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    4. Workplace Violence Prevention & Response

      Practices

    Workplace Violence Prevention & Response

    Many employers are grappling with incidents of workplace violence and are now facing new threats, including bullying, cyber-harassment, and sabotage. 

    /Overview

    Nearly two million US workers report being a victim of workplace violence, and there are even more incidents that go unreported. This alarming statistic about workplace violence illustrates the pressing need for workplace violence prevention. Our dedicated team helps employers recognize the warning signs and develop violence prevention plans that include workplace violence prevention training for managers and supervisors, development of state-of-the art policies and procedures, and improved security measures.

    We take a holistic approach to enhancing workplace safety, which extends to improving security measures. We understand the importance of a multifaceted strategy to mitigate the risks associated with violence in the workplace. We direct and manage post-incident investigations and help you with reporting requirements, policy enforcement, restraining orders, and internal or external communication plans. We also assist with post-incident recovery—helping clients make the transition back to business and develop new programs to prevent similar incidents in the future.

    /Representative Experience

    • Private employer: Represented against allegations of sexual harassment and gender discrimination. The case settled.
    • Hospital system: Successfully defended in a six-day federal jury trial in a case involving gender discrimination, harassment, retaliation, and wrongfully terminated. The plaintiff voluntarily dismissed the harassment claim after two days of trial.
    • Not-for-profit organization: Counseled the organization on identifying manifestations of systemic racism in the workplace and provided recommendations on how to remove them. Our work included mandated trainings, implementing regular all-staff meetings, reviewing and revising the dress code policy, and investigating complaints raised in exit interviews.
    • Advise varying clients on compliant and effective employment practices across all types of employment issues, including workplace harassment, wage and hour, managing leaves of absence and disability accommodation, substance abuse, retaliation, and workplace violence.

    Our Team

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    • Shelagh C.N. Michaud

      Senior Attorney
      • Providence
      • Office:+1 401.454.1133
        Mobile:+1 401.316.2504
      • smichaud@nixonpeabody.com
      Shelagh C.N. Michaud
    • Tara E. Daub

      Partner
      • Long Island
      • Office:+1 516.832.7613
      • tdaub@nixonpeabody.com
      Tara E. Daub
    • Kimberly Harding

      Partner / Leader, Labor Relations Team
      • Rochester
      • Office:+1 585.263.1037
      • kharding@nixonpeabody.com
      Kimberly Harding
    • Stacie B. Collier

      Partner / Chief Talent Officer
      • Providence
      • Office:+1 401.454.1018
      • sbcollier@nixonpeabody.com
      Stacie B. Collier
    • David M. Prager

      Partner
      • Los Angeles
      • Office:+1 213.629.6167
      • dprager@nixonpeabody.com
      David M. Prager
    • Jeffrey B. Gilbreth

      Partner / Practice Group Leader, Labor & Employment
      • Boston
      • Office:+1 617.345.1371
      • jgilbreth@nixonpeabody.com
      Jeffrey B. Gilbreth
    See Full Team

    Insights And Happenings

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    • Alert

      New York employment laws — 2025 updates

      Jan 22, 2025
    • Alert

      New York retailers must comply with workplace violence prevention law

      Dec 13, 2024
    • Alert

      California’s new mandatory workplace violence prevention plan

      March 19, 2024
    View All

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