Copyright© 2010 WeComply, Inc. All rights reserved. 9/17/2015 Preventing Workplace Violence.

Copyright© 2010 WeComply, Inc. All rights reserved.

04/19/23

Preventing Workplace Violence


In the news…

Copyright© 2010 WeComply, Inc. All rights reserved. 4

What Is Workplace Violence?

Workplace violence includes —

•Verbal abuse

•Physical abuse

•Threats of abuse

•Harassment

•Intimidation

•Other disruptive behavior

Behavior may consist of verbal or written statements, gestures or other means of communicating threat of harm


Pop Quiz!

Brittany and Jorge have been having a heated discussion about their work. At the end of the day, Brittany fires off an e-mail message that ends, "Don't sleep too soundly tonight. I know where you live. ;)" The ;) is intended to show that she is winking. Could this be considered workplace violence?

A.Yes, because it's a threat.

B.No, because she's obviously joking.

C.No, not if she intended it to be a joke.

D.Yes, but only if Jorge takes it seriously.


Types of Violence

Types of workplace violence:

•Criminal intent: Intruder commits violent act while committing crime

•Customer/client: Someone with legitimate relationship to organization becomes violent while being served by organization

• Worker on worker: Employee or former employee attacks or threatens another employee in workplace

• Personal relationship: Someone with personal relationship attacks/threatens someone in workplace

Criminal-intent violence accounts for 85% of workplace homicides


Risk Factors

Risk of workplace violence is higher where the work involves —

• Interaction with the public

• Working alone or in small numbers

• Doing deliveries or guarding valuables

• Working with unstable populations

• Working late at night, early in the morning or in high-crime locations

• Other areas noted in risk evaluation

Employees working under these conditions should be aware of risks

Supervisors should provide extra prevention measures if needed


In the news…


Prevention Methods

Methods to help prevent workplace violence:

•Providing increased visibility in high-risk areas

•Installing adequate external lighting

•Minimizing available cash

•Posting signs stating that there is limited cash on hand

•Providing training in conflict resolution and non-violent self-defense

•Establishing reporting systems for incidents of aggressive behavior

Supervisors should ensure that these methods are carried through

Employees should report non-compliance to supervisor or HR


Security Measures

Department heads/supervisors are responsible for putting security measures in place, which may include —

• Security alarms — some employees may need special systems to enable them to summon help quickly

• Security guards/monitoring — full-time/after-hours guards or monitoring systems may be needed

• Limited-access key cards

• Visitor sign-in policies — visitors should log time, location and purpose of all visits

• Safety training


Pop Quiz!

When you sense a potentially violent situation, you should contact security or the police as quickly as possible.

A.True.

B.False.


Zero Tolerance

We are committed to zero tolerance of workplace violence, including —

•Hitting or shoving

•Threatening to do harm to people or property

•Using obscene language or exhibiting obscene behavior

•Acting in an intimidating or abusive manner

•Shouting or speaking in raised voice unnecessarily

•Possessing or inappropriately using firearms or other dangerous devices on our property


Red Flags

Some behaviors present red flags of a potentially violent incident:

•History of emotional or mental disturbance, or threatening/violent behavior

•Alienation from other employees

• Disdain for authority or sympathy for perpetrator in accounts of violence

• Sudden decrease in productivity or decline in personal hygiene

• Extreme stress from a life crisis

• Obsession with weapons

If co-worker presents red flags, report it to your supervisor or HR


In the news…


Dealing with a Volatile Situation

Be prepared to respond appropriately

•Guidelines for interacting with potentially aggressive/violent person:

•Situate yourself near a door or exit space

•Stay calm, speak in low voice, don't argue

•Treat the other person with respect

•Listen with empathy without being judgmental/defensive

•Monitor non-verbal clues

•Avoid invasion of another's personal space

If person is out of control, call 911


Weapons

Employees may not wear, transport, store or display firearms or other dangerous weapons on work premises

•Employees who violate rules face disciplinary action, including termination

•Dangerous weapons include —

•Firearms — loaded/unloaded, assembled/disassembled

•Knives, switchblades, brass knuckles

•Bows, cross-bows, arrows

•Fireworks

These rules do not apply to on-duty law-enforcement personnel, on-duty security personnel, or persons engaged in military activity


Reporting Procedures

If violent situation is imminent, contact your supervisor immediately

•If supervisor is unavailable, contact anothersupervisor or HR

If you suspect a violation, report it in writing unlessthere is an immediate threat or danger

You will not be retaliated against for reporting a violationin good faith


Response Plan

Violence or threat of violence is against our policy and may be against the law

We will take action against acts or threats of violence by employees or others

•We will investigate all complaints thoroughly

•We will preserve confidentiality to extent possible

Immediate threats

•All legal, human-resource, employee-assistance, community-mental-health, and law-enforcement resources may be used in response

•Risk of injury to all workers must be minimized


Other Elements

Department heads/supervisors are responsible for maintaining other elements of program:

•Maintaining a respectful working environment

•Responding to grievances

•Employee Assistance Program

•Conflict resolution

•Job counseling for terminated employees

•Recordkeeping


04/19/23

Final Quiz


04/19/23

Questions?


04/19/23

Thank you for participating!

This course and the related materials were developed by WeComply, Inc. and the Association of Corporate Counsel.

Copyright© 2010 WeComply, Inc. All rights reserved. 9/17/2015 Preventing Workplace Violence.

Documents

Transcript of Copyright© 2010 WeComply, Inc. All rights reserved. 9/17/2015 Preventing Workplace Violence.