Over the last decade, the threat of workplace violence and employees going rogue has become an all too familiar story for employers and human resources professionals. As everyday stress and social pressures continue to weigh heavy on employees and employers alike, implementing a plan to prevent and curb workplace violence is crucial when trying to keep your business safe.
Due Diligence matters
While it may seem arduous, preventing workplace violence usually starts with your screening process and employment applications. Work with your HR team to conduct appropriate background checks and interview procedures that might shed light on a potential employee problem.
Due to recent EEOC limits on background checks, it is important to have a clear understanding of what is and is not legal when it comes to asking questions about an employee's criminal history. For example, asking a current or potential employee about their arrest record, as opposed to their conviction record, is generally not permissible.
Employers must be also careful to not adopt blanket exclusions based on past convictions.Rather, past convictions should be considered on a case-by-case basis based on the particular job the applicant is applying for.
Employers should also conduct periodic security audits and risk assessments of their work environment. The audit should work to determine whether there is adequate security at your place of work, including access control in reception areas, parking areas, common areas, stairwells, cafeterias and lounges.
Draw a line in the sand
Like a game of dominos, workplace violence and bullying behavior usually starts with one minor incident that can eventually escalate.
In order to prevent a disaster from taking place, a zero tolerance policy should be adopted and implemented. Educate HR and management staff on how to identify a potential problem and train them to investigate all threats and complaints of harassment and violence immediately. This would mean designating company officials and/or office staff to handle all threats and complaints quickly and confidentially.
During the investigation process, the employee in question should be removed from the business by company security or the local police and should not be allowed to return until the investigation into the incident has been completed.
Have a plan
All relevant employees should be trained on conflict resolution and non-violent techniques for handling hostile employees, crisis incidents and counseling situations. This is particularly important in situations involving discipline or termination of an employee where, at a minimum, two management employees should be present.
Make sure that all of your policies and procedures are well thought out and published in an employee handbook. Should a violent situation arise, train your employees to know the step-by-step process that you want them to follow, along with a phone and email list of who to contact in such situations.
If you have identified an employee who is potentially in crisis and you don't wish to terminate them, work with your team to provide them information on support services and health care resources that may be of benefit.
Originally published by the Phoenix Business Journal.
The content of this article is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances.