Violence prevention checklist

• Recognize the possibility that workplace violence can occur in your workplace.

• Review recruiting and hiring procedures institute criminal background checks, and carefully check all references and former employers.

• Check external and internal security.

• Where appropriate use a screening system.

• Determine if more stringent security measures are necessary.

• Provide external security to prohibit uncontrolled access throughout the company.

• Identify those members of management who may be likely targets and establish procedures to control access to them.

• Develop a relationship with local law enforcement officials.

• Take every known threat seriously. Follow up and investigate completely.

• Provide proper training for managers and supervisors in conflict resolution, identification of troubled employees and employee relations.

• Prohibit the possession of all weapons, either inside the workplace or transported in an employee's vehicle on company property.

• Provide safety/awareness training for employees.

• Consider adding a special telephone hotline number so that employees can report suspicious activities or concerns of potential violence, sabotage or other acts of wrongdoing.

• Coordinate planning efforts with the company's employee assistance program or consider identifying a qualified psychologist that management concerns regarding a particular employee can be addressed quickly and constructively.

• Attempt to develop a workplace environment that fosters trust among existing employees and management.

• Develop policies against all forms of violence including harassment and enforce them consistently and universally.

• Establish grievance procedures.

• Provide meaningful assistance for employees that lose their jobs.

• Establish exit interview procedures that collect company identification and alert management.

• Install routine security procedures when employees are fired.

• Emphasize humane and respectful treatment of all employees with particular emphasis on those who are terminated.

• Establish a crisis plan including a team trained to handle violent incidents and rumors of potential violence.