WHEN EMPLOYEE STRESS TURNS VIOLENT

Feb 1, 2002 12:00 PM, By JAY CRAWFORD

The current economic climate in the United States has recently spurred layoffs at large companies throughout the country.

Without a doubt, downsizing, increased workload and questions about the future are causing stress and worry in today's workforce. Those issues can lead to workplace violence, one of the more troublesome problems facing security administrators. Workplace violence, according to one study, can cost businesses as much as $4.2 billion annually.

The Workplace Violence Institute reports an estimated 16,400 threats are made, 723 workers are attacked, and 43,800 are harassed during an average workday. According to the Occupational Safety & Health Administration (OSHA), more than 1,000 workers are victims of homicide at work each year. The U.S. Department of Justice estimates nearly 2 million assaults and threats occur each year in the workplace.

Workplace violence is a top concern of security managers at America's largest corporations.

Employee willingness to work non-standard hours and the changing demography of the workforce have added to the risk.

Fundamentally, there is only one cause of loss — inadequate protection of assets.

Employers have a legal obligation to provide a safe working environment to employees. Organizations can be proactive to reduce their exposure to costly workers' compensation claims and/or civil lawsuits and large damage awards for incidents of workplace violence.

Prevention and protection can help safely guide business leaders through the turmoil while protecting their company's image, reputation, products and most importantly — employees.

Businesses can call on experienced, proven professional security consultants, in addition to in-house resources and public crime prevention opportunities. A consultant can remain objective and apart from any office politics. A workplace assessment of an organization is a good place to start. A three-point company policy might be implemented to reduce outbreaks of employee violence. First, criminal, educational and employment background checks of potential employees are essential.

Second, a drug testing policy is essential. The National Institute on Drug Abuse reports that the typical employee abusing drugs was:

• five times more likely to file a claim for worker's compensation;

• involved in accidents four times more often than other employees;

• on sick leave twice as often as others; and

• late for work three times more often than employees not using drugs

Thirdly, a solid non-harassment policy must be established.

Two points must be kept in mind when predicting who will commit an act of violence. First, it is impossible to accurately predict potential incidents. Second, it is important to know your employees. Open lines of communications should be encouraged. Warning signs are almost always present, and those who work around the potentially violent person can see these signs.

To reduce the potential for workplace violence, employee-training programs should include issues such as stress management, how to handle confrontations and drug abuse awareness. Awareness training, additional supervisory training, annual physical vulnerability surveys and liaison with law enforcement can also help reduce the chances of violent acts on company property.

Limiting and controlling access to facilities, security awareness briefings and training, and security hardware can all contribute to reducing vulnerability.

Organizations must ensure that they are taking active measures to provide a safe and healthy workplace for their employees, customers, vendors and visitors. Nothing can guarantee a violent incident will not take place on company property, but much can be done to reduce the chances of it happening.

FOR THE RECORD

ABOUT THE AUTHOR

Jay Crawford has provided problem-solving consulting services for both small businesses and Fortune 500 companies for more than 30 years. He was designated a Certified Protection Professional in 1982, and has authored several articles on security related matters. E-mail him at jbcrawford@hotmail.com

STEPS FOR PREVENTION

Pre-Employment Screening

Documented guidelines, policies and procedures help prevent organizations from hiring individuals with checkered pasts and limit liability for actions taken by them.

Policies and Procedures

• Maintain a zero-tolerance policy for threats or other indications of violent behavior.

• Communicate zero-tolerance policy and resulting actions.

• Administer policy fairly, quickly and consistently.

• Provide employees several confidential reporting channels regarding threats or misbehavior.

• Provide training for employees and managers to understand violence as a process, and to recognize the warning signs as the process escalates so they can perform their critical detection and intervention roles.

Contingency Planning

Developing tactics and procedures for responding to workplace violence is as critical as prevention. Crisis management plans require professional input during design, modification as the workplace evolves and finally practice, practice, practice.

Physical Deterrents

Traditional security measures help mitigate the risks of workplace violence.

Basic security measures may include access control and physical security measures including additional security officers and patrols after hours, providing emergency communications options such as beepers or alarms, implementation of monitored CCTV surveillance for hallways, stairwells, lobbies, and reception areas and limiting access for staff, consultants and vendors.

Threat assessment

Threat assessments should be completed in regards to the following policies:

• Physical and procedural security of the facility

• All factors affecting the safety of the employees and the facility

• Risk profiles of key executives, vendors and partners including interviews to determine overall security environment and potential vulnerabilities.

Source: Report by senior consultant Joseph Ricci of Ricci Communications LLC, Arlington, Va., a company specializing in security consulting for companies, associations and special events. E-mail him at JRicci@aol.com.

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