From the Desk of Sheriff Bobby J. Guidroz
In the previous part of workplace violence you learned what groups are more likely to have a threat of violence. If you found that you or your workplace is at risk, here are some ways to hopefully prevent violence.
What can I do to prevent violence in my workplace?
The most important component of any workplace violence prevention program is management commitment. Management commitment is best communicated in a written policy. The policy should:
- Be developed by management and employee representatives.
- Apply to management, employee’s, clients, independent contractors and anyone who has a relationship with your company.
- Define what you mean by workplace violence in precise, concrete language.
- Provide clear examples of unacceptable behavior and working conditions.
- State in clear terms your organization’s view toward workplace violence and its commitment to the prevention of workplace violence.
- Precisely state the consequences of making threats or committing violent acts.
- Outline the process by which preventive measures will be developed..
- Encourage reporting of all incidents of violence.
- Outline the confidential process by which employees can report incidents and to whom.
- Assure no reprisals will be made against reporting employees.
- Outline the procedures for investigating and resolving complaints.
- Describe how information about potential risks of violence will be communicated to employees.
- Make a commitment to provide support services to victims of violence.
- Offer a confidential Employee Assistance Program (EAP) to allow employees with personal problems to seek help.
- Make a commitment to fulfill the violence prevention training needs of different levels of personnel within the organization.
- Make a commitment to monitor and regularly review the policy.
- State applicable regulatory requirements.
What are some advantages of having a written policy about workplace violence, harassment and other unacceptable behavior?
A written policy will inform employees about:
- What behavior (e.g., violence, intimidation, bullying, harassment, etc.) that management considers inappropriate and unacceptable in the workplace.
- What to do when incidents covered by the policy occur.
- Contacts for reporting any incidents.
It will also encourage employees to report such incidents and will show that management is committed to dealing with incidents involving violence, harassment and other unacceptable behavior. Some employers caring to exceed “minimum” requirements in legislation include “personal harassment” in their anti-harassment policies. Personal harassment does fall under the definition of harassment – unwelcome behavior that demeans, embarrasses, or humiliates a person; however, it is not covered by human rights legislation dealing with harassment related to race, ethnic origin, religion, sex, etc.
The above information is intended for information purposes only and not for legal advice. For legal advice, consult an attorney. Questions can be submitted to bguidroz@slpsheriff.com
