Office Violence Is No Laughing Matter 3-12-2019
Bruce’s Summary: As has been said before, unfortunately the subject of Workplace Violence just won’t go away and if not, what steps can we enact to protect ourselves and our employees to the best of our ability. The stakes just got raised and “soft targets” have grown to be an easier way to express a political or personal statement.
The author approaches this issue in the context of, as an employer, it is better to be prepared and taking a proactive stance when confronted with such issues rather than waiting until something escalates to the level of an emergency. The point of not being prepared is no longer an option.
The author refers to California Civil Procedure Code section 527.8 which defines workplace violence as assault, battery, or stalking, and permits employers to obtain a restraining order against “any individual” who makes a credible threat of violence that can reasonably be construed to be carried out at the workplace.
The author further refers to several things’ employers can do to manage potential workplace violence.
First, with the fact that according to the Bureau of Labor Statistics, over 70% of U.S. workplaces lack a formal policy to address workplace violence, don’t be part of this statistic. Develop a plan or policy!
Second, Train, train, train management and employees on early warning signs!
Third, follow written protocol and be proactive not reactive to any potential or real threat. The Author gives some good examples of what to do.
Fourth, don’t forget the power of restraining orders.
This is a good time to proactively develop a Workplace Violence Plan or Policy or reexamine your current Workplace Violence Plan or Policy and more than that, it’s a good time to do proactive employee and management training. Good overview. “None of the information contained herein should be construed as legal advice, nor are Calvin Associates consultants engaged to offer legal advice. If there is a need for legal advice, please contact and seek the advice of independent legal counsel.” www.calvin-associates.com