Should risk analysis be included in a workplace violence policy?

A workplace violence policy should include an effort to mitigate violence along with a definition of the various elements of workplace violence and a strategy outline for detection, reporting, and diffusion of potentially hostile situations. Including a risk analysis program in your violence policy is vital for identifying potentially hostile situations. HR should perform constant risk analysis by maintaining a watchful eye and training others to do the same with regard to profile characteristics of potential offenders.

HR should watch for the following profile characteristics of potential offenders:

• Predominately male;

• Between 25 and 40 years of age;

• Does not handle stress well;

• Chronic complainer;

• Manipulative;

• Socially withdrawn; or

• Difficulty accepting criticism.

Red flags that if experienced by an employee with any of the above profile characteristics may lead to violence:

• Significant job site change;

• Verbal threats;

• Physical and verbal outbursts;

• Poor employee-supervisor relationship;

• Harboring grudges; or

• Obsession with weapons.

If an employee meets the potential-for-violence criteria, meaning that he or she displays any one of the profile characteristics while exhibiting any one of the red flags, HR should implement a counter aggressive measure to help mitigate the likelihood of a workplace violence tragedy. Where appropriate and applicable, HR's counter aggressive measure could include any of the following:

• A meeting in which all aspects of the organization's response are planned.

• A meeting conducted early in the week and first thing in the morning, preferably at a time that permits sufficient post-incident monitoring of the employee and the workplace.

• Sensitivity to the situation and cultural differences, and making sure that all messages directed to the aggressor are short and sweet.

• An incorporation of verbal de-escalation skills such as voice control and the use of open-ended questions to encourage the agressor to articluate his or her position and feelings.

• Remaining calm in the crisis situation by talking yourself through it.

• Ensuring proper distance between you and the aggressor so as not to encroach upon personal space, which can increase the anger level.

• Maintenance of concerned eye contact and avoidance of a "stare down."

• Establishing a crisis-related code word(s) that will alert selected staff members of the intensity of the situation without alarming the aggressor or other workers.

• Involvement of security or local law enforcement.

• Conducting any resulting meetings in a room with an immediate outside exit for HR protection.

• Protecting the employees' dignity by not advertising the event.