I can recall several serious incidents in my time with clients where employee dismissals involved verbal and physical threats of violence. While in most cases the threats did not materialize, in some, I have no doubt that preventive steps taken beforehand made the difference. Sadly, in some cases, violence resulted when no threats were made. This brings home the main point that safety is an issue every time the loss of a job is at stake.
First, a well-drafted and communicated Violence in the Workplace policy will help to establish healthy boundaries for what should not be tolerated in the workplace. Over the years, I have learned through employee interviews (conducted for various reasons) that violent behaviors are tolerated because employees simply don’t speak up out of fear for their job or because they are unsure of what they should tolerate as part of the job.
Second, an employer can use an employee assistance program to assist with an employee exit. Whether the employee behaves in a frightening manner or is a time bomb waiting to be set off, do not hesitate to bring in the professionals to help lessen the manager’s burden of telling someone they no longer have a job. Depending on the situation, the nature of the employee assistance may be career counseling, or counseling for areas of personal need. A good employee assistance program will sort that out and offers the added advantage of being off site and away from the source of the anxiety.
Finally, an emergency plan and back up is critical if there is even the slightest hint of violence: A security or police officer apprised of the situation, or at the least a person nearby who is aware of what is taking place and can call for assistance if needed.
For more information, check out an article this week in the The Wall Street Street Journal. Here are a few tips from WSJ for safeguarding the workplace:
- Establish and strictly enforce a zero-tolerance policy for violent behavior or threats, including seemingly empty threats.
- Create an emergency-action plan if you are an employer covered by OSHA. An employer with 10 or fewer employees may communicate the plan orally to employees, while larger firms must put it in writing.
- Keep a written record of any disciplinary action and have the employee sign it.
- Devise a termination strategy that doesn’t discriminate; follow the same protocol when firing both executives and laborers.
- Conduct dismissals in a private setting and enlist a senior company leader to serve as a witness.
- Upon terminating an employee, immediately disable his or her access to the company’s computer systems and confiscate keys.
- If the demeanor or behavior of a person being dismissed is questionable, consider calling law enforcement for support.
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Nancy, i just wanted to comment on your blog about HR letting people go and the potential for workplace violence to occur. Especially in todays economic times. I have a background in law enforcement and corporate security and have consulted businesses and corporations on the very things you mentioned in your post.
It is interesting also to note that witnesses and people who knew the person prior to the incident might say that the person was quite and dont understand why they would do that. But as i tell HR people that there are tell tale signs through verbal and non verbal clues from the person who is being disciplined and or being terminated. I like the fact that you mention keeping the key players involved from the company, security and law enforcement and havng an emergency plan in place. The company should practice it prior to any incidents actually occurring.
Thank you John for affirming the most important point that if an employee poses the threat of danger, it is most important to bring security personnel into the picture before taking action. There is no question that this reduces the risk of violence. This continues to be a very relevant issue. Is this person a risk to self or to others? Bring in the professionals. Glad to know you are nearby in State College PA.