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It will never happen to our company says a CEO. We have never had a problem with workplace violence says another company leader. However, according to the Occupational Safety and Health Administration, workplace violence is a growing concern of employers and employees.
Workplace violence is violence or the threat of violence against workers. It can occur at or outside the workplace and can range from threats and verbal abuse to physical assaults and homicide, one of the leading causes of job-related deaths.
Every year, 2 million American workers report having been victims of workplace violence according to the National Safety Council.
So are the perpetrators who harm or kill people mentally ill?
I was stunned that only around 25% of active shooters who intend to harm people have mental health problems. I learned this while attending a NatCon Mental Health conference in March of 2018 in the Washington DC area. I had listened to a panelist group of psychiatrists who supported the people affected by the Sandy Hook and Columbine school shootings. The rest of the perpetrators are motivated to take action to kill and maim workers because of other factors. I will only cover disgruntled employees or former employees in this article.
The Department of Labor states, Human Resources is responsible for:
* assisting in assessing and investigating allegations of workplace violence raised by employees, supervisors, and/or managers, as requested;
* providing technical expertise and consultation to help supervisors determine what course of administrative action is most appropriate in specific situations, including Alternatives to Discipline and use of Alternative Dispute Resolution process;
* providing advice and counsel regarding personnel rules and regulations
HR plays a considerable role in ensuring that employees receive the benefits they have earned and that departing employees receive fair treatment, and any benefits they have accrued while working for the company. When an employee has not been treated respectfully or received the benefits they earned in a company; they may become resentful and full of rage. They may even become a violent and harmful offender, seeking harm or death upon the people who work in their organization.
It is the wisest action to bring in an outsider who can fully engage with the leader of a company and explain that an expert or a certified security consultant may have the best training to bring a return of investment to a company or organization. Being proactive versus reactive may save lives in a company.
Felix Nater, of Nater Associates, a leading expert and certified Security Consultant, states,
Workplace violence prevention is an ongoing process involving multiple intervention strategies of which leadership and training supports the policy, plans, procedures, and security.
Creating a safe workplace, employers have an ethical, moral, legal, and financial duty to provide a safe workplace. However, employees have a comparable duty and obligation to bring potentially violent situations to the school or employer’s attention.
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Solutions to workplace violence mean creating a proactive plan for training and strategies. There are all kinds of tools and equipment that detects guns and knives that companies can purchase.
Experts like Felix Nater teach the leadership of a company how to prevent or reduce the likelihood of an active shooter or violence in the workplace. He has worked on the New York Division’s Workplace Violence and Major Crime Teams and retired as a former Postal Inspector.
What is shocking is that companies only spend an average of $4.50 per employee annually on workplace violence prevention according to Security Magazine. That is ridiculous when we hear of so many school and workplace shootings. The OSHA Act gives workers the right to safe and healthful working conditions. It is the duty of employers to provide workplaces that are free of known dangers that could harm their employees.
Leaders must bring in experts who can effectively evaluate the training, tools, and policies that can create a safe and healthy workplace. Often, CEOs and employers are shocked when they thought they had a solid plan to prevent workplace violence and they are presented with additional essential action steps that need to be implemented.
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It’s unfortunate, but there is a real concern about bullying and violence in the workplace. It impacts not only the potential victim but everyone in the company and associated with the company. Bystanders also suffer from witnessing negative and harmful behavior.
There has never been a better time for leaders to step up and have solid strategies that keep their employees safe in the workplace. HR personnel must ensure their company CEOs are doing more than being reactive to workplace violence.
HR personnel can ensure that employees are treated respectfully and with compassion. Sometimes it is best to lay an employee off from work or to dismiss an employee who violates laws or company policies. All this can be done in a fair and honorable manner.
HR plays a vital role in making sure supervisors are evaluated for how they treat their employees. HR can create employee and supervisor evaluations that gauge clarified civility in the workplace and how to report incivility matters immediately to a designated person. It could be a matter of life or death. Being ready and knowing how to address workplace violence is a leadership responsibility.
You can listen to my interview with Felix Nater for more on preventing workplace violence.
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