Glossary

A

• Active Shooter. An individual actively engaged in attempting to kill or harm people in a confined or populated area. Unlike other types of violence, an active shooter event is often unpredictable and happens quickly, typically with firearms and sometimes other weapons. These incidents can occur in various settings, including workplaces, schools, public venues, and government facilities.
• Active Shooter Response. Key response protocols during an active shooter event. Includes "Run, Hide, Fight" strategies: 1. Run - If possible, escape the area safely and leave belongings behind to prioritize safety. 2. Hide - If escape is not possible, find a safe, secure hiding place, lock doors, turn off lights, and silence phones. 3. Fight - As a last resort, if directly confronted by the shooter, attempt to incapacitate them using any available objects or means.
• Aggressive Body Language. Physical signals of frustration, anger, or hostility that may include clenched fists, intense staring, pointing, pacing, or encroaching on another’s personal space. These non-verbal cues can escalate a tense situation if left unaddressed, as they often signal underlying aggression. Recognizing and calmly addressing these cues with de-escalation techniques, such as giving the individual space or using non-confrontational body language, can help prevent escalation.
• Assault. A physical attack or threat of bodily harm directed at an individual. In the workplace, assault may include actions such as hitting, pushing, or other forms of physical aggression aimed at causing harm or intimidating the victim. Assault can result in both physical and psychological trauma for the victim and can create a hostile or unsafe work environment for other employees.

B

• Bullying Behavior. A pattern of hostile or demeaning actions directed at one or more individuals with the intent to harm, intimidate, or degrade them. Examples include mocking, spreading false information, isolating individuals from group activities, and excessive criticism. Workplace bullying is linked to increased stress, lowered morale, and, in severe cases, physical confrontation. Preventing bullying involves a zero-tolerance policy, training on respectful behavior, and providing safe channels for reporting. Early intervention is key to preventing the escalation of bullying into more serious aggression or violence.

C

• Changes in Behavior. Noticeable shifts in an employee’s usual conduct, including withdrawal from social interactions, sudden irritability, increased conflicts, or changes in productivity. Such changes can stem from personal stress, job dissatisfaction, or mental health issues and may indicate an increased risk of aggression if left unaddressed. Managers should maintain open lines of communication, check in with employees when behavior changes, and offer support resources, such as mental health counseling, if appropriate.
• Conflict Resolution. A set of strategies and techniques used to resolve disagreements or disputes in a constructive and non-violent manner. Conflict resolution methods include active listening, mediation, negotiation, and problem-solving. In the workplace, conflict resolution is essential for maintaining positive work relationships and preventing disputes from escalating into violence.

D

• De-Escalation Techniques. Methods used by individuals, often in training settings, to calm or neutralize a tense or potentially violent situation. These techniques may include maintaining a calm demeanor, using non-threatening language, giving the other person space, and actively listening. De-escalation techniques are essential in preventing workplace confrontations from becoming violent and are often a key part of violence prevention programs.
• Depression or Withdrawal. Persistent symptoms of sadness, fatigue, social withdrawal, or disinterest in work tasks may indicate underlying issues that, if unaddressed, could contribute to violent behavior toward oneself or others. Warning signs may include absenteeism, isolation, and lack of engagement in usual activities. Providing access to mental health resources, employee assistance programs (EAPs), and fostering a supportive work environment can help address these risks.
• Direct or Indirect Threats. Statements or implied actions suggesting intent to harm, intimidate, or punish another individual. Direct threats may involve verbal statements like, “I’ll get you for this,” while indirect threats can be implied through gestures, body language, or veiled language, such as, “Someone is going to regret this.” Any threat should be treated seriously, with policies in place for employees to report and for HR or security teams to assess and respond. Establishing clear threat-reporting protocols ensures prompt intervention.
• Disciplinary Issues. A pattern of escalating disciplinary actions due to tardiness, performance issues, defiance of rules, or conflicts with colleagues may signal growing dissatisfaction or frustration. If unresolved, these behaviors can progress to aggression. Managers should address the root causes through open discussion and provide support or intervention as needed, focusing on constructive feedback and exploring potential adjustments to work responsibilities if possible.
• Domestic Violence in the Workplace. Situations where an employee is affected by violence from a partner, family member, or someone outside the workplace, which can impact their safety, productivity, and overall well-being at work. Employers may implement policies, resources, and support systems, such as access to counseling and flexible work arrangements, to assist employees dealing with domestic violence issues and ensure workplace safety.

E

• Employee Assistance Program (EAP). A workplace program providing confidential support for employees experiencing personal or professional challenges, including counseling for stress, mental health, and relationship issues. EAPs are an essential component of workplace violence prevention as they offer early support for employees who may be experiencing issues that could contribute to frustration or aggression.
• Environmental Design. The strategic layout and organization of a workplace to reduce the risk of violence. Environmental design may include controlled access points, surveillance systems, emergency exits, and secure workspaces to improve safety. This approach is especially effective in high-risk settings, such as healthcare and retail.

F

• Fascination with Weapons or Violence. An unusual interest in weapons, violent topics, or previous incidents of workplace violence can be a warning sign. This may include frequently talking about weapons, bringing weapons to work, or referencing violent acts. Employers should make it clear that weapons are prohibited, provide training on recognizing concerning behavior, and encourage employees to report any signs of fascination with violence.

G

• Grievance Procedure. A formal process that allows employees to report and resolve workplace issues or disputes. Grievance procedures provide a structured way for employees to address frustrations or conflicts before they escalate into violence, helping to create a culture of openness and support.

H

• Harassment. Unwanted, offensive conduct that can take verbal, physical, or emotional forms, and is intended to create a hostile, intimidating, or humiliating work environment. Harassment often targets personal characteristics, such as race, gender, age, or sexual orientation, and can negatively affect an individual’s mental health, job satisfaction, and career progression.
• History of Violent Behavior. Individuals with a known history of violent actions, whether within the workplace or outside, may have an elevated risk of future violent incidents. Background checks during hiring can help assess risk, but for current employees, close monitoring, support, and intervention may be necessary to prevent potential escalations. Policies for handling high-risk behavior and early intervention help prevent history from repeating in the workplace.

I

• Incident Reporting. The formal process of documenting and reporting a violent event, threat, or behavior in the workplace. This process helps ensure that management and human resources are aware of safety concerns and can take appropriate actions, including investigation, support for the victim, and prevention of future incidents. Effective incident reporting systems are a key part of workplace safety programs.
• Increased Absenteeism or Tardiness. Frequent, unexplained absences or lateness can indicate dissatisfaction, stress, or a hostile work environment, which may lead to frustration or aggression. Excessive absenteeism may also reflect personal issues that can increase tension. Open communication between management and employees to identify underlying causes, flexible work arrangements, and supportive workplace policies can address these issues early.
• Intimidation. Actions or behaviors intended to frighten, coerce, or control an individual, often through threats, aggressive language, or gestures. In the workplace, intimidation can lead to a fearful or hostile environment and hinder individuals from performing their duties comfortably. Intimidation is often considered a form of psychological violence and is typically addressed by workplace anti-harassment policies.
• Isolation from Coworkers. A deliberate or increasing pattern of distancing oneself from colleagues, such as avoiding team activities, skipping meetings, or working alone, can signal dissatisfaction or emotional distress. Isolation can lead to resentment or unchecked frustration, which may contribute to the risk of violence. Managers and HR professionals can support these employees by facilitating engagement, encouraging team inclusion, and offering appropriate support resources.

J

• Job Hazard Analysis (JHA). An assessment process used to identify potential hazards, including violence risks, associated with specific job duties. Conducting a JHA allows employers to implement safety measures and provide appropriate training to reduce these risks, particularly in roles with public interaction or high-stress environments.

K

• Key Control. A security measure that limits access to specific areas by assigning and tracking keys, badges, or electronic access cards. Key control reduces the risk of unauthorized entry and helps ensure that only authorized personnel can access sensitive or secure areas.

L

• Lockdown Procedure. An emergency protocol that restricts movement within the workplace in response to an active threat. During a lockdown, employees are typically instructed to secure themselves in safe areas, lock doors, and remain silent. Lockdown procedures are essential for ensuring safety during active shooter or other high-risk situations.

M

• Management Commitment. A proactive approach by leadership to prioritize workplace safety, establish anti-violence policies, and ensure that all employees have access to violence prevention resources. Management commitment fosters a safe workplace culture and encourages employee participation in safety practices.

N

• Noncompliance with Policies or Rules. Regular defiance or disregard for workplace policies, procedures, or safety protocols can indicate an underlying frustration or disrespect for authority. This behavior may escalate into more severe aggression if unaddressed. Regular discussions on the importance of policies, along with consequences for noncompliance, reinforce a culture of accountability and respect. Early intervention can help employees correct their behavior and understand the impact of their actions.

O

• Occupational Violence. Any incident where a worker is abused, threatened, or assaulted while performing their work duties. Occupational violence can come from clients, customers, colleagues, or others and poses serious risks to physical and psychological health. Sectors such as healthcare, public service, and retail are especially prone to occupational violence, and many workplaces adopt specific prevention and response strategies to manage this risk.

P

• Physical Signs of Anger or Tension. Visible signs of tension, such as clenched fists, flushed face, tightened jaw, or shallow breathing, can indicate rising frustration or anger. Recognizing these cues allows coworkers or supervisors to de-escalate the situation by remaining calm, giving space, and addressing concerns with empathy, which can prevent violence.
• Physical Violence. The use of physical force against another person with the intent to cause harm, pain, or injury. In the workplace, physical violence may include actions such as hitting, slapping, kicking, or using objects as weapons. Physical violence can cause injury to the victim and create fear among other employees, necessitating immediate intervention and support.
• Post-incident Plan. Organizations provide support resources, such as counseling for affected individuals and debriefing sessions to review and improve safety protocols. Active shooter preparedness training and regular emergency drills are also conducted to help employees understand how to respond effectively, potentially saving lives.

Q

• Qualified Security Assessment. An evaluation conducted by trained security professionals to identify risks and vulnerabilities in a workplace. A qualified security assessment provides recommendations for improving safety, such as enhancing physical security measures, training, and emergency response plans.

R

• Risk Assessment. The systematic process of identifying, evaluating, and addressing potential hazards in the workplace that could lead to violence. Risk assessments allow employers to recognize specific factors that might increase the likelihood of violence, such as high-stress environments or interactions with volatile individuals, and to take preventative measures. This is a key element in creating a safe work environment.

S

• Sexual Harassment. Unwanted sexual advances or behavior of a sexual nature that creates a hostile or uncomfortable work environment. This can include inappropriate touching, suggestive comments, or jokes, and can occur between employees, supervisors, or even clients. Sexual harassment policies aim to protect employees from such behavior and establish guidelines for reporting and addressing incidents.
• Stress or Fatigue. High levels of stress or exhaustion can impair judgment, lower impulse control, and increase frustration, which in turn raises the risk of aggressive behavior. Signs include frequent complaints about workload, irritability, decreased productivity, or visible signs of physical exhaustion. Stress management programs, workload adjustments, and wellness resources like access to relaxation or fitness facilities can help mitigate stress-related violence risks.
• Sudden Financial or Personal Problems. Difficulties such as divorce, health issues, or significant financial troubles can increase stress, frustration, and risk of aggressive behavior in the workplace. Providing access to Employee Assistance Programs (EAPs), financial wellness resources, and a supportive workplace culture helps employees navigate these issues constructively and prevents potential violence associated with personal stress.

T

• Threat Assessment. A structured approach to identifying and analyzing potential threats to employee safety, often involving evaluations of individuals who may pose risks and analysis of factors that may contribute to violence. Threat assessment enables employers to implement proactive measures to reduce the likelihood of violence occurring in the workplace.
• Threat of Violence. Any communication or action that suggests an intent to harm or endanger an individual or group. Threats of violence can be direct (e.g., verbal threats), indirect (e.g., intimidating gestures), or implied and are often taken seriously in workplace settings to ensure employee safety.
• Type I Violence – Criminal Intent. In this type of workplace violence, the perpetrator has no legitimate relationship to the business or its employees and generally enters the workplace to commit a crime, such as robbery, trespassing, or vandalism. Examples include a thief assaulting an employee during a robbery or a trespasser causing harm on the premises. Criminal intent incidents are common in retail environments, financial institutions, and late-night businesses, and preventive measures often include heightened security, access control, and employee training on handling robberies and other crimes.
• Type II Violence – Customer/Client. This type of violence occurs when the perpetrator is a client, customer, patient, or other recipient of services. Incidents often arise in settings where employees have direct contact with the public, such as healthcare facilities, social services, or retail environments. For example, a patient may assault a nurse, or a customer might threaten a cashier. Preventive strategies include de-escalation training, clear policies for managing aggressive behavior, and workplace design modifications that enhance safety.
• Type III Violence – Worker-on-Worker. This form of workplace violence involves one employee harming or threatening another employee, often due to workplace conflicts, bullying, harassment, or other interpersonal issues. Examples include physical altercations, threats, and intimidation between coworkers or between supervisors and employees. Organizations can prevent this type of violence by fostering a respectful workplace culture, enforcing anti-bullying and anti-harassment policies, and providing conflict resolution resources.
• Type IV Violence – Personal Relationship. In this type, the perpetrator has a personal relationship with the targeted employee, such as a current or former spouse, partner, or family member, and brings violence into the workplace. This often occurs in the context of domestic violence and may put not only the targeted employee but also coworkers at risk. Employers address this type by offering support for employees affected by domestic violence, including flexible work arrangements, safety plans, and resources for counseling and legal aid.

U

• Unexplained or Frequent Mood Swings. Frequent shifts in mood, including sudden anger, hostility, or irritability, can indicate underlying personal or work-related stress. These shifts may signal difficulties in managing emotions and could escalate into violence if unchecked. Managers can encourage open communication, recommend mental health resources, and provide opportunities for employees to address emotional distress.

V

• Verbal Abuse or Hostile Communication. Repeated use of aggressive or hostile language, including yelling, demeaning remarks, sarcasm, or threats, can be a sign of deep-seated frustration or anger. This behavior creates a hostile environment, which can contribute to further escalation. Training on respectful communication, conflict resolution resources, and policies that discourage verbal abuse are critical in maintaining a safe and supportive work atmosphere.
• Violence Prevention Program. A set of policies, training, and procedures designed to identify, mitigate, and respond to potential violence in the workplace. Violence prevention programs often include employee training on de-escalation techniques, clear reporting procedures, and support for affected employees. These programs help foster a safe, respectful, and productive work environment.

W

• Warning Signs. Warning signs of a potential active shooter can include threatening statements, fascination with weapons, history of violent behavior, and sudden escalation of personal grievances. Organizations can prepare for active shooter situations by implementing prevention and response strategies, such as providing active shooter training, conducting regular drills, creating emergency action plans, and encouraging a culture of vigilance where employees report suspicious behavior.
• Workplace Violence. Any act or threat of physical violence, harassment, intimidation, or other disruptive behavior that occurs at a work site. Workplace violence can affect employees, clients, visitors, and others in the workplace and can range from verbal abuse to physical assaults. Addressing workplace violence often involves clear policies, training, and support systems.

X

• X-Factor Risks. Less predictable or often-overlooked factors that may increase the likelihood of workplace violence, such as sudden changes in workload, increased layoffs, or external community tensions. Recognizing and preparing for X-factor risks involves staying aware of broader workplace dynamics and potential stressors that may contribute to violence.

Y

• Yielding Behavior. A conflict management approach where one party in a dispute concedes to avoid escalation. While yielding can prevent immediate conflict, it is essential for employees to feel they can voice concerns without fear of retaliation. Organizations support this by providing safe grievance processes and encouraging open communication.

Z

• Zero-Tolerance Policy. A policy that strictly prohibits any form of violence, harassment, or threatening behavior within the workplace. A zero-tolerance policy typically outlines disciplinary actions for any violations, up to and including termination, and emphasizes the organization’s commitment to a safe and respectful workplace for all employees.