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How To Prevent Workplace Violence
Kathryn Carlson, SPHR
Director, HR Management Products
Speakers
Becky Ross
Marketing Manager - KPA
303.228.8753
bross@kpaonline.com
PresenterModerator
Kathryn Carlson, SPHR
Dire...
If you have questions during
the presentation, please
submit them using the
“Questions” feature
Questions will be answered...
What Is Workplace Violence?
Any physical
assault, threatening behavior
or act of verbal abuse toward
persons at work or on...
Scope of Workplace Violence
Any conduct which causes an individual to
reasonably fear for his or her personal safety or th...
Workplace Violence Statistics
22% percent of workplace homicides involve former
employees
43% percent of workplace homicid...
Causes of Workplace Violence
Workplace violence is rarely “random” or
“unpredictable” but results from interaction
from tw...
Employer Obligations
Every employer has an obligation to prevent unlawful
harassment that creates a hostile or offensive w...
Employer Obligations
Federal Occupational and Safety Act (OSHA) requires
employers to protect employees against “recognize...
Employer Obligations
Employers may be held liable for the violent acts of an
employee if the employer:
• Negligently hired...
Employee Rights
Employees are protected against discrimination due to
mental or emotional conditions but employers may
ter...
Employee Rights
Employees are protected against discrimination due to
mental or emotional conditions but employers may
ter...
Employee Rights
Employees are protected against discrimination due to
mental or emotional conditions but employers may
ter...
Workplace Violence Prevention
Assess
Risk
Plan
Action
Educate
People
Assess External Risk Factors
1. Working alone or in
small numbers
2. Working late
night/early morning
3. Working with mone...
Assess Internal Risk Factors
1. Highly competitive sectors
with intense workloads,
2. Restructuring of an
organization, e....
Plan Actions
1. Don’t permit
employees to work
alone late at night or
early morning
2. Require buddy system
or security es...
Plan Documentation
• Zero Tolerance Statement
• Anti- Harassment Policy
• Availability of Resources
 Human Resources
 Se...
Educate People
• Anti- Harassment Training
• Conflict Resolution Training
• Violence Prevention
 Warning signs
 Preventi...
Five Warning Signs of Escalating Behavior
1. Confusion
2. Frustration
3. Blame
4. Anger
5. Hostility
Confusion
• The person appears
bewildered or
distracted.
• They are unsure or
uncertain of the next
course of action.
• Li...
Frustration
• The person is
impatient and reactive
• The person resists
information you are
giving them
• The person may t...
Blame
• The person places
responsibility on
everyone else
• They may accuse you
or hold you
responsible
• They may find fa...
Anger
• The person may show
a visible change in
body posture
• Actions may include
pounding
fists, pointing
fingers, shout...
Hostility
• Physical actions or
threats appear
imminent
• There is immediate
danger of physical
harm or property
damage
• ...
Responding to a Violent Incident
1. Isolate/secure the
work area
2. Call 9-1-1 if an
emergency
3. Seek medical
attention f...
7 Steps for Personal Safety
 Assess the work environment
 Pay attention to warning signs
 Promote respect
 Eliminate p...
9 Steps to Prevent Workplace Violence
1. Establish and communicate both an anti-harassment and
an Violence Prevention Plan...
Got a Question? Ask our Expert!
www.kpaonline.com
bross@kpaonline.com
866-356-1735
Contact Us
A copy of the recorded webinar and presentation will be emai...
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How To Prevent Workplace Violence

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How To Prevent Workplace Violence

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  • Now, I know I covered a lot, and I wanted to take a moment to open it up to questions so that we can touch on any points I missed or delve deeper into any of the points I’ve made.
  • Transcript of "How To Prevent Workplace Violence"

    1. 1. How To Prevent Workplace Violence Kathryn Carlson, SPHR Director, HR Management Products
    2. 2. Speakers Becky Ross Marketing Manager - KPA 303.228.8753 bross@kpaonline.com PresenterModerator Kathryn Carlson, SPHR Director HR Management Products 303.228.8765 kcarlson@kpaonline.com
    3. 3. If you have questions during the presentation, please submit them using the “Questions” feature Questions will be answered at the end of the webinar QUESTIONS
    4. 4. What Is Workplace Violence? Any physical assault, threatening behavior or act of verbal abuse toward persons at work or on duty (National Institute for Occupation Safety and Health)
    5. 5. Scope of Workplace Violence Any conduct which causes an individual to reasonably fear for his or her personal safety or the safety of his or her coworkers, family, friends and/or property • Physical assaults with or without weapons • Bullying and intimidation • Stalking • Coercion • Domestic violence in the workplace
    6. 6. Workplace Violence Statistics 22% percent of workplace homicides involve former employees 43% percent of workplace homicides involve current employees 21% of workplace homicides involve domestic disputes Workplace homicides declined 7 percent in 2010 to the lowest total ever recorded by the fatality census, but workplace homicides involving women increased by 13 percent 14% involve customers on clients 18% of all work-related fatal occupational injuries are homicides 16,910 cases of non-fatal assaults and violent acts by persons requiring days away from work in private industry *Bureau of Labor Statistics
    7. 7. Causes of Workplace Violence Workplace violence is rarely “random” or “unpredictable” but results from interaction from two factors Personal Factors Workplace Factors
    8. 8. Employer Obligations Every employer has an obligation to prevent unlawful harassment that creates a hostile or offensive work environment. • Title VII (plus parallel state law) • Age Discrimination in Employment Act • Americans with Disabilities Act
    9. 9. Employer Obligations Federal Occupational and Safety Act (OSHA) requires employers to protect employees against “recognized workplace safety and health hazard. Workplace violence is such hazard.
    10. 10. Employer Obligations Employers may be held liable for the violent acts of an employee if the employer: • Negligently hired the employee • Negligently supervised the employee • Negligently trained the employee • Negligently retained the employee
    11. 11. Employee Rights Employees are protected against discrimination due to mental or emotional conditions but employers may terminate employees who are: • A direct threat to the safety of health of the employee or others • Unqualified to perform the job
    12. 12. Employee Rights Employees are protected against discrimination due to mental or emotional conditions but employers may terminate employees who are: • A direct threat to the safety of health of the employee or others • Unqualified to perform the job
    13. 13. Employee Rights Employees are protected against discrimination due to mental or emotional conditions but employers may terminate employees who are: • A direct threat to the safety of health of the employee or others • Unqualified to perform the job
    14. 14. Workplace Violence Prevention Assess Risk Plan Action Educate People
    15. 15. Assess External Risk Factors 1. Working alone or in small numbers 2. Working late night/early morning 3. Working with money 4. Delivering passengers, goods or services 5. Having a mobile workplace 6. Working in high crime areas 7. Guarding property or possessions 8. Contact with the public
    16. 16. Assess Internal Risk Factors 1. Highly competitive sectors with intense workloads, 2. Restructuring of an organization, e.g. impending layoffs 3. Ignoring warning signs from certain individuals who have a gripe with co- workers or management 4. Allowing an ongoing feud between co-workers to go unaddressed by management 5. Chronic verbal abuse by a supervisor towards workers 6. Denial on the part of management regarding employee tension or favoritism towards one party 7. Old school mentality by management that tolerates and enables supervisor abuse
    17. 17. Plan Actions 1. Don’t permit employees to work alone late at night or early morning 2. Require buddy system or security escort if employees work late 3. Redesign workspace to prevent entrapment 4. Train staff in ways to diffuse violence. 6. Place curved mirrors at hallway intersections 7. Maintain good lighting indoors and outdoors 8. Prepare plan for consumers who “act out” 9. Control access to employee work areas.
    18. 18. Plan Documentation • Zero Tolerance Statement • Anti- Harassment Policy • Availability of Resources  Human Resources  Security  Employee Assistance Program (EAP) • Procedures  Reporting concerns, threats or acts  Emergency
    19. 19. Educate People • Anti- Harassment Training • Conflict Resolution Training • Violence Prevention  Warning signs  Prevention  Response
    20. 20. Five Warning Signs of Escalating Behavior 1. Confusion 2. Frustration 3. Blame 4. Anger 5. Hostility
    21. 21. Confusion • The person appears bewildered or distracted. • They are unsure or uncertain of the next course of action. • Listen attentively to the person • Ask clarifying questions • Give factual Information
    22. 22. Frustration • The person is impatient and reactive • The person resists information you are giving them • The person may try to bait you • Move the person to a quiet location • Reassure them, talk to them in a calm voice • Attempt to clarify their concerns
    23. 23. Blame • The person places responsibility on everyone else • They may accuse you or hold you responsible • They may find fault with others • They may place blame on you • Disengage with the person and bring a second party into the discussion • Use a teamwork approach • Draw the person back to the facts • Show respect and concern • Focus on areas of agreement to help resolve the situation
    24. 24. Anger • The person may show a visible change in body posture • Actions may include pounding fists, pointing fingers, shouting or screaming • This signals VERY RISKY BEHAVIOR! • Don’t argue with the person • Don’t offer solutions • Prepare to evacuate the area or isolate the person • Contact your supervisor and security personnel
    25. 25. Hostility • Physical actions or threats appear imminent • There is immediate danger of physical harm or property damage • Out-of-control behavior signals the person has crossed the line • Disengage with the person and evacuate the area • Attempt to isolate the person if it can be done safely • Alert your supervisor and contact security immediately
    26. 26. Responding to a Violent Incident 1. Isolate/secure the work area 2. Call 9-1-1 if an emergency 3. Seek medical attention for victims 4. Report the incident to your supervisor 5. Report the incident according to company policy 6. File an incident report 7. If psychological trauma occurs call EAP for post- incident debriefing 8. Give a referral to EAP to the victim
    27. 27. 7 Steps for Personal Safety  Assess the work environment  Pay attention to warning signs  Promote respect  Eliminate potential weapons  Know your response procedures  Trust your instincts  Use a team approach
    28. 28. 9 Steps to Prevent Workplace Violence 1. Establish and communicate both an anti-harassment and an Violence Prevention Plan 2. Perform pre-employment assessments and background checks 3. Establish an Employee Assistance Program 4. Promote respect and courtesy in the workplace 5. Train supervisors to recognize warning signs of employee violence 6. Recognize "at risk" situations like employee discipline or discharge and plan accordingly 7. Consider professional evaluations of at-risk employees based on objective signs of workplace problems 8. Assess workplace security measures 9. Develop and Communicate a Disaster Management Plan
    29. 29. Got a Question? Ask our Expert!
    30. 30. www.kpaonline.com bross@kpaonline.com 866-356-1735 Contact Us A copy of the recorded webinar and presentation will be emailed to you today.
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