28 claims on pp. 38–97 (fact 5, statement 20, evidence 1, conjecture 1, definition 1).
Each agency often has policies, rules, regulations, and laws that may keep it from freely sharing information, which can explain apparent non-responsiveness.
which may preclude them from freely sharing information.
Why inferred Hedged with 'may preclude'; an explanation offered for apparent non-cooperation.
Written partnership agreements that describe activities and information sharing can help resolve challenges and uncertainty. Some organizations use a memorandum of understanding (MOU).
Clearly describing the activities and parameters of partnering agencies, including when, how, and what information is shared between the agency and the organization, can help resolve challenges and uncertainty during collaboration.
Some states have enacted legislation that requires certain employers to develop policies or plans to prevent workplace violence.
Some states have enacted legislation that requires certain employers to develop policies or plans to prevent workplace violence.
cite page 40 Step 2: Establish BTAM Program Policy and Procedures
While these laws do not explicitly require BTAM policies, such policies can build upon legislative mandates and further promote workplace safety.
While not explicitly required by these laws, workplace BTAM policies can build upon these legislative mandates and further promote workplace safety.
cite page 40 Step 2: Establish BTAM Program Policy and Procedures
On September 30, 2023, California passed S.B. 553, which requires most California employers to create and maintain a written workplace violence prevention plan. (Source: endnote 7.)
on September 30, 2023, California passed Senate Bill (S.B.) 553, which requires most California employers to create and maintain a written workplace violence prevention plan.
cite page 40 Step 2: Establish BTAM Program Policy and Procedures
The plan must be specific to the hazards and complexities of each work area, and employers are required to maintain a workplace violence incident log. (Source: endnote 7.)
The plan must be specific to the hazards and complexities of each work area, and employers are required to maintain a workplace violence incident log.
cite page 40 Step 2: Establish BTAM Program Policy and Procedures
The legislation sets standards for documentation, record-keeping, and employee training. It also mandates that the violence prevention plan be written and easily available to employees. (Source: endnote 7.)
This legislation also sets standards for documentation, record-keeping, and employee training, and it mandates the violence prevention plan be written and easily available to employees.
cite page 40 Step 2: Establish BTAM Program Policy and Procedures
Since the passage of California's S.B. 553, many other states have actively worked to establish or expand their workplace violence legislative requirements.
Since the passage of California's S.B. 553, many other states have actively worked to establish or expand their workplace violence legislative requirements.
cite page 40 Step 2: Establish BTAM Program Policy and Procedures
The policy should establish provisions for sharing information internally and externally, and describe any public safety exceptions that apply.
Establish provisions for sharing information internally (i.e., between personnel, departments, and divisions) and externally (i.e., with outside partners).
cite page 42 Step 2: Establish BTAM Program Policy and Procedures
When applicable, the policy should describe public safety exceptions that either facilitate or require information sharing.
When applicable, public safety exceptions that either facilitate or require information sharing should be described.
cite page 42 Step 2: Establish BTAM Program Policy and Procedures
Legal personnel can advise the BTAM team on compliance with applicable federal, state, and local laws, including privacy, employee rights, and how to properly handle and store documents.
Legal personnel can provide guidance and advice to the BTAM team to ensure compliance with federal, state, and local laws
Labor relations representatives also offer guidance on contracts between unionized employees and the organization, and support employee due process.
They also offer guidance on contracts between unionized employees and the organization, and support employee due process.
BTAM team members should be aware of municipal, state, and federal laws, rules, and regulations that apply to their work.
BTAM team members should also be aware of municipal, state, and federal laws, rules, and regulations that apply to their work.
Figure 10 shows Legal as an internal system (orange circle) surrounding the individual of concern.
Legal (orange)
Why inferred figure description: the label is printed in the Figure 10 graphic; the colour and the internal/external grouping are read from the figure legend, not from running text
Legal personnel may offer records of legal filings or complaints, such as harassment claims, restraining orders, and prior violent incidents, and legal rights or protections.
Legal personnel may offer records of legal filings or complaints—such as claims of harassment, restraining orders, and prior violent incidents
Law enforcement agencies possess the legal authority, training, and operational protocols needed to safely engage with individuals outside the organization, ensuring that privacy rights are protected and that investigative activity does not escalate the situation or expose the workplace to liability.
Law enforcement agencies possess the legal authority, training, and operational protocols needed to safely engage with individuals outside the organization
While court records alone do not indicate a threat, when reviewed in context with other stressors or criminal behaviors they can help BTAM teams identify a history of aggression, violence, or signs of instability or distress.
when reviewed in context with other stressors or criminal behaviors present in the individual's background
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.
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 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
Organizations should follow all relevant federal, state, and local laws regarding hiring practices.
Organizations should be sure to follow all relevant federal, state, and local laws regarding hiring practices.
cite page 87 Step 7: Promote a Safe and Supportive Organizational Climate
Organizations must use caution to ensure hiring promotes workplace safety while following laws and treating all applicants with fairness, dignity, and respect.
Organizations must use caution to ensure that their hiring practices promote workplace safety while following federal, state, and local laws and simultaneously work to treat all applicants with fairness, dignity, and respect.
cite page 87 Step 7: Promote a Safe and Supportive Organizational Climate
While organizations are encouraged to carefully consider an applicant's prior behaviors to make safe hiring decisions, it is important to avoid unfair hiring practices.
it is important to avoid unfair hiring practices
cite page 87 Step 7: Promote a Safe and Supportive Organizational Climate
California Department of Industrial Relations. (2024, June). "Workplace violence prevention in general industry (non-health care settings) – Information for employers." Division of Occupational Safety & Health, State of California. www.dir.ca.gov.
Workplace violence prevention in general industry (non-health care settings) – Information for employers.
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