Preventing Workplace Violence
Preventing workplace violence … Hope for the best, but plan for the worst. Use these violence prevention strategies to identify 8 warning signs of violent employee behavior, access 2 examples of a sound workplace violence policy and learn how YOUR management style can stop workplace violence before it erupts…
Make workplace safety a core part of your management strategy and policy planning. Use our workplace violence prevention strategies, sample policies and screening advice to keep your most valuable capital – your workers – safe and violence free.
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The U.S. Department of Labor’s Occupational Safety and Health Administration is aggressively going after employers that don’t take seriously their responsibility to provide a safe workplace—especially those that don’t have a specific violence prevention program in place.
Determine what you can (and can’t) manage when employees ‘go at it.’
Physical violence is dangerous, disruptive and can involve companies in expensive lawsuits if employees—particularly bystanders—are injured during a fight.
Most believe their workplace is safe but still think emergencies could pose a problem, according to survey.
Timothy Dimoff, a former narcotics detective and SWAT team member, reviews today’s problems and offers a path for conflict resolution and prevention.
Most incidents of workplace violence could have been prevented. A supportive workplace, in fact, is one that works daily to keep violence at bay, using a three-stage strategy of primary, secondary and third-level prevention.
If you think a worker could benefit from psychological help and fear that he may pose a danger to himself or others, you can require an evaluation.
Dennis Davis, author of Threats Pending, Fuses Burning: Managing Workplace Violence and director of client training for Ogletree Deakins, urges employers to be on the lookout for workers who display any of these eight warning signs of violent behavior.
Do you have a zero-tolerance policy for workplace violence? That doesn’t mean you have to fire everyone who violates the letter of the rule. You can use some discretion, as long as you document why.
Nearly 2 million U.S. workers are victims of workplace violence each year, according to the Bureau of Labor Statistics. Last year, 506 employees were slain at work.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:
Employers that punish some employees more leniently than others for breaking the same rule are asking for trouble. That’s especially true when a lesser offense seems to have warranted especially harsh punishment.
Some employees are simply difficult to manage. They start arguments and may see harassment or discrimination everywhere. But sometimes they cross a line, implying they could get violent. How you handle their complaints can spell the difference between winning and losing a lawsuit.
Q. We do not have a workplace violence policy and would like to prepare one. What should we include in the policy?
Poor communications with employees isn’t just bad for business. It also creates a work environment that’s ripe for legal trouble. Stay out of the courtroom by taking time to explain your actions and make the workplace seem rational to employees. Here's how.
OSHA has issued its first written enforcement instructions regarding incidents of workplace violence. Officials will use the directive to decide whether allegations of workplace violence warrant an investigation.
The economy is a shambles, and employers are doing everything they can to stay in business. That includes terminations, salary and wage cuts and temporary furloughs. Nearly every one of those moves carries litigation risk. With little to lose, more and more employees are willing to stake bias claims, hoping to score a big settlement. Their allies are attorneys who will look for any reason to sue. What should employers do?
OSHA has issued enforcement instructions regarding incidents of workplace violence. Officials will use the directive to decide whether allegations of workplace violence warrant an investigation. It also details methods employers can use to minimize the possibility of workplace violence.
According to the latest numbers from the U.S. Bureau of Labor Statistics, 12% of assailants in fatal workplace shootings are co-workers or former co-workers. Sadly, violence can strike any workplace. That’s why it’s so important to be able to recognize the signs of potential trouble and have protocols in place to prevent a potentially tragic situation. That’s often easier said than done.
Eventually, every employer will have to investigate some sort of workplace concern. Whether because of a dispute between co-workers or a need to address unethical or unlawful behavior, workplace investigations are an important and delicate exercise. The following tips will help investigations produce useful results.
Some employees think nothing of threatening their co-workers. Most employers disagree and aggressively move to stop such harassment. Courts are on the employers’ side: They’ll seldom second-guess a decision to fire the culprit.
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