Workplace Violence:

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Workplace Violence
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Just The Facts
1.7 million American employees were victimized
annually from 1993 to 1999 including 1.3 million
simple assaults, 325,000 aggravated assaults,
36,500 rapes and sexual assaults, 70,000
robberies, and 900 homicides. Workplace
violence accounted for 18 of all violent crime
between 1993 to 1999.
Harassment is the leading form of violence on the
job.
Only 28 of companies have formal plans to
prevent violence and deal with aftermath!
Source Bureau of Justice Statistics, July 1998
and July 2001
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Over the 1995-1999 period, teachers were the
victims of 1,708,000 nonfatal crimes at school,
including 1,073,000 thefts and 635,000 violent
crimes. On a per teacher basis, this translates
to 79 crimes per 1,000 teachers annually.
Source Bureau of Justice Statistics, July 1998
and July 2001
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School Violence and Weapons Possession Number of
Incidents for 2000-2001 School Year
37,420 separate incidents of violence and weapons
possession were reported in PAs schools, which
translates to 20.62 incidents per 1,000 students
enrolled in public schools.
Assaults on staff increased 2.41
Source PA Department of Education, Office of
Safe Schools
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What is Workplace Violence?
harassment
rape
robbery
intimidation
murder
bomb threat
threats of violence
assault
destruction of property
arson
stalking
mugging
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Employer Concerns
Impact on Organization Financial Liability
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IMPACT ON ORGANIZATION
Low Morale
Sense of Fear and Injustice
Higher Volume of Grievances
Increased Absenteeism
Greater Turnover
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FINANCIAL LIABILITY
use of sick leave
lawsuits
insurance premiums
workers' compensation
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Where does violence begin?
CONCERN
Violence Takes Many Forms
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CONCERN
Refuses to cooperate with immediate supervisor
Spreads rumors and gossip to harm others
Consistently argues with co-workers
Belligerent toward customers/clients
Constantly swears at others
Makes unwanted sexual comments
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CONCERN
Argues increasingly with customers, vendors,
co-workers, and management
Refuses to obey company policies and procedures
Sabotages equipment and steals property for
revenge
Verbalizes wishes to hurt co-workers and/or
management
Sends sexual or violent notes to co-workers
and/or management
Sees self as victimized by management
(ME against THEM)
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CONCERN
Frequent displays of intense anger resulting in
Recurrent suicidal threats
Recurrent physical fights
Destruction of property
Use of weapons to harm others
Murder, rape, and/or arson
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Profiling Versus High
Risk Indicators
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Risk Indicators Not predictors
History of violence on or off the job
PFA Criminal acts Abusive Fights
Fascination with weapons
Excessive talk about weapons Possession of larger
than normal quantities Automatic weapons
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Risk Indicators Not predictors
Substance abuse/mental health
Current or past problems Current or past
treatment Legal or other problems due to SA/MH
Romantic or other personal obsessions
Fantasized relationship Stalking Spying Sending
gifts or notes that are unwanted
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Risk Indicators Not predictors
Behavioral patterns
Impulsive Disregard towards others Inability to
control emotions Low frustration Lack of
remorse Withdrawn or loner Projects blame on
organization or others Lack of personal
responsibility
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Risk Indicators Not predictors
Personality patterns
Migratory job and personal history Inflexible,
impaired or unhealthy personality Harass others
to get their way Inappropriate anger Lack of
boundaries Uncertainty in major life issues
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Risk Indicators Not predictors
Mood levels
Despair, hopelessness Self destructive
thoughts/behaviors Apathy, lack of
motivation Unrealistic expectations Changes in
appearance and appetite Guilt Major shifts in mood
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Risk Indicators Not predictors
Performance Factors
Decline in quality and quantity Unpredictable
behavior Time and attendance Poor work
relationships Discipline
Personal Stressors
Legal or financial problems Marital/family
issues Health problems Personal losses Changes in
circumstances
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Other Factors to Consider with Higher Risk
Employees
Work Environment
Demographic Changes
Reorganizations
Downsizing
Management Changes
Labor/Management Problems
Accidents/Trauma/Deaths
Decrease in Benefits
Transfers
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Categories of Workplace Violence
Employee/Former Employee Stranger/Visitor Custom
er/Client Domestic Partner
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Intervention Strategies for Employees
Adherence to Act 34 and Act 151 Clearance Checks
Ensure Reference Checks are Thoroughly Performed
Require Identification Badges be Worn at All Times
Issue Assigned Parking Permits in Designated Areas
Provide and Promote Employee Assistance Program
(EAP)
Enforce the Utilization of Probationary Periods
Pursue Progressive Discipline
Equip Employees with Emergency Contact Numbers
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Intervention Strategies for Former Employees
Exit Interview Process
Gather ID, Keys, and Other District Property
Provides an Understanding of the Separation
Guest Registration with ID Badge Designation
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Intervention Strategies for Strangers/Visitors
Guest Registration with ID Badge Designation
24-Hour Surveillance System
Act 34 and Act 151 Clearance Checks for
Volunteers and Sub-Contractors
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Intervention Strategies for Customers/Clients
Student ID Badges
Active Participation with Student Policies
Staff Reporting Student Safety/Security Concerns
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Intervention Strategies for Domestic Partners
Guest Registration with ID Badge Designation
Procedure for Domestic Partner Visits
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Workplace Violence Prevention and Response Program
Key Components Include
Assessment Team
Policy
Training Education
Reporting Process
Prohibited Behavior
WPV Coordinator
Early Intervention
Post-Incident Response
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Policy
Define scope of program Identify prohibited
behaviors Identify consequences Define level of
support Identify responsibilities
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Assessment Team
Identify Participants and Define Roles Assess
Work Environments Assess Policies Respond to
Situations Evaluate Events and Modify
Environment Consultation Services (EAP) Reporting
Process
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Safety Plan
What to do What not to do Responsibilities Mod
ify Environment
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Training Education
Supervisory Employee Community Other
Specialized Concerns
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Post Incident Response Plan
Professional Services (EAP) Consultation Crit
ical Incident Stress Debriefing Normalization
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To determine appropriate action
Is it Work Related? - Location - Whos
Involved What Occurred? Context of
Situation? Level of Risk and Exposure?
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Responsibilities

• Managers Supervisors
• Be aware and be proactive.
• Take every complaint seriously.
• Follow proper policy/procedure when employees
  exhibit inappropriate behavior or an incident
  occurs.
• Initiate corrective action/discipline
  as appropriate.

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Responsibilities

• Employees
• Read and be familiar with policy.
• Be aware of warning signs.
• Report all possible potential incidents.