07/ 27/ 2006
by Charles R. McConnell
Unfortunately in business today, violence in the workplace is on the rise. This steady increase is troubling in itself, and it becomes all the more frightening when we consider the highly random character of workplace violence. We know it can occur anytime anywhere, affecting anyone, with little or no forewarning.
As an employer, you bear a responsibility for providing a work environment that minimizes the danger of injury or death. For years, many managers interpreted this responsibility as maintaining working conditions to keep employees safe from injuries resulting from accidents or medical problems resulting from exposure to harmful substances. However, this responsibility also extends to the reasonable protection of employees, customers and others from becoming victims of workplace violence.
A comprehensive violence control program addresses several critical elements, including appropriate policies, improved job candidate screening, education and training, improved communication and modification of certain environmental factors.
Appropriate policies
Employer responsibility requires crafting policies that foster workplace harmony and minimize the potential for violence. Your business should have a clear, no-nonsense statement of zero tolerance for violence and harassment. This should include descriptions of all prohibited behavior, such as using or possessing controlled substances on the job and carrying weapons on the premises. In addition to regulations concerning drugs, alcohol and weapons, other essentials for policy coverage include employee conduct as part of performance evaluation, disciplinary procedures, and when and how you should conduct workplace searches.
Screening job candidates
Management's responsibility for violence prevention begins with the recruiting process. There is no certain means of ensuring that you will never hire an individual having violent tendencies, but proper screening can help eliminate candidates whose past behavior includes violence or suggests the capacity for violence. Privacy issues often arise from the use of pre-employment psychological testing or background investigations, so these practices have little bearing on much recruiting. However, drug testing has become a generally accepted part of pre-employment physical examinations, and bypassing candidates who fail their drug tests closes the door on one potential source of trouble.
Reference checks on potential employees can sometimes uncover a history of violence or violent tendencies. A previous employer has an obligation to inform a prospective employer of past violence or violent tendencies of an individual in question if any likelihood of recurrence exists. For fear of legal problems, some employers will say nothing about a past employee, even to the extent of withholding information about severe misconduct. However, they need not fear repercussions if the inappropriate behavior is verifiable through accurate documentation. But there is potential legal exposure for the employer who does not reveal a violent past, allowing an individual to be hired elsewhere and cause harm.
On the hiring side, you should always make an effort to check references. Even if the references requests are not answered, an employer who makes a good-faith effort to check references usually has a ready defense against a charge of negligent hiring should the employee cause harm to others.
Education and training
You should familiarize all employees with the company's safety rules and procedures. This includes training interviewers to recognize potential troublemakers during recruiting, teaching communications skills that help prevent aggression and communicating the company's employee assistance program or other support program designed to help employees experiencing serious problems outside of work (which are sometimes manifested as workplace violence).
Periodic employee training and retraining should include: violence prevention and control; how to recognize early warning signs of potential violence; conflict resolution techniques; how to report actual and potential violent incidents; and how to protect yourself and others when violence occurs.
Improved communication
For effective violence prevention and control, you should consider the following: continually monitoring accidents and violent or near-violent episodes and maintaining employee awareness of the need for a safe environment; establishing a confidential procedure for reporting threats and intimidation and other inappropriate behavior; and establishing communication with local law enforcement concerning violence prevention and reporting.
Modification of environmental factors
Depending on the nature of your business and the character of your facility, you can take steps to enhance safety. Many of these presently appear in businesses that have taken violence protection steps. Precautions include bulletproof glass, metal detectors, alarm systems, surveillance cameras and escape doors in high-risk areas. Other safeguards to consider are improved lighting in parking areas and identification tags to distinguish between those who should or should not be in employees-only areas.
There's no sure way of preventing every instance of workplace violence. However, with proper employee screening and constant awareness of the potential for violence, along with the commonsense precautions noted above, you can go a long way toward ensuring a safer environment.
