We now live in a society where workplace violence is no longer a rare anomaly. It happens more often than we expect and we can no longer ignore this potential threat to workers. It is, therefore, critical for any company to adopt a plan that is designed to identify potential workplace violence and educate its workforce on indicators as well as how to react if a workplace violence event occurs.
Identifying Indicators
The goal of workplace violence prevention programs is to create and maintain an ongoing environment where all workers would be made aware of certain indicators that might lead to workplace violence. Some of these indicators are a noticeable change in personality or behavior, such as sudden moodiness, anxiety, depression, altercations with fellow employees, or statements made about violence against someone are all red flags that should not be ignored.
Workplace violence is not restricted to violence between employees or between employees and customers, clients, or patients. A company must also recognize and have policies in place to prevent Domestic Violence from occurring within the workplace. Indications that domestic violence victims are being bothered in some way by their abuser at work such as harassing phone calls or their coworkers experiencing harassment or even threats from the perpetrator should all be reported so that protections can be put in place. The constant and straightforward advice of “See Something, Say Something” is not only applicable to suspicious packages but also applicable to observed behavior in the workplace.
Reporting Observances
There needs to be an established reporting system for such observances. Under normal circumstances, the Human Resources Department should handle this system. Discretion needs to be assured so that employees do not fear for their safety when reporting such behaviors. Once reported, Human Resources should quickly ask the Employee to meet with them so that an evaluation can be performed. If this is part of an established program where Human Resources regularly meets with all employees and supervisors to “check in” on how they are doing in the workplace, it will not be as noticeable when a possibly disgruntled employee is asked to meet.
Human Resources must be adequately trained on questions to ask and not ask and then evaluate any potential for workplace violence. If so, law enforcement should be notified to monitor things such as social media. Another viable option may be to station a uniformed Security Officer at the Front Desk or Main Entrance as a reassuring presence to observe and monitor behavior and alert management of any perceived potential for violence.
Active Shooter Training
More than ever before, it should be required that all employees be oriented and trained on how best to react to an active shooter event in the workplace. The current news cycles regularly report on incidences of active shooters so most employees should welcome this type of education and information. The training should be emphatic that, while an active shooter event is not anticipated, it is still better to be educated and prepared.
This training should be touted as a benefit that the employer is providing. The Department of Homeland Security has such training on its website featuring preparedness and the essentials of RUN, HIDE, FIGHT. It does not take much time to view and should be required of all employees. Taking these fundamental steps will, hopefully, help identify the potential for workplace violence and help prepare staff on how to respond if an unfortunate event should occur.
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