Preventing Violence In The Workplace

by Douglas Henderson

Violence in the workplace has become all too common in American business. It's a concern for every employer, who should take precautions before hiring, throughout the period of employment, and beyond the end of employment.

Carefully screen prospective employees by verifying their prior dates of employment and investigating any gaps in their employment history. In addition to examining the candidates' work history, review their military record, credit history, criminal (and driving) record, and drug record. Conduct drug and psychological tests.

Establish a clear and zero-tolerance policy toward workplace violence, and communicate it effectively. Create a Workplace Violence Committee and establish an Employee Assistance Program. Communicate and enforce a zero-tolerance policy concerning weapons on company property, sexual harassment, and drug abuse, too. Also, establish a policy of conducting searches for anything brought onto company property. Provide adequate security during all business hours.

Experts have identified employees as demonstrating the following behavioral characteristics that frequently precede a violent event:

1. Showing an extreme interest or obsession with weapons
2. Having a history of violent behavior or a fascination with other incidents of violence
3. Carrying or flashing a weapon
4. Making verbal threats or predictions that 'bad things are going to happen'
5. Perceiving that 'the whole world is against me'
6. Having difficulty taking criticism, recognizing authority, or accepting responsibility
7. Having few or no outside interests, such as friends or hobbies
8. Having loner characteristics, with the possible exception of a romantic interest in a co-employee
9. Having recent financial, family, or personal problems
10. Having a history of drug and/or alcohol abuse

In addition to these personal characteristics, a workplace going through a stressful period-layoffs, labor disputes, downsizing, etc.-may also precipitate acts of violence.

Be certain that managers know these early warning signs, and require them to notify upper management of any potential problems.

When terminating a high-risk employee, observe a number of special precautions. Never conduct the termination alone, and always extend a high level of personal consideration and care. Give terminated employees time to air their grievances. A terminated employee's belief that his or her statements are being taken seriously reduces the chance of a hostile return visit.

Always collect keys, access cards, badges, and so forth, and escort the terminated employee off company property.