Understanding the Dynamics of Violence in the Workplace Dan

Understanding the Dynamics of Violence in the Workplace Dan Bates M.Ed. FCPP Training & Curriculum Specialist FRCPI @ St Petersburg College http://cop.spcollege.edu

Know WPV When You See It Workplace Violence is: Violent Acts, including physical assaults and threats of assault or intimidation and harassment including sexual harassment, directed toward persons at work or on duty where an employee is verbally or physically attacked, harassed, injured or killed OSHA – WPV Research Center http://cop.spcollege.edu

Agenda for Today: Examine the “complete” picture of Workplace Violence Recognize the potentially violent or troubled Employee, victim or situation Look at the physical security “tools” available to prevent incidents of Workplace Violence. Examine ways to deal with potentially volatile situations (Early warning signs) Conducting security surveys, writing WPV policies, and other resources http://cop.spcollege.edu

Agenda for Today (cont’d) Explore the nexus between Domestic Violence and Workplace Violence Explore Internet resources Explore Threat Analysis Examine ways to effectively dealing with Angry clients / customers http://cop.spcollege.edu

“Types” or Classes of WPV OSHA divides Workplace Violence into three distinct categories. Determining the correct type of potential or actual Workplace Violence can sharpen the focus of the investigation or prevention effort. http://cop.spcollege.edu

Type I Workplace Violence – Stranger Violence The offender has no legitimate relationship to the workplace or victim and enters the workplace to commit a criminal act (robbery, theft, truck or aircraft hi jacking). Usual victims are late night retail, restaurants, convenience stores, gas stations, taxi drivers etc. 60% of all Workplace Violence Homicides are Type I http://cop.spcollege.edu

Type II Workplace Violence – Customer / Client The person who commits the act of workplace violence is either the recipient or object of service provided by the affected workplace or victim (current or former client, patient, customer, welfare or social service recipient, criminal suspect or prisoner. 30% of all WPV homicides are Type II http://cop.spcollege.edu

Type III Workplace Violence – Employee Violence Term “employee” can include temporaries and sub contractors located within the affected workplace. Also included are domestic violence incidents which “travel” into the workplace. Type III incidents involve and act of WPV by current or former employee, manager or executive. Incidents may be committed by a current or former lover, spouse, significant other, relative or friend or some other person who has a dispute with an employee in the workplace. 10% of all WPV homicides are Type III http://cop.spcollege.edu

Self Assessment Knowing “Types” of Workplace Violence gives managers and others charged with resource management direction into assessing their own “Risk & Vulnerability.” http://cop.spcollege.edu

Term Definition: “Risk” What is the likelihood that this “site” will be targeted by an offender as the venue for a criminal act? Are there controllable factors at this site that may be manipulated to lessen the exposure to Risk of an incident occurring here? http://cop.spcollege.edu

Term Definition: “Threat” Active “intelligence” information that indicates that there is a likelihood that there likely will be some type of an incident occurring at a specific location to a specific individual or group. http://cop.spcollege.edu

Term Definition: “Vulnerability” The extent to which a potential target is susceptible to attack. A vulnerability assessment survey is intended to systematically reduce the possibility of attack by determining security shortcomings and developing methods to lessen or eliminate them. http://cop.spcollege.edu

Basics of Workplace Security There are Three (3) options to consider when planning security in the workplace – Organized Methods – Mechanical Methods – Natural Methods http://cop.spcollege.edu

Organized Methods are: Labor intensive, people intensive and rule intensive methods which clearly indicate to those persons occupying the workplace site that this area is visibly under control. Examples: – Uniformed Security – Employee Safety Committee – Expected Behaviors Communicated with Conspicuous signage http://cop.spcollege.edu

Mechanical Methods are: Device related measures used to establish or enhance the security of the workplace. Examples: – – – – – – Locks Lights Alarms Cameras Gates Fences http://cop.spcollege.edu

Natural Methods are: Reinforcing the sense of safety,security and territoriality on the part of the normal and intended users of the workplace by proper application of the CPTED principles: – – – – Natural Surveillance Natural Access Control Territorial Reinforcement Maintenance http://cop.spcollege.edu

Who’s Responsible for a “Safe” Workplace ? While different positions in every organization have different duties and areas of control, according to OSHA and the Department of Agriculture – a safe workplace is: Everyone's Responsibility (See Employee Safety Committee) http://cop.spcollege.edu

Additional Assessment “Tools” Employee Safety Committee A company / organization wide committee representing most of the segments of the organization to provide input to managers and decision makers regarding the perceptions of safety and security on the part of the employees and communication of company policies concerning safety & security. http://cop.spcollege.edu

Domestic Violence & Workplace Violence Annual Cost to Business - 3 – 5 billion Rated “High” as a security problem in 94% of workplaces 74% of battered women employees harassed @ work 25% absenteeism and medical benefit expense is Domestic Violence related Average annual medical expense resulting from Domestic Violence in USA - 4 billion http://cop.spcollege.edu

Divide the Work The following division of work, by corporate division or job assignment, is an effort to eliminate duplication of effort and establish boundaries and areas of responsibility regarding Workplace Violence prevention and effectively investigating issues which have occurred in the workplace. http://cop.spcollege.edu

Responsibility - Employee Be familiar with organization policy regarding Workplace Violence. Responsible for securing their own workplace. Responsible for reporting / questioning of strangers to supervisor. Report threats, physical or verbal or disruptive behavior. Know local procedures for dealing with threat Remember EAP and take threats seriously. http://cop.spcollege.edu

Responsibility – Managers / Supervisors Inform employees of Workplace Violence policy and procedures Ensure procedures dealing with threats and emergencies and reporting to local authorities are specifically covered. Special needs employees must be accommodated and assisted as needed Respond to potential threats and escalation and use proper resources within and outside organization. Take all threats seriously Conduct background investigations prior to hire Coordinate with neighboring entities – Workplace Violence http://cop.spcollege.edu

Responsibility – Agency Head Develop a “no tolerance” policy statement regarding all classes of Workplace Violence. Ensure all policy handbooks and other support materials are available and employees know their applicable rules. Ensure that proper Law Enforcement or safety consultant has completed on site review of security & safety of buildings. Ensure resources are there for Workplace Violence training of employees and also new employee orientation. Ensure performance standards reflect importance of WPV training. Require Workplace Violence briefings @ staff meetings. http://cop.spcollege.edu

Responsibility – H.R. Staff Provide for supervisory training including basic leadership skills, clear standards of conduct and performance, prompt attention to employee concerns, probationary periods, counseling, discipline, alternative dispute resolution etc. Provide case specific technical expertise to management. Determine if sufficient evidence exists to to justify disciplinary action Help supervisors determine reasonable accommodation. http://cop.spcollege.edu

Responsibility – EAP Provide short term no cost counseling & referral. Help prevent WPV by: – Involvement early in organizational change. – Training employees on methods to deal with angry customers – co workers. – Train supervisors to deal with & not diagnose employee problems. – Consult with supervisors to ID specific problem areas early and encourage employees to EAP. – Consult with incidence responders re: potential for violence. – Participate in critical incident debriefings. http://cop.spcollege.edu

Responsibility - Unions Be familiar and actively support policy and contract language on Workplace Violence prevention. Remain aware of security issues, procedures addressing threats Workplace threats and emergencies Stay familiar with EAP policy including union ability to refer. Ensure all employees are up to date on Workplace Violence policies. Membership on Workplace Violence prevention education team & threat assessment and response team. http://cop.spcollege.edu

Responsibility – Security / Facilities Liaison with law enforcement / local security experts Conduct regular threat assessment surveys, with company staff, to determine readiness and gaps in preparedness. Be company security expert and advise management of risk of violence, security gaps and methods to close gaps including latest technology. Work with facilities to close gaps including parking lots, grounds and buildings Keep management informed re: security preparedness, budget requests and justifications. http://cop.spcollege.edu

Responsibility – LEA Liason Inform company in advance of possible situations that may occur and how Law Enforcement will respond. Establish jurisdiction and possible alternate Law Enforcement support Provide crime prevention personnel who can assist company with possible threat and security assessments Arrange to train employees on Workplace Violence at employee meetings and in service trainings. http://cop.spcollege.edu

Responsibility – Conflict Resolution Offices Provide medication & alternate dispute resolution (ADR) services to assist employees in resolving disputes. Provide training in conflict resolution, communications and negotiation skills. http://cop.spcollege.edu

Conducting a Security Survey Take a security “tool box” inventory. Establish “partnerships” within the organization. Collect incident reports and written data and determine correlation of location, victim types, times etc. http://cop.spcollege.edu

Workplace Violence Doesn’t “Just Happen” “Slow Burn” waiting to detonate when: – – – – – – Personal Relationship fails / death Economic hardship – Wages attached Feelings of Failure – No advancement Injustice in the Workplace – real or not Males fail to ask for help (95% male offenders) Access to Weapons / Firearms http://cop.spcollege.edu

Contributing Factors to Violence in the Workplace Non existent of weak policies prohibiting workplace violence Lack of employee training on all levels in recognizing and acting on signs of workplace violence. Failure of employer to intervene Not taking reports of threats seriously Poor or non existent physical security http://cop.spcollege.edu

Early Warning Signs of a Possible Volatile Employee Newly acquired negative traits Decrease in productivity Sudden changes in personal behavior Newly acquired poor personal hygiene Sudden withdrawal or over reaction to stimuli Poor impulse control or talks of suicide including giving away valued items Unexplainable anxiousness with co workers or poor impulse control (snapping) http://cop.spcollege.edu

Corporate Positions Most Often Targeted for Violence Incidents of Type III Workplace Violence are not “random” Offender specifically targets those who have had something to do with his current plight. Positions can include: – – – – – Human Resources personnel Co Workers Immediate Supervisor Security Personnel Corporate President – Senior Staff http://cop.spcollege.edu

Risk Assessment Scale How likely is what we are planning to prevent – going to REALLY happen here? http://cop.spcollege.edu

Site Specificity Remember that all security plans and enhancement plans are Site Specific and may not be interchangeable with other locations or similar business environments. http://cop.spcollege.edu

Security Considerations – Workplace Interior Potential Weapons in the Workplace Designation of Interior Space Arrangement of Individual Office Space Interior Interview Areas http://cop.spcollege.edu

Module 3 – Difficult & Angry People. Let’s look at: What determines the difference? What tools do we have to work with? Don’t depend upon what is said – verbal and kinesic “clues” Trigger Events Possible Traits of Offenders Safety Rules http://cop.spcollege.edu

Dealing with Angry Customers / Employees Remember to use proper interview style and proper interview location. Avoid using trigger words and phrases: – – – – Can’t You don’t understand Not my job Demeaning or uninterested tone or expression http://cop.spcollege.edu

(Optional) Key Elements of a Sound Workplace Violence Policy Zero Tolerance Security Procedure Implementation Weapons Banned Inspections Reporting Violence Training, Education, EAP http://cop.spcollege.edu

Module 4 Examining the Workplace Environment Domestic Violence & The Workplace Conducting Problematic Interviews Thinking Ahead http://cop.spcollege.edu

Conducting Interviews in “Hard to Get At” Places http://cop.spcollege.edu

Resources “Workplace Violence 101 by Larry J. Chaves B.A., M.P.A. Critical Incident Associates “The Rockem – Sockem Workplace” by Ronald Taylor www.venable.com “Domestic Violence in the Workplace” www.endabuse.org http://cop.spcollege.edu

Resources (cont’d) Workplace Violence Research Center – OSHA “Stalking, Harassment and Murder in the Workplace: Guidelines for Protection and Prevention” by Bernadette Schell and Nellie Lanteigne Quarum Books http://cop.spcollege.edu

Resources (cont’d) Domestic Violence: A Union Issue, A Workplace Training Kit by Mariama Diao and Jeffrey Betcher www.endabuse.org Family Violence – Awareness for People in the Workplace – National Clearing House on Family Violence, Canada http://cop.spcollege.edu

Resources (cont’d) “A Partnership to End Domestic Violence” – Montgomery County Maryland Police Domestic Violence Unit City of Los Angeles “Workplace Violence Policy and Guidelines” www.ci.la.ca.us.org Sample Violence in the Workplace Prevention Policy – Office Depot Small Business Center www.officedepot.com http://cop.spcollege.edu