Weekly HR – Workplace Violence
How to Identify Workplace Violence Before It Turns Deadly
Unfortunately, workplace violence does happen. Your job as an employer is to take steps now to prevent it or at least be ready to deal with it in the event that it does happen. You can start preparations by reviewing Violence Free, a global violence prevention firm’s list of seven factors that can lead to workplace violence, which are listed below:
1. A weak, misunderstood or nonexistent policy against all forms of violence in the workplace.
2. Failure to educate managers and supervisors in recognizing early warning signs or symptoms of impending violence and their responsibility to take action.
3. No appropriate and safe mechanism for reporting violent or threatening behavior.
4. Failure to take immediate action against those who have threatened or committed acts of workplace violence.
5. Inadequate physical security.
6. Negligence in the hiring, training, supervision, discipline and retention of employees.
7. Lack of employee support systems.
In addition to being aware of the signs, be sure to address the specific safety needs of all of your city departments. Are your locks, alarms and emergency exits all in working order? Do you have a procedure for preventing unauthorized access to city buildings? Are your walkways, parking lots and other outdoor areas well lit? Can an employee easily signal for help? Be certain to consider preventative measures and safe practices for the following specific situations within your violence prevention policy:
Take the time now to look at your own city. Have you addressed the specific safety needs of all your departments? What do your policies state about workplace violence? Do you even have a policy? Does the policy provide an appropriate mechanism for reporting violent conduct? Are your employees and supervisors trained on your policies? If an employee files a complaint of workplace violence who should handle it? How do you handle it? If you ignore it and say “It couldn't happen here,” you may come to regret that decision.
For policies and training on this or other personnel matters, contact Andrea Shindlebower Main, personnel services specialist.