manager's job

ADDRESSING WORKPLACE VIOLENCE: Planning and preparing for potential workplace altercations is a necessary and proactive step for any business or organization.

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   Violent workplace incidents can lead to human injury, loss of life and a

 

damaged business reputation. Employers can be sued for negligent hiring,

 

supervision, and retention of employees. Small businesses are at risk

 

because they lack the financial resources to implement effective

 

preventative measures. An effective workplace violence policy starts with

 

understanding the various manifestations of violence. Violence can take

 

the form of words, gestures, intimidation, and bullying.

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    Any viable threat to cause bodily harm is an act of violence and

 

constitutes a crime under most state laws. "You need to take action right

 

away in response to any workplace threat," says John White, president of

 

Protection\Management. "Then, eventually, someone may well carry out

 

their threat," White says. What should you do when humor contains a

 

violent element? In such cases, experts advise that you realized they were

 

joking, but it's still not acceptable. More troubling are statements for which

 

a humorous intent is unclear. Experts advise taking the individual aside

 

and maybe even offer counseling.

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    Supervisors should be alert for employees who start acting out in

 

strange ways, such as barricading themselves in their cubicles, Maxey says.

 

Employees who refuse to take responsibility for their own actions or are

 

quick to anger can be early signs of greater issues down the road. Every

 

employer should have a "zero tolerance" workplace violence policy, experts

 

say. For less extreme behavior, an employer should mandate a system of

 

progressive discipline. Some state laws allow authorized firearm owners to

 

keep guns in their cars, so it's best to consult with an attorney.

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    Envious of an employee's success will make the person more likely to

 

lash out and cause you to become angry, Bonczyk says. Take steps to calm

 

any emotional outbursts by aiding help the employee behave better. If the

 

employee is resistant to change, you may need to look at termination.

 

Firing a troubled employee can itself lead to an act of violence, so it is

 

prudent to take steps to reduce the risk of injury. Still, before firing the

 

individual, consult with an attorney to make sure you comply with all

 

federal and state laws.

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    Managers must put forth effort in preventing and preparing for violent

 

acts in the workplace. It is important for employers to understand that

 

violence can occur, no matter the size of the business. Conducting detailed

 

background checks, having a plan of action, and be willing to handle the

 

situation when one arises. Showing support to the employee who has

 

dealt with violence is very crucial. Businesses must also remain aware and

 

prepared for legal issues that can arise when dealing with violence in the

 

workplace. 

 

 

Team 4: Topic 6 – Health and Safety

Work Cited

Perry, Phillip M. “Addressing Workplace Violence: Planning and Preparing for Potential Workplace Altercations Is a Necessary and Proactive Step for Any Business or Organization.” Pit & Quarry, vol. 112, no. 9, Mar. 2020, pp. 100–108. EBSCOhost, search.ebscohost.com/login.aspx?direct=true&AuthType=ip,shib&db=bth&AN=142161742&site=bsi-live.