b"THE OFFICIAL NFBA MAGAZINEcontinued from page: 11wronglyaccuseworkplace violence prevention program. Part of the someone,saidproblem is that getting one off the ground requires an Oscar Villanueva,enthusiasm that is too often lacking. I recommend all the COO at TALbusinesses identify someone with the passion necessary Global, a security- to manage a workplace violence prevention program consultingandfrom an organizational point of view, and then develop risk-managementa policy that is supported by the CEO or COO or a firm. But peoplesenior member of the organization, said Felix P. Nater, should know thatpresident of Nater Associates, a security consulting firm. if they see something that doesn't look right to themEmployees must also be regularly reminded of the and their gut is telling them there's an issue, they shouldprograms details. All employees need to be familiar with BUSINESS MANAGEMENTreport it to their supervisor or manager right away so itthe warning signs of workplace violence and the steps can be looked into. that should be taken, said Nater. This will build trust Employee reports and confidence in the hearts and minds of the employees When it comes to responding in a timely manner tobecause they trust management's investment in their warning signs, employees are often the first line ofsafety and security.defense. Management cant know everything thatThere must be safeguards to protect individuals happens on the floor where people are working, saidreporting incidents from retaliation. Employees may Benyamini. When employees see or hear something,resist speaking up about questionable behavior because they need to say something so that if an incident endsthey are afraid they up becoming a credible threat, measures can be takenmay be attacked by theSafe terminationsto reduce the risk. individual involved, Too often, though, colleagues of a violent actor failsaid Nater. EveryoneSpecial attention should be paid should be aware thatto safe procedures when its to speak up, either because they are not aware of thethe organization hasnecessary to fire an employee significance of what they have seen, or they do not knowprotections in place sowho has exhibited troubling the correct reporting procedures. behaviors. Workplace shootings that if things becomeare often done by recently Planning and training can help. Every company shoulduntenable, they willterminated employees, said Don create a workplace violence prevention and managementnot be left to fend forWorley, President and Managing program, which is a set of policies and procedures thatthemselves. Attorney at McDonald Worley. tell employees how to report troubling incidents theySometimes the employer has have observed, said Villanueva. This may prevent anRespondcontested their application for incident from occurring. appropriatelyunemployment benefits. Other times the individual was not Villanueva said the program should include a zero- Top managementoffered any severance package.tolerance policy, calling for the employer to takecan feel as nervousSecurity experts advise having appropriate action when a violent act occurs. Ifas employees abouta member of law enforcement someone makes a verbal threat, for example, but there istaking action whenon hand if there is a risk of a no physical contact or further issues, the penalty may betroubling behaviorviolent confrontation. And the a suspension, or a letter of warning, or a reassignment.occurs. How canindividual should be terminated in At the other extreme, an aggressor who beats up athey investigatea compassionate way. Providing a packet of useful information can fellow employee on the workroom floor may well bea report withouthelp, said Worley. The packet terminated.ruffling feathersmight contain a list of local Filing a program in a binder is not sufficient:and unintentionallyagencies that provide counseling Managers and employees must be familiar with themaking mattersand job-hunting assistance, and worse? Whena list of temp agencies. In other details. Everyone needs to know what steps to taketroubling behaviorwords, be helpful and don't just if an incident occurs, including to whom to report,is reported, the bestsay, get out of heresaid Sherman. People should also know how to callapproach is to start first responders if an incident rises to the level of anwith a discreet investigation, said Villanueva. Ask emergency. other employees if they can corroborate the behavior. More work needs to be done. According to OSHA,Has anyone observed similar events?only 30% of all organizations have a formalized 12 / FRAME BUILDER - VOL5 3"