Workplace violence is a matter of reality and it should not be swept under the carpet. Security as I know it is everyone's business. Relying totally on the Security Director to manage the individual situation is suggesting leadership does not have a role in prevention and detection of potential incidents.
There is no getting away from the reality that Violence in the Workplace reflects a microcosm of our society. However, that doesn't mean we sit by idly and do nothing. At a minimum, every employer should have a well thought-out Workplace Violence Prevention Policy and Program reflective of its unique circumstances, addressing internal and external protective security measures. Employees should be made aware of the policy, be familiar with the warning signs, be aware of the factors which contribute to acts of violence, know reporting procedures and know that there is individual accountability and consequences. If possible put together a Threat Assessment Team to evaluate threats and respond to Risk Abatement Measures. I am reminded of an incident in Los Angeles, CA on July 19, 1995 when a city electrician who was facing removal for poor performance shot and killed four of his supervisors after learning of his the impending dismissal. He displayed all of the classic signs for the employment of prevention and interdiction methodologies yet, much was taken for granted. I studied the newspaper accounts and conducted a critical analysis.
I believe an appropriate policy coupled with a crime prevention educational program would have allowed for the introduction of early on intervention measures in the handling of the impending dismissal. In this edition of the Nater Associates Workplace Violence Prevention and Security Awareness Newsletter, I will attempt to deal with the potential disgruntled employee. Later issues will address the external factors in greater detail.
What leads to incidents of workplace violence...?
I look at the workplace incidents and the work-related factors created by circumstances to distinguish between employee misconduct and the potentially criminal conduct created by the environment. My experience has shown me that listening to a victim's complaint and evaluating the conditions reveals an enormous amount of information (intelligence). Key though is knowing that no matter how innocuous the behavior or the complaint may be, it is how it affects the victim and his/her belief that they are in jeporady. Know Know that failure to take corrective action could place your business at risk.
Here are some examples of the workplace misconduct and some work-related factors:
-Threatening behavior - shaking fists, destroying property or throwing objects
-Verbal or written threats - any expression to harm you
-Harassment - includes bullying tactics, name calling, taunting or any conduct designed to humiliate or embarrass you
-Verbal abuse - directed racial or ethnic slurs, innuendo, insulting language and taunting
-Assaults - any form of intentional contact designed to intimidate or harm you ( hitting, shoving, pushing or kicking)
-Sexual harassment - sexual overtures, inappropriate references to attire or appearance, as well as inappropriate touching
Some examples of work-related factors which place employees at risk:
-Involved in routine money transactions
-Selling or dispensing alcohol or drugs
-Delivery of health care and social services
-Entry into residences and businesses to provide services
-Services provided by cable, telephone and heating and air-condition repairmen
-Conducting inspections or enforcement duties
-Working alone, in small numbers or at night or isolated areas
-Working in high crime areas
-While in car, truck or taxi-cab
What to look for...?
The perpetrator:
-Argues frequently, displays belligerence towards others, curses at co-workers, supervisors, customers, vendors, faculty, staff and even students.
-Engages in sabotaging of equipment and/or intentionally damages property.
-Verbalizes wish or intent to harm you.
-Is inclined to send violent notes, make harassing phone calls, make visual depictions or send newspaper clippings of a designed message.
-Threatens suicide, actually destroys property and vandalizes cars and personal property.
-Engages in physical confrontations and fights.
-Brags about possession of guns and at the extreme edge displays his weapons.
-Uses weapons or other dangerous object to hurt you.
-Commits homicide, sexual assault, arson or inflicts bodily harm.
Your Workplace Violence Prevention Policy...
Any policy must spell out its intentions clearly, must be communicated, hold participants accountable with clear consequences and clearly established reporting procedures. It should state that all incidents should be reported and that they will be taken seriously. It should state that any such behavior will have a "Zero Tolerance", that your policy will aggressively pursue sanctions for anyone engaging in threatening or assaultive behavior. It should encourage and foster a healthy and respectful workplace and attempt to mitigate the negative impact for victims who otherwise would be reluctant to come forward. And, encourages employees to report and establish lines of communication so they can do so without fear of reprisal or criticism. It should also foster a positive relationship with external complainants who are either victims or witnesses. The policy could even incorporate the implementation of an internal assessment process to investigate allegations, conditions and situations which place an employee in jeopardy or are a potential work-related hazard.
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Nater Associates, Ltd., specializes in workplace security issues. They are a company that applies intelligence to the application of workplace security methodology. Very simply, what they do at Nater Associates, Ltd. is to assess the environment, structure a customized policy and security program and train the workforce - the end result being a more intelligent, effective and efficient approach to implementing contemporary security measures for your organizations.
Contacting Nater Associates, Ltd.:
Felix P. Nater
President
Nater Associates, Ltd
Security Management Consulting
116-03 Parkway Drive
Elmont New York 11003
(516) 285-8484 (Office)
(516) 285-0880 (Fax)
(516) 94608416 (Cell)
Email: info@naterassociates.com
Website: www.naterassociates.com
