Curbing Workplace Violence

There are many potential threats to the harmony and safety of your company, including staff members having disputes, former employees seeking revenge, dangerous outsiders, violent customers or suppliers, and the general public. To make matters worse, as an employer, you can be legally liable.

There are many types of workplace violence. Here are some tragic examples:

A law firm receptionist is gunned down at her desk by an ex-boyfriend. A postal employee is slain by a colleague who is upset at not being promoted. A taxi passenger is attacked by a cab driver for not paying a "fair" fare. A teen-age employee in a nursing home rapes a fellow employee after being employed only       three weeks.

No one can explain the precise cause of growing workplace violence but speculation abounds. Among the

Demographics
Gender
Male Female Both Genders Unknown	82.3% 13.0%   2.0%   2.7%
Race
White Black Other Mixed/Unknown	54.7% 30.2%   9.2%   5.9%
Age
Under 17 18 to 20 21 to 29 30 or older Mixed/unknown     Source: Justice Dept.	13.5%   7.0% 26.1%       43.0% 10.4%

theories are a general increase in violence throughout society, a legal system that fails to deter crime, a culture that fails to promote orderly behavior and a mass media that glamorizes violence.

Regardless of the causes, federal and state laws require your company to provide employees with a safe place to work. In addition to establishing a policy regarding violence, you should train your managers to recognize warning signs so you can intervene and prevent an explosive situation. Here are some factors to look out for and help you proceed with caution:

Common traits. Potentially violent individuals often have certain characteristics. For example, they display an obsessive need to be in control and have difficulty accepting that they may be wrong. They also feel singled out for unfair treatment and show self-destructive or suicidal tendencies.

Social interaction. High-risk individuals may act withdrawn, jealous, paranoid, resent authority, or be unusually concerned about their privacy.

Extreme views. Potential assailants may embrace conspiracy theories, approve of acts of violence, or display extreme political or religious convictions.

Instability. Signs of instability can include withdrawal, long-term depression, sudden changes in personality, excess self-criticism or displays of hopelessness.

Late stage signs. Be alert when an individual suddenly starts showing anxiety-related

Most Violent Jobs Law enforcement Mental health Retail sales Teaching Transportation Medical          Source: Justice Dept.

signs such as rapid breathing, erratic speech, shaking, a detached attitude or an inability to concentrate.

Violent workers often react to events that strip them of their dignity, such as a reprimand or termination.

Supervisors should be trained to deal with employees to preserve their self-respect. For example, keep disciplinary actions private and avoid taking a confrontational stance. Keep the emotional temperature low.

By carefully monitoring workplace interactions, you can fulfill your legal obligation to provide a safe work environment. And it helps you avert lawsuits that can cost enormous amounts of time and money, as well as damage your reputation as a concerned employer.

If You Confront Violent Behavior Obey the demands within reason. Warn others. Look for an opportunity to get away. Avoid sudden actions or movements. Maintain eye contact. Speak slowly and clearly. Never ignore threats. The consequences can be tragic.