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Violence in the workplace, virtually unheard of 25 years ago, is now one of the fastest growing types of homicide in the United States. It has become a recurring nightmare for employers and has been labeled a form of Nationwide Terrorism. What should and can employers do and how should they do it? |
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WORKPLACE VIOLENCE: CAUSES AND CURES Robert F. Conte, Esq. Violence in the workplace, virtually unheard of 25 years ago, is now one of the fastest growing types of homicide in the United States. It has become a recurring nightmare for employers and has been labeled a form of Nationwide Terrorism. Some alarming statistics about workplace violence Ø Homicide due to workplace violence has tripled in the last decade Ø On the job deaths related to violent crimes: 12% male; 42% female Ø The retail trade, sales workers, and the service industry have the highest incident rates Ø Workplace violence figures do not include the high number of incidents that do not result in fatalities Ø Over one-half of the violent acts that occur each year are not reported Ø Other types of workplace violence, physical or sexual assault, acts of sabotage against equipment, materials or property and psychological or verbal abuse. These figures also go unreported In a workplace violence situation, everyone is a victim, employees and their families and the companies for whom they work. Who has the responsibility for helping prevent workplace violence? EVERYONE Under the law, it is the employer's responsibility (and duty) to furnish a safe and healthful working environment for its employees, Occupational Safety and Health Act (OSHA), (29 USC 651). This Act requires employers to take steps necessary to reduce or eliminate the recognized hazards which are likely to cause death or serious physical harm to employees (OSHA standards interpretation letter on Criminal Violence in the Workplace, 1992). Employers must therefore, be sensitive to the effects of workplace violence and create an environment that encourages and promotes open communication between management and the employees. Employers must also establish procedures for reporting and responding to all acts of workplace violence. Having a plan that includes outside services, local police, mental health services and an employee assistance program is very important in dealing with workplace violence situations. Some Facts About Workplace Violence Ø Workplace violence leads to increased medical and stress related disability claims, lower productivity and higher turnover. Ø The pace of life has changed, the standard of living accelerated and there has been a technological revolution. These are all contributing factors in the increase in stress levels of employees. Ø Domestic violence is a leading factor in workplace related incidents. Ø Workplace violence develops over time, it does not just happen. Ø Most employers are unprepared and ill equipped to deal with workplace violence. It is estimated that 50% do not have a workplace violence policy or program. Ø Open communication between management and employees can lower levels of violence and harassment in the workplace. In almost every incident of workplace violence there are signs. Sometime before an emotionally enraged employee reached the breakpoint and went on an often bloody and tragic spree, he/she exhibited telltale messages of impending trouble. Through statements or actions, the perpetrator was sounding off, sending a message, which in almost every case went undetected, unreported, was ignored, or treated lightly. The result, disaster. A Zero Tolerance workplace violence policy is a starting point and a must for all employers. If you think it cannot happen in your workplace, you are wrong. It can happen anywhere. Employers must therefore be able to identify and understand the warning signs and act on them in order to prevent a potential tragedy from happening. Human Resources Consulting Services can assist you in auditing your workplace and can help you develop a violence prevention policy and management plan. This includes establishing an open communications link between management and employees, training to help identify potential perpetrators and instructions for management, supervisors and employees on how to recognize and be alert to the signs and symptoms that often precede violent acts in the workplace. A sound workplace program is your best protection for preventing workplace violence. The utilization of our services are an investment in your business future We can help make a difference. Human Resources Consulting Services Robert F. Conte Attorney & Counselor (574) 279-8555 E mail: rconte@hrlawconsulting.com |
