Surviving the workplace can be a dangerous and deadly undertaking based on recent newspaper articles. In the past three weeks, there have been a least three headline stories involving workplace homicides. The random senselessness of these incidents is disturbing and leaves many of us uneasy. How vigilant should we be, of a co-worker’s mental state? What if an employee requires disciplinary action or even termination? Should we inform security?

To put workplace violence in context, let’s look at some numbers. According to the Bureau of Labor Statistics, there were 5,900 work-related fatalities in 2001 (excluding the 2,886 fatalities resulting from September 11). Workplace homicides account for only 9.2 percent of work-related fatalities. This is actually down from 11 percent in 2000.

The National Institute of Safety and Health defines workplace violence as “violent acts (including physical assaults and threats of assaults) directed toward persons at work or on duty.” OSHA reports that some 2 million Americans are victims of workplace violence each year. These kinds of numbers have influenced many organizations to adopt a Zero Tolerance stance and broaden their definition of workplace violence to include threats of suicide, destruction of property, intimidation, gang activity and psychological damage to persons. Such policies enable organizations to respond more quickly and effectively to a large variety of threatening workplace situations.

While we are all at some risk, there are industries more vulnerable to violent incidents than others. Employees at the greatest risk of injuries resulting from assaults and violent acts are health-service workers, social-service workers, and nursing and personal care workers (OSHA 2003). The National Institute for Occupational Safety and Health reports 48 percent of nonfatal assaults in the workplace are committed by health care patients (1997). Other more vulnerable occupations include taxi drivers, chauffeurs, sheriffs, bailiffs, police, detectives, gas station and garage workers, and security guards. Serving, delivering, protecting and caring for the general public has its risks!

Many employers offer annual training to their employees clearly defining workplace violence and related policies and procedures. During these trainings, employees and management are often taught methods for de-escalating or diffusing an aggressive or hostile individual, ways to communicate and alert others of an emergency, and techniques for recognizing high risk situations and developing safety plans. Some employers are putting together Threat Assessment teams especially for assessing incidents in terms of potential threat and risk of violence. These teams usually consist of representatives from human resources, safety, risk management, security and employee assistance.

These teams evaluate, communicate findings and recommendations, and ensure post-incident treatment for employees involved in an incident. Most organizations offer counseling and critical incident stress debriefings to individual employees or groups of employees having experienced a traumatic event.

Reporting incidents and alerting supervisors and security personnel to any potentially dangerous situations are the best thing we can do for ourselves and others when trying to prevent workplace violence. If you are experiencing domestic violence or leaving a relationship, you are at higher risk of experiencing violence. Don’t be ashamed to let your workplace know so more can be done to protect you and your co-workers. An organization committed to employee safety will respect you and the information.

Organizational Tips for Improving Workplace Safety

• All at-risk terminations should be handled with special consideration. Location of termination meetings should be away from the workstation, with an outside entrance. Alerting security, a non-admittance policy and a generous severance package are further recommendations.
• Report all threats according to policy.
• Adequate lighting and security devices inside and outside workplace.
• Have a team responsible for regularly evaluating workplace safety.
• Implement a Zero Tolerance policy if not already in place.
• Implement regular managerial/employee safety training.
• Encourage employees experiencing emotional difficulties to access their employee assistance program.
• Management should communicate support and acceptance of employees alerting the organization to potential violence. This is especially important for employees experiencing violent domestic situations that could impact their workplace.

Domestic Violence Indicators

• Visible bruises or marks
• Placing and/or receiving harassing or argumentative phone calls at the work place
• Decline in work performance
• Unnecessarily and consistently reporting to work early and/or staying late
• Increased and/or unexplained absences
• Poor concentration
• Awareness that the employee is experiencing challenges in a personal relationship
• Any 3rd party information or feeling that this employee is fearful or nervous about a personal relationship
• Considerations for a Managerial/Supervisory Response to an Outside Threat to an Employee or Supervisor

Report All Threats! (See Sample Of Incident Report)

• Change employee parking
• Change travel route to or from work
• Provide security escort
• Distribute photo of perpetrator
• Vary employee work schedule
• Inform co-workers of possible threat
• Encourage victim to file report with police and acquire a Victim’s Protection Order (VPO)
• Referral to Employee Assistance Program or Mental Health services through insurance
• Change computer password of employee
• Change lock on employee’s house
• Increase security in an area
• Assess lighting inside and outside of workplace

Incident Report(Sample)
 
Location of Incident: ___________________________________________
Name of Victim: ______________________________________________
Gender of Victim: _____________________________________________
Status of Victim: ______________________________________________
Assigned Work Location (if employee): ____________________________
Supervisor Name : _____________________________________________
Has Supervisor been notified? : ___________________________________
Description of Incident (use back of form or additional paper if needed)
____________________________________________________________
____________________________________________________________
____________________________________________________________
List any witness to the incident (name and phone): ___________________
Did the assault involve a firearm?: ________________________________
Did the assault involve another weapon (not a firearm)?: ______________
Was the victim injured?: ________________________________________
Who committed the assault (name, if known)?: ______________________
What is his/her status to the victim? ____Stranger ____Co-worker ____Supervisor ____Personal Relation ____Client/Patient/Customer
____Other
_______________________________Signature _____________Date

_______________________________Security Officer Signature



By Rebecca R. Mild
CEAP, LPC
INTEGRIS Corporate Assistance Program

For more information, check out these websites: www.osha.gov and www.cdc.gov.