Background
Under the Occupational Safety and Health Act of 1970, the U.S. Postal Service is obligated to provide its employees with a safe and healthy place to work. The Postal Service proactively meets this obligation by implementing policies, procedures, special teams, and reporting tools related to workplace violence at facilities. The established zero-tolerance policy for workplace violence outlines that no employee should have to work in an atmosphere of fear and intimidation and the organization will address every threat or act of inappropriate behavior with an immediate and firm response. These threats or acts can result in corrective action up to removal from the Postal Service.
What We Did
Our objective was to assess the effectiveness of the Postal Service’s Workplace Violence Prevention Program from fiscal year 2022 through 2024. We conducted virtual interviews in three districts; site visits at 24 judgmentally selected facilities; and interviewed district Threat Assessment Teams, facility managers, and employees to understand the prevention program. In addition, we interviewed personnel from the Workplace Environment Improvement department to understand the policies and compliance requirements surrounding the program.
What We Found
The Postal Service created the Workplace Violence Prevention Program to remain dedicated to violence prevention and provide a foundation for establishing a violence-free workplace. Overall, we determined the Workplace Violence Prevention Program to be sufficient in providing content and resources to the workforce. However, opportunities exist for the Postal Service to improve reporting and communication on workplace violence incidents. Specifically, we found instances of workplace violence not always reported or documented within the Threat Assessment Case Tracking system, and district Threat Assessment Teams did not always provide facility managers with supporting documentation and timely communication after incidents occurred.
Recommendations and Management’s Comments
We made four recommendations to address the Workplace Violence Prevention Program improvements identified in the report. Postal Service management agreed with two recommendations and disagreed with two. Management’s comments and our evaluation are at the end of each finding and recommendation. The U.S. Postal Service Office of Inspector General considers management’s comments responsive to recommendations two and three, and the corrective actions should resolve the issues identified in the report. We will pursue recommendations one and four through the formal audit resolution process.
