No workplace is immune

Jun 1, 1998 12:00 PM, DR. STEPHENIE SLAHOR

           

Here's a seven-step approach for preventing and addressing workplace violence. "Annually, over two million assaults occur in the workplace. The violence that prevails in American culture has indeed walked through our workplace thresholds. No workplace is immune." That's the grim word from Garry G. Mathiason, an attorney with the firm of Littler, Mendelson, Fastiff, Tichy & Mathiason, San Francisco, Calif. He says workplace violence "has become one of the major human resource challenges facing employers." Yet very few employers have developed comprehensive plans for addressing workplace violence. At best, their efforts have been direct reactions to an incident, and the efforts rarely reflect a coordinated effort. Mathiason's firm recognized the growing legal obligation on employers to control violence. These legal requirements range from OSHA requirements to the doctrine of negligent training. The firm developed a seven step approach for preventing and addressing workplace violence. The plan can be an approach which works for you. l. Create a management team with the responsibility to identify and implement a preventative plan, and the ability to deal with incidents if they arise. Among the members on the team should be senior management from human resources, the legal department and security. The team should establish a plan to deal with workplace violence, and should educate and prepare managers and lower level supervisors about the warning signs and situations that could lead to violence in the workplace. The team must address the seriousness of the problem in the firm's particular industry and geography, then it should assess the employer's readiness for dealing with workplace violence. Next its members must become expert on the subject of workplace violence, and they must serve as a liaison with specialized resources within the community such as law enforcement agencies, community groups and counseling agencies. 2. Educate supervisors about workplace violence and its prevention by teaching them its warning signals in behavior (direct or veiled threats, substance abuse, problems at home, inability to take criticism, extreme desperation, etc.) and in workplace settings (e.g. repetitive line work, denial of a promotion/raise, firing, etc.) Threats of violence must be taken seriously and responded to immediately. Information must be gathered on who made the threat and when and where, against whom it was made, the language/nature of the threat, any physical violence, names of witnesses, past incidents involving the perpetrator, and other facts. Increase physical security at the workplace and parking areas, and develop a working relationship with the local law enforcement agency. Increase employee safety especially for those working late hours or late shifts. Modify the existing security with whatever might be needed-closed-circuit television, alarm systems, intercoms, enhanced lighting, and electronic warning systems available to employees who have received threats. 4. Develop procedures to follow in response to an incident of workplace violence. To develop such a plan, get the help of security consultants, law enforcement, attorneys and trauma experts. The procedures must address such components as chain of command during and after an incident; emergency notification to local authorities; assessment steps to determine the immediate safety of the workplace and the effect of the incident; gathering of information during and after an incident; counseling; media relations; and how to maintain control of operations during and after a crisis. 5. Review the types of legal relief available to prevent and redress workplace violence (restraining orders, stay away orders, harassment restraining orders, laws about distribution of photos of an employee, laws regarding arresting a perpetrator or detaining a perpetrator for psychiatric evaluation, for example). 6. Enforce company policy on pre-employment screening, workplace rules of behavior, employee assistance program resources and health care resources. 7. Establish and make known clear lines of communication to avert and respond to crises. Establish an emergency hotline for reporting of incidents. Have a policy about release of information to the media. Concludes Mathiason, "Incidents of workplace violence cannot be ignored." He adds, "Employers must take threats seriously and be prepared to respond to them in an effective and lawful manner. No one can continue to believe that violence will simply happen at some other workplace."

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