Nearly 2 million U.S. workers are victims ofeach year, according to the Bureau of Labor Statistics. Last year, 506 employees were slain at work. Homicide is the leading cause of death for women in the workplace. Don’t let your organization add to those sobering statistics.
To reduce the chance of workplace violence—or your liability if it does happen—follow these 11 guidelines:
1. Ban weapons, and have a zero-tolerance policy regarding threats in the workplace.
2. Screen applicants carefully by checking references and doing.
3. Train supervisors to recognize personality changes in employees that could be warning signs of potential violence.
4. Defuse disputes. Establish a mediation program to resolve employee disputes rather than letting them simmer.
5. Regularly evaluate security systems. Do you need silent alarms, ID keys, cameras or even an armed guard?
6. Require employees to report restraining orders that apply to them to. Make it a policy in your employee handbook.
7. Train front-line employees such as receptionists to be on the lookout for unusual or unsettling encounters. Provide clear instructions on how to handle them. Train all employees on when and how to contact police.
8. Establish procedures for employees to report threats or other violent behavior. Offer several avenues for reporting: supervisors, security personnel, HR or, if there’s imminent danger, everyone nearby.
9. Have a plan for handling contacts between employees and law enforcement. If a police officer or process server needs to see an employee, instruct your receptionist to direct the official to a private part of the office near an outside door. Then quietly ask the employee involved to report to that area.
10. Document any threats and your response to them. Your zero-tolerance policy should dictate terminating any employee who makes a threat. If it’s a worker’s relative or friend who’s being disruptive and dangerous, you are within your legal rights to terminate the employee, provided you give adequate warning.
11. Terminate with care. Have someone present as a witness if you have to terminate a violent employee; consider engaging backup security.
- Firing OK if FMLA return date isn't honored
- Crack down on association discrimination—especially if there are threats of violence
- FMLA leave-taker slipping? Fire away, with justification
- Track all discipline so you can show harsh punishment wasn't retaliation
- Cut your retaliation risk: Make sure training is open to everyone who's eligible