Workplace violence is a growing concern. Acts of violence are occuring in shopping malls, schools, hospitals and military bases. Organizations should take steps to be aware of and reduce risks.
Policies
- Do you have a specific policy that addresses zero tolerance for workplace violence?
- How effective are your employment policies in identifying and screening out potential problem employees?
- What is your pre-employment reference checking policy? Do you conduct pre-employment references or do you use investigative reference checking services? Do you screen all employees, including contractors, temporaries, interns, co-ops, etc.?
Education and Training
- Have you conducted diversity training on a regular basis?
- Have you educated your employees and management about their roles and responsibilities regarding workplace violence?
- Do you regularly reinforce and measure the results of training?
Environment and Culture
- Do you have written policies regarding the dignity, values and rights of your employees?
- Do you reinforce the policies with role models, action, training and frequent two-way communication?
- Do you measure progress and sustain all programs?
Investigation and Resolution of Employee Complaints and Issues
- How do you ensure upward communication from employees and supervisors of incidents with potential violence consequences?
- Do you immediately conduct a due diligence investigation that includes all parties?
- How do you apply lessons learned from these incidents throughout your organization?
- How often do you audit your workplace: monthly, quarterly, annually?
Effective Problem Resolution: Grievance Handling, Complaint Process
- How often do you assess the effectiveness of your problem resolution process?
- Do you use outside resources to conduct your audits?
Use of Wellness and Employee Assistance Programs and Other Resources to Support Your Culture
- Do you assess stress?
- Do you offer workshops, training or counseling in stress management?
- Do you have a formal employee assistance program (EAP)?
- Do you use your EAP effectively?
Effective Implementation of Performance Management or Employee Appraisal Processes
- Is your appraisal process effective in identifying problem employees?
- Is performance appraisal data taken and used seriously?
- Are all managers and supervisors thoroughly trained and retrained in effective counseling, coaching and appraisal techniques?
- Are performance standards and expectations clear, jointly developed, documented and regularly monitored? Are audits of the appraisal process regularly conducted?
Security Considerations
- Is security adequate?
- Can security respond quickly to incidents of alarm?
- Are the physical facilities adequate?
- Are controls in place to prevent unlawful breach of firearms?
Summary
Investigate your readiness to cope with workplace violence by reviewing the following:
- Selection: Plan for and ensure that time and efforts are devoted to a quality pre-hire and probationary period and screening process. Provide due diligence in reference checking.
- Appraisal process: Continuously review the effectiveness of your goal-setting and review process to provide for clarity, fairness and responsiveness to issues. The first warning signs of trouble usually surface through this source.
- Definitive supportive policies: Institute and continuously update necessary policies to deal with all aspects of workplace issues from zero tolerance and problem-solving to benefits.
- Environment and culture: Create and foster a culture that promotes diversity, effective two-way communication and the dignity and respect of human beings. Reinforce this culture with strong financial and direct support of wellness, EAPs and other community and governmental resources.
- Identify and resolve issues immediately and decisively.
- Provide adequate security.
- Separation (handling terminations): When involuntary separation is necessary, handle the process professionally, including assessment of any inappropriate behavior and violent circumstances. Document everything, and if required, use local resources including law enforcement.
The above content is provided as general information only. For definitive legal guidance, legal counsel should be consulted.
Source: SHRM
Date: Nov. 2009
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