b"(contin ued from page 5) Filing a program in a binder is not sufficient:go for the employee who feels as though they are struggling from stress Managers and employees must be familiar with the details.at the workplace or at home.Everyone needs to know what steps to take if an incident occurs, including to whom to report, said Sherman. People should also know how to call first responders if an incident rises to the level ofEmployees experiencing high stress can be referred to the company an emergency.insurance company if it covers counseling, to an Employee Assistance More work needs to be done. According to OSHA, only 30% of allProgram (EAP) or to a community counseling service. This can be an organizations have a formalized workplace violence preventionimportant part of a larger workplace violence prevention program. All program. Part of the problem is that getting one off the groundemployees need to understand the risk factors of workplace violence, requires an enthusiasm that is too often lacking. I recommend allthe warning signs, and their responsibility to report what they see and businesses identify someone with the passion necessary to managehear, said Nater. A business cant wait for a shooting for management a workplace violence prevention program from an organizationalto start backpedaling and acknowledging what they should have ad-point of view, and then develop a policy that is supported by thedressed long ago. CEO or COO or a senior member of the organization, said Felix P. Nater, president of Nater Associates, a security consulting firm. Safe terminations Employees must also be regularly reminded of the programsSpecial attention should be paid to safe procedures when its necessary details. All employees need to be familiar with the warning signsto fire an employee who has exhibited troubling behaviors. Workplace of workplace violence and the steps that should be taken, saidshootings are often done by recently terminated employees, said Don Nater. This will build trust and confidence in the hearts and mindsWorley, President and Managing Attorney at McDonald Worley. of the employees because they trust management's investment inSometimes the employer has contested their application for unemploy-their safety and security.ment benefits. Other times the individual was not offered any severance package. There must be safeguards to protect individuals reporting incidents from retaliation. Employees may resist speaking up aboutSecurity experts advise having a member of law enforcement on hand if questionable behavior because they are afraid they may bethere is a risk of a violent confrontation. And the individual should be attacked by the individual involved, said Nater. Everyone shouldterminated in a compassionate way. Providing a packet of useful infor-be aware that the organization has protections in place so that ifmation can help, said Worley. The packet might contain a list of local things become untenable, they will not be left to fend foragencies that provide counseling and job-hunting assistance, and a list of themselves.temp agencies. In other words, be helpful and don't just say, get out of Respond appropriately here Top management can feel as nervous as employees about taking action when troubling behavior occurs. How can they investigate aQuiz: How Prepared are You for an Act of report without ruffling feathers and unintentionally making mattersWorkplace Violence? worse? When troubling behavior is reported, the best approach isTake this quiz to assess your preparedness for an act of workplace vio-to start with a discreet investigation, said Villanueva. Ask otherlence. Score 10 points for each yes.employees if they can corroborate the behavior. Has anyone observed similar events?1. Have you published and communicated a Workplace Violence Preven-tion Plan? Once the background work is done, the supervisor should have a conversation with the employee who has committed the behavior.2. Have you trained your workforce on spotting and reporting violence Approach the individual in a respectful way and talk about whatwarning signs? you have observed, said Villanueva. Stick with the facts, rather3. Do employees feel safe from retaliation if they report troubling behav-than making accusations. Encourage them to talk about theirior? behavior, explain why it is happening, and what they can do to4. Have you trained your supervisors on aspects of workplace violence resolve it. prevention? It's often appropriate to ask questions such as, Are you okay? Is5. Do you resolve all reported observations and reports quickly? there anything you need? Can we offer something to assist? Many employers have an employee assistance program (EAP) that can6. Have you prohibited weapons in the workplace? provide counseling.7. Do you discipline and treat every employee with dignity and respect? Having these tough conversations early is better than allowing8. Do you maintain confidentiality when investigating reported incidents? things to slide, because they will only become more difficult to deal9.Do you confront misbehaving employees with statements of observed with over time. The longer you take, the worse the problem gets,evidence rather than judgments? said Villanueva. These things seldom get resolved on their own.10. Have you coordinated with your local law enforcement in prepara-Reduce stresstion for an act of workplace violence? An ounce of prevention is worth a pound of cure. One way ofTotal your scores. 80 or higher: You have taken appropriate steps to reducing the emotional temperatures that can lead to violence is tomitigate workplace violence. Between 60 and 80: There is room for institute a stress reduction program. Its good to appoint someoneimprovement. Below 60: Its time to institute some procures detailed in in your company as a liaison between a stressed employee and athe accompanying article. source of assistance, said Worley. The person in charge of human resources often fills this role, providing a safe, confidential place to (continued to page20) 8"