Workplace Violence (CONT’D FROM PAGE 24)
correct reporting procedures. Planning and training can help. “Every company should create a workplace violence prevention and management program, which is a set of policies and procedures that tell employees how to report troubling incidents they have observed,” said Villanueva. “This may prevent an incident from occurring.” Villanueva said the program should include a zero-tol- erance policy, calling for the employer to take appropriate action when a violent act occurs. “If someone makes a ver- bal threat, for example, but there is no physical contact or further issues, the penalty may be a suspension, or a letter of warning, or a reassignment. At the other extreme, an ag- gressor who beats up a fellow employee on the workroom floor may well be terminated.”
Filing a program in a binder is not sufficient: Managers and employees must be familiar with the details. “Every-
one needs to know what steps to take if an incident occurs, including to whom to report,” said Sherman. “People should also know how to call first responders if an in- cident rises to the level of an emergency.” More work needs to be done. Accord- ing to OSHA, only 30 percent of all orga- nizations have a formalized workplace violence prevention program. Part of the problem is that getting one off the ground requires an enthusiasm that is too often lacking. “I recommend all businesses iden- tify someone with the passion necessary to manage a workplace violence preven- tion program from an organizational point of view, and then develop a policy that is supported by the CEO or COO or a senior member of the organization,” said Felix P. Nater, president of Nater Associates, a se- curity consulting firm. Employees must also be regularly reminded of the program’s details. “All employees need to be familiar with the warning signs of workplace violence and the steps that should be taken,” said Na- ter. “This will build trust and confidence in the hearts and minds of the employees because they trust management's invest- ment in their safety and security.” There must be safeguards to protect individuals reporting incidents from retal- iation. “Employees may resist speaking up about questionable behavior because they are afraid they may be attacked by the individual involved,” said Nater. “Every- one should be aware that the organization has protections in place so that if things become untenable, they will not be left to fend for themselves.”
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