Employees concerned about workplace violence
May 1, 2000 3 minutes read
Employees concerned about workplace violence
Risk management survey shows audit needed
Safety experts are urging company managers and safety professionals to conduct a risk assessment and vulnerability audit of their workplace and act immediately following the analysis of a recently completed countrywide survey on workplace violence.
The survey, from the Risk Management/ Insurance (RM/I) Division of the American Society of Safety Engineers (ASSE) and the Risk and Insurance Management Society in New York City, found that although the number of violent incidents in the respondents’ workplaces have stayed the same, employees remain concerned.
The survey results suggest that there needs to be more focus on preparing the workplace for violent actions as part of an overall effort to provide a safe workplace, says Kathy Seabrook, vice president of practices and standards for ASSE, and president of Global Solutions, based in Mendham, NJ.
"We also found that it is increasingly vital, especially from a legal standpoint, that employers take precautions to create and maintain a safe working environment," she says. It is particularly urgent to provide employers with the knowledge and resources needed to prevent violent workplace occurrences following a major increase in the number of deadly incidents in the workplace over the past few years, Seabrook says.
The U.S. Department of Justice found that 21,300 recent assaults and violent acts in the workplace resulted in fatalities, injuries, grief-stricken family and friends, and missed days off from work due to the emotional impact. In addition, it estimated that the cost to employers in days missed and legal fees annually was $4.2 billion in 1992, she says.
Seabrook adds it also is important to note that, legally, employers may be liable for failing to provide adequate on-site safety and security measures after they have been notified of a potential danger. The U.S. Supreme Court recently considered an opinion stating that an employer is subject to vicarious liability for a victimized employee for an actionable hostile environment created by a supervisor with immediate authority over the employee.
These are some results of the survey:
• Workplace violence incidents.
Forty-one percent of the responses indicated that the number of workplace violence incidents has stayed about the same while 31% of the responses indicated that no incidents have occurred. How-ever, 58% indicated that employees have expressed fear that violence may occur at work.
• Training.
More than half (58%) of those organizations surveyed have provided training to help identify warning signs leading to potentially violent behavior. Training was provided by the human resources department (24%), safety department (14%), risk management department (13%), security department (13%), and legal department (3%).
• Recognition and coping methods.
To help prevent violence in the workplace, more than half (58%) of the respondents refer potentially violent employees to their employee assistance programs. Forty percent offer training to managers to identify warning signs of violent behavior, and 35% provide employee training on conflict resolution. Only 24% offer training to employees to identify warning signs of violent behavior.
• Formal risk assessments.
Although almost three-fourths of the respondents (70%) have not undergone a formal risk assessment of the potential for violence in the workplace, 62% of the respondents indicated their organizations have a written policy in place addressing violent acts in the workplace.
• Written programs.
A high percentage (82%) indicated their organizations have a written policy addressing weapons on the work premises.
• Post-incident actions.
After a violent incident has occurred in the workplace, only 5% of the employers surveyed allow employees to take liberal leave following an incident; however, 55% offer counseling for employees not directly involved in the incident. Other follow-up steps include aiding employees in job relocation (31%), aiding employees in job relocation within the organization (25%), and offering counseling for victims (22%).
• Background investigations.
Nearly half (49%) of the respondents indicated a thorough background investigation of prospective employees was done. But only 4% of the respondents indicated a psychological test was given as a standard part of the hiring process for all potential employees.
[For more information or a complete survey report, contact: Risk and Insurance Management Society Inc., 655 Third Avenue, New York, NY 10017-5367. Telephone: (212) 286-9292.]
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