- Family problems can put a worker on edge and those problems can cause the person to be less than respectful of other workers. Sometimes there are underlying prejudices based on religious affiliation, gender, sexual orientation, ethnicity or national origin. Some people are just bullies and take advantage of those around them by making threats and throwing their weight around. Whatever the origin of violent or disruptive behavior, it is the responsibility of the managers and supervisors to maintain civility in the workplace.
- The U.S. Bureau of Labor Statistics indicates that, in 1992, 1,004 homicides occurred on the job, an increase of one-third from the 1980s. The National Institute of Occupational Safety and Health reports that guns are used in 75 percent of workplace killings. The U.S. Department of Labor reports that 809 homicides happened in the workplace in 2004, and an average of 16 people died daily while at work. OSHA states that 2 million employees are victimized at work each year.
- There is no way to predict who will perpetrate violence in the workplace, but supervisors and managers need to watch for telltale signs that a problem is brewing. Red flags for a violent outburst include aggressive behavior, threatening remarks, challenging or uncooperative behavior, excessive use of profanity, deliberate attempts to harm co-workers, unwanted remarks of a sexual nature, hostility, excessive argumentativeness and easy irritability.
- A proactive approach is desirable when addressing workplace violence. Every business should have policies and procedures that deal specifically with workplace violence. While procedures may differ from one company to another, these guidelines are typical:
1. All new and existing employees should be informed of the company's policies regarding workplace violence and should be instructed on how they are to deal with such problems.
2. All employees should be instructed on proper responses to potential and actual threats and be told where to go to report such incidents.
3. Employees should be made to feel confident that reporting acts of violence or aggression against them will be handled both discreetly and firmly. They should be encouraged to report any additional acts.
4. Managers should document all reports and incidents of workplace violence.
5. Managers should contact proper authorities---police, fire or ambulance depending on the nature of the violence.
6. The offender should not be antagonized, as this could lead to an escalation of violence. The offender should be removed from the work environment and given a chance to cool off or relax before discussing the incident. - Employers should maintain meticulous records of violent outbursts and behaviors and document the steps they have taken to resolve problems before resorting to termination. Formal, written warnings should be given to the employee indicating the possibility of termination if no changes are made in the employee's behavior. Terminating an employee based on violent behavior can be a volatile event. It is important to give violent individuals an opportunity to maintain their dignity even when being terminated to minimize the possibility that the employee will retaliate. Some companies will offer outplacement assistance.
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