Threat Assessment Guide

Agency leaders sometimes identify cause-for-concern in the behaviors or actions of an employee. If you are concerned about the safety of an employee or their co-workers, notify your Human Resources professional immediately and consider contacting CSEAP for managerial consultation. CSEAP counselors are available to managers, supervisors, leaders and human resource professionals to discuss the situation and suggest next steps in response to concerning behaviors.

Helpful Tips and Strategies

Imminent Threat

It is always imperative to seek assistance if your employee is making specific threats of harm toward self or other. Always call 911 if a threat feels imminent or causes alarm. If you have immediate concerns about self-harm talk from an employee but are unsure of how to respond, accompany the employee to a safe, private place to call CSEAP at 1-800-821-8154.

Colorado Crisis Services is also available to assist at 1-844-493-8255 in concerning situations. Colorado Crisis Services offers 24-hour response to threats of self-harm. For more information about Colorado Crisis Services, visit http://coloradocrisisservices.org/

General Concerns

Maybe you or others in the work setting have noticed disruptive or odd behaviors in an employee. Perhaps you are worried about an employee but aren't exactly sure if your concern requires immediate response. Consultation with a CSEAP counselor can assist supervisors in identifying inappropriate workplace behavior, creating a safe work environment for all employees, or creating a plan for referring an employee-of-concern to CSEAP.

Specific Concerns

CSEAP consultation is also available to leaders in the following, more specific, situations:

  • an employee is demonstrating violent or harassing behavior in the workplace,
  • an employee has made threats toward another employee or other employees,
  • concern about stalking behaviors or domestic or intimate violence that impacts the workplace,
  • an employee is suspected of using substances on-the-job or there is speculation that substance use may be impacting work safety or performance.

While a Psychological Fitness for Duty (PFFD) evaluation may be appropriate in some situations involving threats of harm, the workplace should consider the following actions prior to seeking PFFD:

  1. Call 911 if the threat is imminent (employee is threatening to harm self or other(s) in the current moment), Or, the employee has communicated a specific plan of self-harm or harm to other(s),
  2. Hold an employee accountable to your agency workplace violence policy or the Universal Policy Addressing Workplace Violence including Domestic Violence Affecting the Workplace,

Other preventive factors that can ensure increased safety in the work environment include requiring employee training on workplace violence and how to report threats of workplace violence, creating a welcoming and inclusive workplace environment, reporting and responding to concerns as they are presented, and consistently communicating to employees how to access help (CSEAP or mental health benefits through insurance provider) if they are struggling with personal, work, emotional, or financial stress.

PFFD may be appropriate if the employee is unable to perform the essential duties of their job and/or recent demonstrated behaviors are critically concerning to the workplace. Read more information about the CSEAP Psychological Fitness For Duty service.

Additional Resources