by Jason Morris

NCCI Releases New Study on Workplace Violence

Posted by Ross Arrowsmith on Wednesday, September 3rd 2008 under Workplace Violence Research & Studies

from National Council on Compensation Insurance, Inc. (NCCI Holdings Inc.)

Download the report: Violence in the Workplace—An Updated Analysis

This is the fourth in a series of NCCI reports on workplace violence. It provides updated data and analyses based on the latest available information from the US Bureau of Labor Statistics (BLS) on workplace homicides and assaults by persons and from NCCI on the characteristics of claims associated with workplace violence.

more

by Jason Morris

We wrote a great white paper on workplace violence a few months ago.  Where ours concentrates on the use of background checks, this article offers other tips.

Hidden Threats
There are steps you can take to prevent violence in the workplace

By: Steven R. Peltin and Gregg O. McCrary

More than 70 percent of workplaces in the United States have no formal program or policy to address workplace violence. Yet, as the Occupational Safety and Health Administration (OSHA) estimates, 2 million people each year are victims of workplace violence. Eliminating all such violence may be impossible, but employers can and should confront the problem in the following ways:

1. Take security precautions. Companies may deter violent acts by making changes to the workplace or to workplace procedures. If the perpetrator cannot enter the workplace or is intercepted before reaching the intended target, violence may be averted. Precautions could include controlled access to the workplace, enhanced lighting and visibility, alarms, closed-circuit cameras and cellular phones. Employee training is particularly important. Government or private security professionals can assist in evaluating and upgrading security.

2. Screen applicants carefully. Employers should try to exclude candidates with a history of violence or other unsuitable behavior.

3. Adopt and enforce a “zero tolerance” policy for violence or threats of violence. Companies should create a clear policy so the entire organization understands the commitment to proper workplace behavior and the protocol to follow in case of threats or violent conduct. Companies should ensure that the policy is enforced rigorously. Violence or threats in the workplace should lead to termination of employment or exclusion of visitors from the workplace.

4. Create and train a response team. Even smaller employers should have an experienced team to confront threats of violence

More

by Jason Morris

California has always been years ahead of other states when it comes to protecting employee rights.  Some of their mandates are outright scary for employers….but in the end everyone complies.  The concepts are usually very simple, their execution is sometimes rather difficult.  This one is easy; employers must provide a safe working environment for their employees.  Step number one, do a background check.  Not knowing who your employees are is a recipe for disaster.  These workplace mandates are the closest thing to a law requiring background checks and employment screening we have ever seen! (Shameless plug - See our recent white paper on workplace violence)

Violence prevention is the law

California employers are legally required to provide a safe and healthful work environment for their employees.

As part of their efforts to maintain such an environment, employers should establish a workplace violence prevention policy that educates employees on the illegality of acts of violence or threats of violence against employees in the workplace. The policy should also explain what constitutes unacceptable behavior and consequences for such behavior. One of the most important elements in any prevention plan is a zero-tolerance policy for threats, harassment, intimidation, violent acts and weapons possession.

If, in spite of all efforts to provide a safe and healthful workplace, an employee becomes a victim of unlawful violence or credible threats of violence while at work, the employee can request the employer to obtain a temporary restraining order on his or her behalf to protect the employee from the violent person.

The California Code of Civil Procedure offers the following definitions in this situation:

“Unlawful violence” is any assault, battery or stalking, as defined in the California Penal Code.

“Course of conduct” is a pattern of conduct composed of a series of acts over a period of time, however short, that show consistent purpose, including following or stalking an employee to or from work; entering the workplace; following an employee during hours of employment; making telephone calls to an employee; or sending correspondence to an employee by any means, including, but not limited to, the use of the public or private mails, interoffice mail, fax, or computer e-mail.

In order to obtain a restraining order, the acts or threats of violence must be reasonably likely to be carried out, or have been carried out, in the workplace; however, they need not be committed by a co-worker. Anyone who acts against or threatens an employee in the workplace is in violation of the law and can be subject to a restraining order.

More