2015 - Webinar On Best Practices for Dealing with Workplace Violence

Overview:
Workplace homicide, mass murderers, "going postal,"disgruntled worker, threat assessment, zero tolerance policies… beginning in the mid-1980s, these terms entered our cultural lexicon. Initially, HR professionals along with others in the workplace were left flatfooted with respect to responding. Yet by the early 1990s, policy development, training, consultation, and assessments were part of HRM.
Since then, workplace homicides have dropped by more than 30-50% in the last 20 years. However, there has been a dramatic increase in hostility, intimidation, bullying, and discrimination. Many policies are outdated as are the training programs. Often, policies no longer remain current with the evolving paradigm of the 21st century. Cyber hostility, domestic violence, social media were not a part of this paradigm, yet represent a significant methodology of current hostility. "Active shooter"training programs are being promoted, in spite of the dramatic decrease in shooting incidents at work.
It is time for HR professionals to review their policies and protocols in order to remain current. This program will provide a comprehensive overview of best practices for organizational hostility mitigation and the role of HR
Areas Covered in the Session:
An brief overview of statistical trends
Updated definitions of violence, hostility, bullying, weapons, harassment, etc
Sample policies for Workplace Hostility Mitigation Policy
Strategies to handle restraining/protective orders
An understanding of how to provide psychological interventions around a workplace hostility incident
Identifying the "at risk"employee and how to intervene
When to get a fitness for duty evaluation, what to expect from the evaluation and the role of the HR
Case examples
Learning Objective 1: Understand best practices for responding to workplace hostility
Learning Objective 2: Be able to provide policies, procedures and programs to your client-organizations
Learning Objective 3: Know the current changes in statistics as well as terminology relative to this on-going issue
Learning objective 4: Understand how and when to provide psychological interventions around workplace hostility incidents
Who Will Benefit:
Chief Human Resource Officers
Senior Management Team
HR Managers, Directors, and Administrators
Supervisors
Employment Managers
Training Director
Instructor:
Dr. Lewis, an international consultant and trainer, has worked with national and international government agencies, healthcare facilities, educational institutions and private businesses on a wide range of work, behavioral health and organizational issues. His focus is facilitating organizational recovery and resiliency with the emphasis on “people-recovery."
He has authored numerous articles and three books: Critical Incident Stress and Trauma in the Workplace (1994) and Workplace Hostility: Myth & Reality (co-author, 1998) and Organizational Crisis Management: The Human Factor (2006). In addition, he contributed the chapter, "Violence at Work: Causes and Protection" in Psychopathology in the Workplace: Recognition and Adaptation, edited by Thomas, J. and Hersen, M., Bruner-Rutledge, NY, 2004.
In 1986, he founded COMPASS, providing Employee Assistance Programs, management consultation, organizational development, employee training and education, pre-employment screening and fitness for duty evaluations.
He is an Adjunct Assistant Professor at Boston University and Clark University teaching a variety of courses on the human side of business contingency planning and emergency management. During the summers of 2009 & 2010, he taught in Israel (through Clark University). In addition, he is a member of the Advisory Committee for the Norwich University Master of Science in Business Continuity Management (MSBC) and is also an Adjunct Professor.
He provides litigation consultation/expert testimony in the areas of: Post-traumatic stress disorder (PTSD), sexual harassment, workplace violence, fitness for duty, negligent retention/termination, Americans with Disabilities, malpractice, depression, etc.