Protect Your Employees from Workplace Violence

The recent shooting at Hartford Distributors in Manchester, CT, is another yet another reminder that small business owners need to be as concerned about workplace violence as larger ones. No matter the size of your business, there are common steps to take to avoid workplace violence.

Have a written anti-violence policy

Companies of any size should adopt and distribute a zero-tolerance policy that lists examples of behaviors, the consequences for engaging in them and clear reporting procedures. This is in addition to your general anti-harassment policy. Behaviors may include but not be limited to: violence or threats of violence of any sort, including verbal or written abuse, stalking, harassment, horseplay, physical attacks, fighting and unwelcome physical touching, sexual or otherwise, destruction of company property, or possession of a weapon.

Can a policy alone prevent what happened in Connecticut? No. 

But a policy establishes a company culture that demonstrates concern for the safety and well-being of its staff.  It sends a message that any type of harassment or violence will be dealt with, and provides a process by which employees can safely report incidents.  Even non-violent intimidation creates an unhealthy atmosphere that can lead to lessened productivity, low morale and, in its extreme, physical violence.

Check with your employment attorney when creating any workplace policy. A sample policy can be found here.

Train everyone

Every employee should be trained to recognize and report indicators of problem behavior. Many companies leave it up to managers or human resources to determine or deal with these issues. However, “feet on the ground” prevention is one of the best means of heading off trouble. The key to a successful prevention program is ensuring both the safety and the confidentiality of coworkers who express concerns. 

Owners should also train managers and staff on general harassment prevention. A vital piece of prevention is having an effective grievance procedure. Employees need to have a venue where their issues can be heard and addressed, and a process that protects them from retaliation. Supervisors should receive additional training in conducting effective conversations, setting clear standards, addressing employee problems promptly, and coaching.

Recognize behaviors and triggers

Some red flags include but are not limited to recent major changes in appearance or demeanor; conflicts with customers, co-workers or supervisors; recent withdrawal from normal activities; blames others for personal problems; feels wronged or unheard; direct or veiled threats of harm; substance abuse; problems with a romantic interest, or domestic violence. 

Triggers to violent events may include poor performance appraisals, demotions, disciplinary actions and terminations. 

Other considerations

Screen applicants carefully, including employment history and criminal background checks (again, consult with an attorney before proceeding). Offer your staff counseling, either through an employee assistance program or through your insurance carrier. Review the physical security of your workplace. Terminate with dignity and respect.

No program or practice will guarantee 100 percent safety for your workforce. Your goal is to create an environment that supports employees, that takes steps to ensure a harmonious workplace, and that encourages good employer-employee relations. This will go a long way to keeping your workplace a safe place to be.

Suggested sources for SBO’s:  Encyclopedia of Small Business, Business Owners Toolkit, U.S. Department of Agriculture’s Handbook on Workplace Violence and Prevention Response, OSHA