Workplace violence is an important issue to be trained on in case it happens in your workplace. Workplace violence is violence or the threat of violence against workers. It can occur inside or outside the workplace and can range from verbal threats and abuses to physical assaults, as severe as homicide. However it happens, workplace violence is a growing concern for employers and employees nationwide and abroad.

Companies should have a major focus on reducing and, ideally, eliminating, workplace violence. According to the Department of Labor (DOL), “Violence in the workplace is a serious safety and health issue. Its most extreme form, homicide, is the fourth-leading cause of fatal occupational injury in the United States.” This statistic is both staggering and crucial to change for the safety of all.

While not all incidents can be prevented, employers can take the following steps to greatly reduce the chances of their employees becoming victims or offenders of crime.

Firstly, make professional pre-employment background screening a mandatory step in the hiring process. Use a professional and experienced company such as Accu-Screen.com. Having a deeper knowledge of the background of employees that are working for you is important in reducing problems that can lead to workplace violence. A careful, thorough employee background screening including record searches for both criminal records and substance abuse can reveal many inconsistencies. Employers need to be aware for this information to try and protect their workplace. It is the responsibility and duty of an employer to make sure that only qualified, safe employees are hired.

Secondly, employers should establish a zero-tolerance policy toward any type of workplace violence against or by their employees. This includes both physical and verbal violence. The employer should set up a workplace violence prevention program or include the information into an existing accident prevention program, manual of standard operating procedures or employee handbook. 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.

Thirdly, intervention should be taken immediately if any workplace violence is seen or reported. Intervention is some type of action taken to break up a situation. This is not the time to make final judgment or to administer final discipline, rather, simply focus on diffusing the initial situation. Once the parties have calmed down there will be an opportunity to thoroughly review options for resolution. Intervention often sets the tone for how the situation will be resolved, and thus, it must be handled very carefully. Most employers should have some type of Employee Assistance Program (EAP) in place, which they can refer employees to. Depending on the situation, having an empathetic attitude while clearly informing an employee that violence will not be tolerated is one of the best ways to approach intervention.

Lastly, as an employer, be prepared to be involved and respond to each workplace violence situation. Although some acts of violence can be prevented, there is no way to guarantee against a violent incident. It is for this reason that employers need to be prepared to respond in such a way as to contain the harm, protect lives and property, prevent panic and take control of the situation as quickly as possible. Coincidently, every company and each department should have an established system or procedure to notify all personnel of a dangerous situation or incident in case they need to be evacuated from the building quickly. Of course, good judgment is key. Do not attempt to handle a violent situation yourself and dial 911 immediately!