|
|

Violence in the Workplace: What you need to know

Violence in the workplace is an important safety and health issue, one that is too often overlooked or ignored. In many cases, a violent incident can be avoided, because occurrences are often preceded by warning signs. However, these signals frequently go unrecognized--or are recognized but disregarded. Generally, violence develops over time--which means that with proper implementation of an antiviolence policy, employers have a chance to recognize the early signs of violence and stop it before it explodes.
For a Limited Time receive a FREE HR Report on the "Critical HR Recordkeeping”.  This exclusive special report covers hiring records, employment relationships, termination records, litigation issues, electronic information issues, tips for better recordkeeping, and a list of legal requirements.  Download Now
Employers do not have to wait until something happens before responding--the optimal time to address workplace violence is now, before any incidents have occurred. Some key components of a workplace violence plan are:
Zero-tolerance policy. Create a thorough, written policy that indicates that no type of violent behavior, including intimidation, threats, and acts, will be tolerated. Any violent incident will lead to discipline, including termination.
Response procedures. Employees need to know how to respond to a perceived or actual threat of violence. Who should employees report their concerns to? Who will conduct an investigation? How will the investigation be handled? Who will assess and address the perceived risk?
Workplace walkthrough. Locate and identify potential hot spots for violent incidents--reception areas, warehouse entries, and other access points are frequently the initial sites of violence. Train these “frontline” personnel on the proper response if a disgruntled individual walks through the door.
Training and education. Once policies and procedures have been written, they must be communicated to managers, supervisors, and employees. Conduct training ...

>> Read more about Violence in the Workplace

More on this topic:

State Requirements

Alabama | Alaska | Arizona | Arkansas | California | Colorado | Connecticut | District of Columbia | Florida | Georgia | Hawaii | Idaho | Illinois | Indiana | Iowa | Kansas | Kentucky | Louisiana | Maine | Maryland | Massachusetts | Michigan | Minnesota | Mississippi | Montana | Nevada | New Jersey | New York | North Carolina | North Dakota | Ohio | Oklahoma | Oregon | Pennsylvania | Rhode Island | South Carolina | Tennessee | Texas | Utah | Vermont | Virginia | Washington | Wisconsin |

Violence in the Workplace Resources

Violence in the Workplace Products

Free Special Reports
Get Your FREE HR Management Special Report. Download Any One Of These FREE Special Reports, Instantly!
Featured Special Report
Claim Your Free Copy of Critical HR Recordkeeping

Record retention is complex and time consuming. However, in addition to complying with various federal and state laws, keeping good, well-organized records can be very helpful in documenting and supporting an organization’s employment actions.
Download Now!


This special report will discuss how you can ensure your records are in good order, and establish a record-retention policy.

Topics covered:
1. Hiring Records
2. Employment Relationships
3. Termination Records
4. Litigation Issues
5. Electronic Information Issues
6. Tips for Better Recordkeeping
7. A List of Legal Requirements

Make sure you have the information you need to know to keep your records in order.