Due to the occurrences of the past week I thought this article would be relevant.

Workplace Violence Prevention: Make it Part of the Safety Plan

By LaQuita Owens

WASHINGTON — OSHA says some two million workers are victims of workplace violence every year. As recent headlines depict, violence can strike at anytime and from any employee, or other building occupant. Threats can be verbal, as well physical in nature, and they are also one of the leading causes of job related deaths. It is important to remember, workplace violence that occurs outside the actual worksite, should also be thought of as a problem.

Although companies often spend huge amounts of money to track and manage workplace injuries, they are not always giving enough consideration to the very real threat of workplace violence. 

In fact, some research has shown companies can lose up to a billion dollars a year because of workplace violence, not only for on-site costs, but off-site costs as well. So, what can companies do to curb workplace violence? Should violence prevention become an area of focus for companies overall safety plans? Industry insiders say definitely– especially since multiple states are considering bills that will force business owners to allow employees to bring guns to work.

“This is not about personal freedom - getting shot in the workplace by someone who has retrieved a gun from the parking lot is the opposite of freedom,” said Paul Helmke, president of the Brady Campaign to Prevent Gun Violence. “This is about preserving the ability of companies to make workplaces as safe as they can be, and free from gun violence.”

According to a May 2005 study in the American Journal of Public Health, workplaces where guns are permitted are 5-to-7 times more likely to be the site of worker homicide compared to where weapons are prohibited. (http://www.ajph.org/cgi/content/abstract/95/5/830)

In February, the American Bar Association House of Delegates passed a resolution supporting the property rights of employers and other property owners to exclude from their property people in possession of firearms.

The resolution and report can be found at http://www.bradycampaign.org/xshare/pdf/resolutions/workplace/ABAresolution020 7.pdf.

Training, Policy and Procedure

“Due to this increase in violence, training is an essential component in preparing individuals to operate safely in any environment,” said Executive Defense Technology Vice-President, Paul Schmitz. “You don’t need to be a black belt to protect yourself. Safety awareness about your environment and education on how to escape a compromising position will be your key to staying safe on a daily basis.”

Schmitz points to the need for personal training as well as a look inside the criminal mind. “No bells, no whistles, just a sound dose of reality,” Schmitz says. “We are committed to helping corporate safety educators reach as many people as possible with effective, appropriate educational tools.”

The OSH Act (General Duty Clause) requires employers to provide a safe and healthful workplace for all workers covered by the OSH act. Employers who do not take reasonable steps to prevent or abate a recognized violence hazard in the workplace can be cited.

What Can Employers Do To Help Protect Employees?

The best protection employers can offer is to establish a zero-tolerance policy toward workplace violence against or by their employees. The employer should establish a workplace violence prevention program or incorporate the information into an existing accident prevention program, employee handbook, or manual of standard operating procedures. It is critical to ensure that all employees know the policy and understand that all claims of workplace violence will be investigated and remedied promptly. In addition, employers can offer additional protections such as the following:

  • Provide safety education for employees so they know what conduct is not acceptable, what to do if they witness or are subjected to workplace violence, and how to protect themselves.
  • Secure the workplace. Where appropriate to the business, install video surveillance, extra lighting, and alarm systems and minimize access by outsiders through identification badges, electronic keys, and guards.
  • Provide drop safes to limit the amount of cash on hand. Keep a minimal amount of cash in registers during evenings and late night hours.
  • Equip field staff with cellular phones and hand-held alarms or noise devices, and require them to prepare a daily work plan and keep a contact person informed of their location throughout the day. Keep employer provided vehicles properly maintained.
  • Instruct employees not to enter any location where they feel unsafe. Introduce a “buddy system” or provide an escort service or police assistance in potentially dangerous situations or at night.
  • Develop policies and procedures covering visits by home health-care providers.
  • Address the conduct of home visits, the presence of others in the home during visits, and the worker’s right to refuse to provide services in a clearly hazardous situation.

What Can Employees Do?

Nothing can guarantee that an employee will not become a victim of workplace violence. These steps, however, can help reduce the odds: 

  • Learn how to recognize, avoid, or diffuse potentially violent situations by attending personal safety training programs.
  • Alert supervisors to any concerns about safety or security and report all incidents
    immediately in writing.
  • Avoid traveling alone into unfamiliar locations or situations whenever possible.
  • Carry only minimal money and required identification into community settings.

What Should Be Done After an Incident Has Occurred?

  • Encourage employees to report and log all incidents and threats of workplace violence.
  • Provide prompt medical evaluation and treatment after the incident.
  •  Report violent incidents to the local police promptly.
  •  Inform victims of their legal right to prosecute perpetrators.
  •  Discuss the circumstances of the incident with staff members. Encourage employees to share information about ways to avoid similar situations in the future.
  •  Offer stress debriefing sessions and posttraumatic counseling services to help workers recover from a violent incident.
  •  Investigate all violent incidents and threats, monitor trends in violent incidents by type or circumstance, and institute corrective actions.
  •  Discuss changes in the program during regular employee meetings.

How can you get more information?

OSHA has various publications, standards, technical assistance, and compliance tools to help you, and offers extensive assistance through its many safety and health programs: workplace consultation, voluntary protection programs, grants, strategic partnerships, state plans, training, and education. Guidance such as OSHA’s Safety and Health Management Program Guidelines identify elements that are critical to the development of a successful safety and health management system. This and other information are available on OSHA’s website at www.osha.gov.

For a free copy of OSHA publications, send a self-addressed mailing label to this address: OSHA Publications Office, P.O. Box 37535, Washington, DC 20013-7535; or send a request to our fax at (202) 693-2498, or call us at (202) 693-1888.

To file a complaint by phone, report an emergency, or get OSHA advice, assistance, contact your nearest OSHA office under the “U.S. Department of Labor” listing in your phone book, or call us toll-free at (800) 321-OSHA (6742). The teletypewriter (TTY) number is (877) 889-5627.

To file a complaint online or obtain more information on OSHA federal and state programs, visit OSHA’s website.

Dozens of workplace shootings occur every year. For a list visit ww.bradycampaign.org/action/workplace/pdf/workplace-shootings.pdf.

For more details, visit Forced Entry report, available at: www.bradycampaign.org/action/workplace/.