Handling workplace violence can be an intimidating challenge for any employer. Once violence has occurred, employers need to take action, but the best approach is to balance options in terms of discipline and prevention. Employers should aim for a policy of prevention, and there are multiple tools and strategies to help achieve this goal.
For many employers, the first reaction upon discovering that work place violence has occurred may be to fire the offending employee. Removing a violent employee through termination can be the right choice but there are other options. In some cases it is possible to deal with a violent situation through discipline other than termination
The best course, however, is to identify potential risks for violence early through an established threat assessment protocol. Employers should seek to create a workplace in which employees will step forward if they feel threatened, and then have a clear plan for an intervention with the potentially violent employee. If necessary, the employer can involve law enforcement to end a risky situation.
Employees don’t typically commit violence in the workplace without showing signs of deteriorating behavior. Employers can speak with co-workers and managers if they are concerned about an individual, but should also look to social media for signs of potential violence.
If you are concerned about violence in the workplace, you may want to consult with an attorney. These situations can be complicated, potentially dangerous, and bring liability for employers. For employees, you should not be subjected to violence in your place of work and may be owed compensation from your employer if they have failed to take appropriate precautions.