location to conduct the meeting.
The report acknowledges that separating an employee is sometimes necessary.
There are times when separating an employee is necessary.
Whether an employee is terminated or resigns voluntarily, organizations should consider the listed strategies to safely separate the employee.
Regardless of whether an employee is being terminated or has resigned voluntarily, organizations should consider the following strategies to safely separate an employee:
To create a calm environment, organizations should ensure the appropriate personnel for the separation are present.
Ensure the appropriate personnel for the separation are present.
Organizations should explain the rationale for a termination decision in a way that allows the employee to maintain their dignity.
Explain the rationale for the termination decision in a way that allows the employee to maintain their dignity.
Organizations should establish a list of necessary actions to take when separating employees so that no important actions are missed.
Establish a list of necessary actions to take when separating employees to ensure no important actions are missed.
EAPs can help employees reduce stress, improve coping skills, and handle difficulties in their personal and professional lives.
EAPs can help employees reduce stress, improve coping skills, and handle difficulties they experience in their personal and professional lives.
In some cases it may be appropriate to use added safety precautions, such as an offsite or video meeting or a security or law enforcement presence.
In some cases, it may be appropriate to utilize additional safety precautions.
Why inferred Conditional recommendation hedged with 'may be appropriate'; classified as a statement.
When deemed necessary, coordinated outreach through appropriate channels may be used to evaluate, assess, and intervene with former employees to reduce the risk of violence.
When deemed necessary, coordinated outreach through appropriate channels may be used to evaluate, assess, and intervene with former employees to reduce the risk of violence.
Why inferred Conditional recommendation hedged with 'may be used'; classified as a statement.
Post-separation strategies can include following up with an employee or their friends, family, or mental health provider; monitoring online behavior and communications (e.g., social media posts); and re-evaluating potential resources or support mechanisms to assist the employee in coping with stressors.
These strategies can include following up with an employee or their friends, family, or mental health provider; monitoring online behavior and communications (e.g., social media posts); and re-evaluating potential resources or support mechanisms to assist the employee in coping with stressors.
The post-separation strategies are not exhaustive and are not appropriate for all cases; BTAM teams should weigh them in the full context of the case.
These strategies are not exhaustive and not appropriate for all cases.
BTAM teams should carefully consider these intervention methods in the full context of what is known about the individual and their environment.
BTAM teams should carefully consider these intervention methods in the full context of what is known about the individual and their environment.
It can also be helpful to review the circumstances of the separation to assess organizational climate and potential interpersonal issues.
It can also be helpful to review the circumstances of the separation to assess organizational climate and potential interpersonal issues.
Terminating an employee does not eliminate the risk the employee poses.
Terminating an employee does not eliminate the risk an employee poses.
Why inferred Summary judgement drawn from the separation guidance; classified as a conclusion.
Separations can create other problems, such as exacerbating existing grievances and/or limiting the organization's ability to monitor the employee's behavior.
Separations can create other problems, such as exacerbating existing grievances and/or limiting the organization's ability to monitor the employee's behavior.
Additional safety precautions can include holding the separation meeting offsite or by phone or video, or having security or law enforcement present before, during, and after the termination.
These can include conducting a separation meeting at an offsite location or via a phone or video conference, or establishing a security or law enforcement presence before, during, and following the termination procedures.
In some cases, uncertainties or challenges may be experienced even after an employee has separated.
In some cases, uncertainties or challenges may be experienced even after an employee has separated.
For high-risk cases, other strategies might include working with law enforcement to issue a stay-away order and telling reception or front-desk staff to contact security or law enforcement if the individual is seen on premises after separation.
Other strategies, particularly for high-risk cases, might include coordinating with law enforcement to issue a “stay away” order from the premises and notifying reception, front desk, or other personnel to contact security or law enforcement if the individual of concern is observed on premises following the separation.
Why inferred Typed statement, not conjecture: the 'may'/'might'/'can' is permissive guidance (what a team may do), not speculation about what is the case.
Zero-tolerance policies have historically been used in organizations as an assurance of safety for employees against risk of harm or violence.
Zero-tolerance policies have historically been used in organizations as an assurance of safety for employees against risk of harm or violence.
Zero-tolerance policies have been shown, at times, to be overly punitive and inflexible to the unique circumstances and needs of individuals of concern.
zero-tolerance policies have been shown, at times, to be overly punitive and inflexible to the unique circumstances and needs of individuals of concern
Zero-tolerance language also fails to account for early warning signs shown by concerning behaviors and communications before an incident.
Zero-tolerance language also fails to account for early warning signs exemplified by concerning behaviors and communications prior to an incident occurring
Why inferred Evaluative critique of the policy type; classified as a conclusion.
These policies can discourage some people from reporting concerns.
and these policies can discourage some from reporting concerns
Why inferred Hedged with 'can discourage'; classified as conjecture.
On a case-by-case basis, employers should consider whether using automatic punitive responses for employees of concern is the best approach for safety.
On a case-by-case basis, employers should consider whether using automatic punitive responses for employees of concern is the best approach for safety.
BTAM teams should work with the employer to develop and implement a case management plan to effectively address the factors of concern for the employee, which may or may not involve punitive measures.
BTAM teams should work with the employer to develop and implement a case management plan to effectively address the factors of concern for the employee, which may or may not involve punitive measures.
An HR professional says that if someone given every opportunity to get it right still shows no improvement, it is time for a formal reprimand, with the employee told the next steps, such as suspension, a PIP, a last chance agreement, or termination.
If someone is given every opportunity to get it right, and there is still no improvement, then it is time for a formal reprimand to prevent things from getting worse.
A BTAM team leader at a healthcare agency says getting people together helps teams learn which community resources are available.
Generally speaking, it's helpful to get people together so that they know what resources are available in the community.
An HR professional says a manager's responsibility is to coach the individual and help them, and if that does not work, to talk to them about what they are not doing right and what they need to fix.
As a manager, your responsibility is to coach the individual and help them … If that doesn’t work, talk to them about what they are not doing right and what they need to fix.
A BTAM team leader at a healthcare agency says providing assistance builds trust and helps the team gather information.
That really helps in building trust and helps us with gathering information
An HR professional says there are steps to take when an employee has gone off track.
There are steps to take if someone has gone off track.
The HR professional advises telling the employee the next steps, such as suspension, a PIP, a last chance agreement, or termination.
Tell the employee what the next steps are, such as suspension, PIP, last chance agreement, or termination.
The HR professional advises informing the employee of what they need to do for the entire time they are employed.
Inform the employee of what they need to do for the entire time they are employed with you.
The HR professional says there should be plenty of communication so that there are no surprises.
There should be plenty of communication so that there are no surprises.
The HR professional says the aim is to ensure people are not surprised that they are in trouble.
You want to ensure people are not surprised that they’re in trouble.
A BTAM team leader at a healthcare agency says their team provides assistance.
We provide assistance.
The healthcare BTAM team leader says many BTAM teams do not know about outside resources because of a lack of information sharing and partnering with others.
A lot of BTAM teams don’t know about outside resources because of a lack of information sharing and partnering with others.
Inconsistent or indirect contact can make it difficult for the BTAM team to determine the extent of risk and may limit available strategies and resources.
The inconsistent or indirect contact between these individuals and the organization can make it difficult for the BTAM team to determine the extent of the risk
Organizations should contact law enforcement for immediate safety concerns.
Contact law enforcement for immediate safety concerns.
Organizations should issue written or verbal warnings that state their concerns, behavioral expectations, and the actions that will follow if the behavior continues.
Issue written or verbal warnings to individuals to articulate the organization's concerns, expectations for the individual's behavior, and what actions the organization will take if the individual continues to engage in a concerning manner.
Community partners with whom the organization has established a relationship can be an asset during the BTAM process.
Community partners with whom the organization has established a relationship (see Step 1) can be an asset during the BTAM process.
Limiting or revoking access for problematic customers and visitors, such as restricting online accounts or issuing no-trespass or barring notices, can help create a situation less prone to violence.
Limiting or revoking access to digital and physical spaces for problematic customers and visitors (e.g., restricting online accounts, issuing "no trespass" orders or barring notices) can help create a situation less prone to violence.
Why inferred Directive recommendation; the 'can help' hedge is read as guidance rather than conjecture.
Organizations should issue alerts so employees and building security watch for the individual and know what actions to take if they see them.
Issue alerts for employees to be on the lookout for an individual of concern and inform employees, including building security personnel, of what actions to take if they see the individual.
Organizations can enhance physical security by stationing armed or unarmed security professionals or using cameras, metal detectors, or other security devices.
Enhance physical security measures. This can include stationing armed or unarmed security professionals at workplaces or using security cameras, metal detectors, or other security resources and devices.
Organizations should develop a strategy for continued monitoring, such as allocating staff to search public court records and monitor open-source online activity.
Develop a strategy for continued monitoring. This can include allocating staff to search public court records and monitor open-source online activity and social media accounts.
Organizations face unique challenges identifying, assessing, and managing individuals of concern not employed by them, including customers, clients, patients, visitors, and spouses or relatives of people connected to the workplace.
Organizations face unique challenges when trying to identify, assess, and manage individuals of concern that are not employed by the organization, including customers, clients, patients, visitors, and spouses or relatives of individuals connected to the workplace.
In non-imminent situations, organizations should determine whether notifying law enforcement is appropriate.
In non-imminent situations, determine if law enforcement notification is appropriate.
Organizations may leverage community partners so that individuals of concern may receive services, resources, or support.
Community partners may be leveraged by organizations so that individuals of concern may receive services, resources, or support.
Why inferred Typed statement, not conjecture: the 'may'/'might'/'can' is permissive guidance (what a team may do), not speculation about what is the case.
Community partners may also assist with searches of an individual's property, monitoring their behavior, or filing criminal charges.
These community partners may also assist with searches of an individual’s property, monitoring their behavior, or filing criminal charges.
Why inferred Typed statement, not conjecture: the 'may'/'might'/'can' is permissive guidance (what a team may do), not speculation about what is the case.
A multinational technology company queries prior contacts after customer-service threats, warns or restricts the customer, notifies the closest facility, and contacts law enforcement if the situation escalates.
When a threat is received, the BTAM team runs queries to identify previous contacts with the customer
At a nationwide healthcare network, when patients engage in problematic or concerning behaviors, a flag placed in the patient's digital record notifies staff.
When patients engage in problematic or concerning behaviors, a flag placed in the patient’s digital record notifies staff.
A multinational technology company frequently receives threats through its customer service sector.
A multinational technology company frequently receives threats via their customer service sector.
The tech company's team manages the customer by sending warnings, restricting access to company services, and identifying and notifying the company facility closest to the customer's location.
From there, the team manages the customer by sending warnings, restricting access to the company’s services, and identifying and notifying the company facility closest to the customer’s location.
If the situation escalates, the tech company's team contacts law enforcement.
If the situation escalates, the team contacts law enforcement.
A nationwide healthcare network has a BTAM team that specializes in handling concerns related to its patients.
A nationwide healthcare network has a BTAM team that specializes in handling concerns related to their patients.
Staff at the healthcare network also send letters to the patient's family to notify them of concerns.
Staff also send letters to the patient’s family to notify them of concerns.
The healthcare network has its own law enforcement personnel ready to respond to imminent risk or crisis, or when criminal activity is suspected or identified.
The organization has its own law enforcement personnel ready to respond to situations of imminent risk or crisis or when criminal activity is suspected or identified.
The healthcare network employs mental health professionals, including counselors and social workers, who practice trauma-informed care and serve patients struggling with their mental health.
The organization also employs mental health professionals, including counselors and social workers, who practice trauma-informed care and offer services to patients struggling with their mental health.
The healthcare network's BTAM team can leverage partnerships with other personnel in the organization to assess and manage patients of concern.
The BTAM team can leverage partnerships with other personnel in their organization to assess and manage patients of concern.
After a threat is received and prior contacts are queried, the multinational technology company's BTAM team assesses whether this behavior is a trend and whether it is indicative of violent intent.
assesses whether this behavior is a trend and whether it is indicative of violent intent
Healthcare settings are disproportionately impacted by workplace violence compared to other settings.
Healthcare settings are disproportionately impacted by workplace violence compared to other settings.
Data published in 2023 by OSHA suggested healthcare workers were five times more likely to experience workplace violence than workers in other industries.
healthcare workers were five times more likely to experience workplace violence than workers in other industries
Rates of workplace violence in healthcare settings have increased in recent years.
Rates of workplace violence in healthcare settings have also increased in recent years.
In 2022 there were 24,590 nonfatal injury cases among healthcare and social assistance workers due to workplace violence, a 22.6% increase from 2019, according to Bureau of Labor Statistics data.
Sample (no n: a percentage change, not a share of a sample) · not a proportion of a sample
In 2022, there were 24,590 cases of nonfatal injuries among healthcare and social assistance workers due to workplace violence, a 22.6% increase in the number of cases from 2019 data
A majority of incidents in healthcare settings involve assaults by patients or visitors against nurses and emergency department staff.
A majority of incidents in healthcare settings involve assaults perpetrated by patients or visitors against nurses and staff of emergency departments.
Many violence prevention strategies in this publication can be useful for reducing risk of violence in healthcare settings.
While many of the violence prevention strategies described in this publication can be useful for reducing the risk of violence in healthcare settings
Healthcare organizations may adopt other specific strategies to enhance the safety of patients, healthcare workers, and others.
healthcare organizations may also adopt other specific strategies to enhance the safety of patients, healthcare workers, and others
Behavioral agreements with patients who have shown aggression can outline appropriate conduct and the consequences of violating the agreement.
Using behavioral agreements with patients who have exhibited aggression to outline appropriate behavioral conduct and consequences for violating the agreement.
Regular training and roleplaying exercises build staff verbal and non-verbal de-escalation skills to prevent escalating aggression.
Providing regular training and roleplaying exercises to build staff skills in verbal and non-verbal de-escalation techniques to prevent escalating aggression.
A trauma-informed care approach helps staff recognize and respond to signs of trauma in patients.
Using a trauma-informed care approach to help staff recognize and respond to signs of trauma in patients.
Electronic health record flags can alert staff when a patient has a history of aggression or violence.
Using electronic health record flags to alert staff when a patient has a history of aggression or violence.
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