Building a Workplace Violence Prevention Program in Florida
Threat assessment teams, termination protocols, and post-incident response — a practical playbook for HR and facilities leaders.
Workplace violence prevention is a program, not a policy. Florida employers with high turnover, terminations, or public-facing employees need a documented threat-assessment workflow.
1. Threat Assessment Team
Cross-functional team: HR, facilities, legal, and security. Meets monthly to review flagged concerns.
Uses a standardized rubric (WAVR-21 or equivalent) to score threats.
2. Termination protocol
High-risk terminations should have off-duty or licensed security on-site during the notification.
Post-termination access revocation must be immediate — badges, VPN, email.
3. Post-incident response
Ranger's Special Response Team provides temporary armed presence for 30-90 days after credible workplace violence events.
Employee assistance, threat monitoring, and law enforcement coordination run in parallel.
4. Documentation
Every reported concern, every intervention, every training session is logged.
This documentation is what OSHA, insurance carriers, and post-incident plaintiffs' attorneys all look for.