Violence in the Workplace—12-Point Action Plan

In yesterday’s Advisor we featured critical guidance on handling an active shooter in the workplace from Attorney Edwin G. Foulke Jr. Today, Foulke’s 12-point action plan for handling violence in the workplace.

Foulke is a partner with Fisher & Phillips LLP, a leading national labor and employment law firm, in the Atlanta, Georgia, office. His tips came during a recent webinar sponsored by BLR.®

12-Point Action Plan—Handling Violence in the Workplace

1. Adopt and publicize a zero-tolerance policy regarding threats, harassment, and violence in the workplace. Foster a respectful workplace. Consider community and law enforcement outreach, including law enforcement training at your site.

2. Update/review the employment application as well as preemployment background checks and interviewing procedures to identify signs of potential problem applicants. Conduct background investigations on all job applicants.

3. Prepare and utilize release forms for personnel records from previous employers, course transcripts from educational institutions, certification records from training and professional organizations, credit reports from consumer credit reporting agencies, and criminal conviction records.

4. Update personnel policies and the employee handbook to include safety policies dealing with violence in the workplace.

5. Review with your temporary employee provider the procedures they utilize to screen their temporary employees for potential workplace violence problems.

6. Conduct periodic security audits and risk assessments of each facility. Provide adequate security, including access control in reception areas, parking areas, common areas, stairwells, and cafeterias and lounges.

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7. Prepare a comprehensive crisis management plan, which includes a workplace prevention program, for each facility. In developing the plan, consider:

• Preparing and distributing a contact list of all local emergency agencies
• Performing a hazard assessment
• Identifying evacuation routes
• Placing crisis kits
• Developing a:
• Crisis management action procedure with an incident command system at corporate and local levels
• Regulatory response procedure
• Media coordination procedure
• Incident recovery plan

8. Select and train management officials in conflict resolution and nonviolent techniques for handling hostage, hijacking, crisis incidents, and counseling situations. Train employees for active shooter situations.

9. As part of the company’s overall management safety and health training, instruct all managers and supervisors in how to identify and deal with early warning signs and potential safety problems associated with workplace violence. Develop systems for reporting signs of potential violent behavior.

10. Identify and publicize Employee Assistance Programs, employee support services, and healthcare resources available to employees and their families.

11. Institute policies to investigate all threats and complaints of harassment and violence immediately. Designate company official(s) and/or office to handle all threats and complaints in a confidential manner.

12. Review and publicize the companywide procedures as well as the company management officials responsible for handling employees’ problems, complaints, and concerns involving threats, harassment, and violence.

From managing workplace violence to designing incentive plans, compensation and benefits are never easy. “Maintain internal equity and external competitiveness, with benefits and compensation, and control turnover, but still meet management’s demands for lowered costs.” Sound familiar?

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