Employers nationwide are facing more frequent internal and external workplace violence incidents. According to the Occupational Safety and Health Administration, workplace violence is a serious threat affecting nearly two million Americans each year. It ranges from threats and verbal abuse to physical assaults, affecting employees, clients, customers, and visitors. It is crucial for employers to take preventative measures before these threats occur. These preventative measures include having effective safety policies and protocols in place, as well as a thorough hiring process.
Security and awareness of external threats of violence are vital, as many employers interact with the public as part of day-to-day business. As a result, employers should identify procedures for employees to follow in case of an external workplace violence threat. Employers ought to have plans for violent workplace emergencies such as active shooters, bomb threats, or other incidents. Personnel should be aware of an evacuation location, the contact person for emergency services, the procedure to follow in such an instance and any other safety protocols that are deemed necessary. Ideally, employees should be trained in deescalating incidents and conflict resolution. Employers may also consider investing in security systems or personnel.
Internal threats of violence have also become a challenge in the modern workplace. Effective pre-employment screening such as background checks and thorough interviews can aid employers to avoid hiring problematic employees. Unfortunately, warning signs are not always apparent before the hiring process and consequently, employers must continue monitoring its work force for cautionary signs. Employers should also implement well-written workplace violence policies. An effective workplace violence policy prohibits harassment, bullying, intimidation, threats, interpersonal employee conflicts, customer-employee conflicts, and fighting and will explicitly detail discipline for behavior up to and including termination. One of the best protections employers can offer their employees is to establish a zero-tolerance policy toward workplace violence. Employees should be trained to report concerns about safety and suspicious persons, including coworkers. Safety programs can teach employees to prevent and diffuse violent situations. An ideal plan may also list conflict resolution techniques such as discussing any potential problems between coworkers with management in order to diffuse the situation and settle any disputes. Management should utilize appropriate discipline as soon as possible in order to deter violent behavior in the future.
Attorneys at Fishel Downey Albrecht & Riepenhoff, LLP routinely provide trainings on workplace violence and other workplace issues, as well as advise public and private employers on the effectiveness of their policies and procedures. If you have any questions, please contact Stephanie Schoolcraft (sschoolcraft@fisheldowney.com) or Grant Bacon (gbacon@fisheldowney.com) by email or phone at 614-221-1216.