Free Workplace Violence Prevention Practice Test Online

Correct answer: A. Any act or threat of physical violence, harassment, intimidation, or other threatening behavior that occurs at the work site

• B: This limits the definition to only physical assaults reported to police, but OSHA's definition includes threats, harassment, and intimidation even when no report is filed.
• C: OSHA's definition covers actual violence and threatening behavior, not ordinary workplace disagreements or productivity disputes.
• D: OSHA's definition is not limited to strangers; it can involve employees, clients, customers, and visitors.

Correct answer: A. Yes, this is constructive notice, because management became aware of threats and indicators that the potential for violence exists, even without a prior actual incident

• B: This ignores constructive notice entirely; notice does not require an actual physical assault first, awareness of credible threats is enough to establish constructive notice.
• C: There is no requirement that notice be established only through a formal OSHA complaint; an employer's own awareness of threats or indicators is sufficient for constructive notice.
• D: Whether the threatening person is an employee or a visitor is not what defines constructive notice; what matters is that management became aware of threats or indicators of potential violence.

Correct answer: A. Implement a workplace violence prevention program combined with engineering controls, administrative controls, and training

• B: Avoiding reporting does not eliminate the employer's obligation, and failing to act once on notice leaves the hazard unaddressed and increases citation risk under the General Duty Clause.
• C: Waiting for a citation is not the guidance; once an employer is on notice, it should proactively implement prevention measures rather than waiting for enforcement action.
• D: Responsibility for addressing a recognized hazard rests with the employer under the General Duty Clause, not with the employees who were harmed.

Correct answer: A. It is advisory in nature and informational in content; it is not a standard or regulation and does not create new legal obligations

• B: OSHA 3148 explicitly states it is not a standard or regulation, so it does not carry the same mandatory enforcement weight as a CFR regulation.
• C: OSHA 3148 does not replace the General Duty Clause; employers must still comply with the General Duty Clause and any applicable standards, and 3148 is guidance alongside it.
• D: There is no such binding contract; OSHA 3148 is published guidance, not an individualized agreement with employers.

Correct answer: A. It would violate Section 11(c), which prohibits discharging or discriminating against an employee for reporting an incident or exercising rights under the Act

• B: There is no 30-day waiting period exception in Section 11(c); retaliation for a protected report is prohibited regardless of timing.
• C: Section 11(c) protects employees who report to their employer or to OSHA, or who exercise rights under the Act; it is not limited to reports made to a governor's office.
• D: Section 11(c) protection is not limited to union members; it protects employees generally for exercising rights under the Act, including reporting incidents.