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Memphis Business Journal - September 20, 2010
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Friday, September 17, 2010
Considerations in preventing and
responding to workplace violence
Memphis Business Journal - by Barbara Richman
With all of the latest advances in technology, suppose an announcement was made today
touting a new device that is guaranteed to protect the workplace from the dangers of
workplace violence, including the unthinkable potential of a deadly incident.
Employers would line up or hit the “Send” buttons on their computers to purchase this new
product once available.
Currently, there is no panacea such as this new device or other one-size-fits-all
developments. However, there are realistic approaches that employers can take to
contribute to a safe environment and decrease the potential for violence.
These approaches work in conjunction with one another rather than as isolated efforts.
The following are questions for employers to consider when examining ways to prevent and
respond to workplace violence:
1. Does the workplace reflect an environment of respect? In a respectful workplace, there is
an expectation that all employees will act in a manner that demonstrates respect for others
and the organization. It is understood that those in leadership positions will serve as role
models and influence others by displaying respect in their day-to-day interactions.
2. Has a workplace violence policy been adopted and communicated? The policy should
include information on topics, such as preventive measures, actions to be taken in the event
of occurrences, types of conduct that will not be tolerated and discipline up to and including
termination for violations. Since a broad range of behaviors constitute workplace violence,
the policy should provide specific examples, such as physical assaults, threats, intentional
damage of property and verbal abuse.
3. Do employees understand that they have a responsibility to report situations involving
potential workplace violence and that that there will be no retaliation as a result of
providing this information? These expectations and procedures for reporting incidents

2. should be included in the workplace violence policy and reinforced in training and other
organizational communications.
4. Have steps been taken to maximize the physical security of the workplace? Employers
should examine their facilities and work sites to assess risks and determine the level of
protection that is provided for employees and other individuals at these locations. As
permissible under applicable state laws, there should be a ban or restrictions placed on
weapons, firearms and similar items, materials and substances that can jeopardize
workplace safety.
5. Are claims of workplace violence promptly investigated and corrective actions taken?
Claims of this nature should be taken seriously and reported to the human resource
department or other staff identified in the policy. Investigations should be handled in an
expedient and objective manner and followed by corrective actions, as appropriate.
6. Has the organization identified and communicated information about resources that are
available for employees who are dealing with stress and other issues that impact job
performance? Employee assistance programs are an example of services that employers can
provide to assist employees in areas, such as anger management, substance and alcohol
abuse, financial matters and emotional problems.
7. Do supervisors and employees receive information and/or training on ways to prevent
and respond to workplace violence? Topics that can be covered include the organization’s
policy and identification of early warning signs. In addition, supervisors should gain an
understanding of ways to diffuse troubling situations, foster open communications with
employees and document effectively.
8. Has the employer been proactive in developing plans for responding to incidents that
present an immediate danger to those in the workplace? A written policy and training are
key components in planning. The organization can also implement other planning
initiatives, such as appointing a crisis management team to assist in coordinating overall
prevention and response efforts.
9. Have the recruitment and hiring processes been reviewed to determine if there are
additional ways to identify applicants with a propensity for workplace violence? The review
should assess all aspects of the process, including employment applications, interview
questions, drug and alcohol screening, background investigations and reference checks.
10. What attention has the organization given to the potential for employment terminations
to lead to workplace violence? Employers should anticipate that individuals who are
terminated will have varying emotional reactions resulting from a severed employment
relationship, concerns associated with a loss of income and uncertain prospects for the
future. Based on this understanding and knowledge of the specific case, the organization
should institute precautionary measures, as necessary, for safety purposes. Steps should

3. also be taken to ensure that each individual is treated with respect by all involved in the
termination process.
BARBARA RICHMAN is a senior consultant with HR Mpact, a Memphis human resource
consulting firm. She can be reached at (901) 685-9084, (901) 496-0462 or barbara@hr-
mpact.com
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