2018 - Violence at Work: From Disgruntled Employees and Domestic Violence to Mass Murder

OVERVIEW
According to the U. S. Bureau of Labor Statistics, 5% of U. S. businesses experience violence at work yearly. The percentage of workplace violence increases to 50% for organizations with 1,000 employees. The FBI stated that in 2014 an active shooting incident occurred, on average, once every three weeks. However, given the size of the U. S., the chances of being a victim of a workplace shooting is statistically low. These statistics capture the most severe types of workplace violence but certainly not the most prevalent forms. OSHA reports that roughly two million workers report incidents of violence at work each year such as harassment, threats, aggressive and belligerent behavior to name a few, which does not include the majority of cases that go unreported. But how is workplace violence defined, and who are the primary perpetrators? This workplace violence prevention training will explore the many aspects of workplace violence.
One study indicated that employers pay $1775 more on each victim of domestic violence annually in terms of medical costs, increased insurance and more. Additional costs include:
• Loss of employees through turnover
• Absenteeism
• Psychological damage to all – resulting in increased health insurance
• Cost for worker’s compensation
• Cost for improved security
• Damage to property
• Stolen property – cost of repair or replacement
• Lawsuits
• Increased insurance premiums
• Poor reputation leading to decreased business
WHY SHOULD YOU ATTEND
Considering the news and staggering events of mass shootings of the last several months, violence at work might be foremost in our minds. Most of us think of workplace violence occurring only in the workplace setting, but the threatening conduct is broader and may encompass behavior occurring outside the actual workplace. Even domestic violence creates challenges for all employers. Employers have been found to violate federal discrimination laws when they take an adverse action against domestic violence victims. An example is if an employer disciplines a domestic violence victim for being absent but does not discipline other employees who are absent.
AREAS COVERED
• Workplace violence
• Classification of the usual types of perpetrators
• Warning signs of a potential perpetrator
• Known risk factors for violence at work in terms of positions and locations
• High-risk industries for workplace violence
• Laws involved in workplace violence
• OSHA’s enforcement policies and procedures and their “general duty clause”
• Recommended prevention of violence strategies
• Recognizing the levels of violence and appropriate responses
• Identifying critical elements of a violence in the workplace policy and procedure
• 10 tips to de-escalate an agitated person
• To discuss workplace “parking lot” or “guns-AT-work” laws
• Roles and responsibilities of the organization’s stakeholders
• How to help the workplace and workers recover following a violent episode.
LEARNING OBJECTIVES
• 10 tips to de-escalate an agitated person
• Resources
• Steps to take following a violent incident
WHO WILL BENEFIT
Senior and middle management, supervisors, and those on their organization’s violence in the workplace task force
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