Many states require employers to prepare and implement an Illness Prevention Program which should include a workplace violence prevention plan. Here are some steps to help employers assess their risk and discuss what can be done to prevent the occurrence of workplace violence.
Recognizing some of the underlying causes of workplace threats and violent acts and addressing them proactively is, of course, the best method of prevention. For example, the employer can make sure that personnel actions are handled fairly, thus not giving employees a reason to get angry.
The employer could also implement an anti-nepotism policy to avoid having domestic problems erupt in the workplace. Unfortunately, there are triggers that the employer can do nothing about, such as the employee who gets angry because of unrequited romantic feelings for a co-worker, or an employee who may have undiagnosed or untreated mental illness.
Advance planning is beneficial in the employment setting. Examples of steps an employer can take before violence occurs are:
Employers must take all reports seriously and immediately investigate any concerns, threats or reports of violence. A thorough investigation may be just what is needed to discourage a violent person from turning a threat into a violent act.
The investigator should interview the person making the report, any witnesses, and the person who allegedly made the threat.
Once the investigation is complete, the employer must determine whether there is any truth to the allegation and, if so, decide on a course of action which could include, suspension, termination of employment, severance of a business relationship, notifying the police or requesting a temporary restraining order.
No employer is exempt from threats or acts of violence, and all employers are strongly encouraged to take measures to keep their workplace safe.
