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Cases Employers for About Us Blog Violence Prevention Home Workplace Violence 101 Organizational Development Threat Management Team Risk Analysis How We Can Help Taskforce responsible for security A general assessment of assessment, policy and program organizational development and threat response. vulernabilities should be Members can consist of a variety of conducted on a regular Domestic professionals including Human basis. Components include: Violence Resources, Legal Counsul, upper in the Management, Security, EAP, front line Incident Audit: Review Workplace supervisors and employees and outside records to determine community resources. Ideally, this groupfrequency and extent of previous incidents will meet at least semi-annually to review including Workers prior incidents and re-assess risk factors. De-escalating Compensation, Hostile Clients The team may also seek input and advise Disciplinary records, from law enforcement, mental health, OSHA reports, security victim advocacy agencies, legal and reports and other pertinent security consultant professionals. documents. Workplace Violence 101 A lead coordinator will ensure tasks and Procedural Assessment: responsibilities are delegated and Review hi-rsik work completed. They also can act as the procedures such as cash central contact and maintain records of handling, working alone, meetings, assessments, reports and working at night, entry and investigation procedures. An emergency egress vulnerabilities; Contact contact system should be established to employee ID protocol and ensure that members can be reached at other issues. 919.274.5515 any time. Facility Assessment: Email Training is necessary to ensure Review physical layout and knowledge and ability to assess threats security devices. Lighting, and expedite security implementation. barriers, CCTV, entry control and security personnel are some components of the procedures of Crime Prevention through Environmental Development. Employee Survey: Confidential survey of employee concerns, unreported incidents and most importantly, assessment of what employees would do if confronted with an issue or threat. Policy Hiring and Termination Practices Personnel Policy must be comprehensive to include various types of workplace Hiring Practices: threats including intimate relations, Dependant on the position clients and strangers along with co- and responsibilities, worker issues. A good policy provides conduct a criminal support and protections along with background check, in- prohibited actions and sanctions. Include depth job references and an anti-retaliation clause to encourage civil court records. reporting, prohibit weapons and clearly Interview questions focus states the mission to prevent violence in on inter-personal the workplace. relationship skills and conflict management. Contact Peace at Work for support for your policy. Termination Protocol: Ensure Respect and Dignity in all procedures for individual terminations and group lay-offs. Protect access to facility and information systems. Training Report System Regular and documented training should Develop forms and chain occur for all staff. Understanding of or reporting so that workplace violence principals, warnings and threats are organizational policies, identification of quickly passed on to the warning signs, proper response and de- Threat Managment Team. escalation of hostile behavior should be Forms should be readily provided to frontline staff while available to all employees. supervisors and managment can recieve Forms and investigation additional training on threat management documents need to be and security implementation. The Threat carefully recorded and Management Team should recieve maintained. Employees intensive training on risk analysis and should have multiple legal considerations. Case study review options to report concerns. will familiarize members with team Training should include members perspectives and values. common obstacles to reporting concerns such as fear of retaliation and creating problems for fellow co-workers. A database of reports should be kept to easily generate regular eports indicating hi-risk areas and organizational vulnerabilities. Threat Assessment* This refers to a threat assessment of a specific threat or issue, not about general workplace vulnerabilities. Threat Assessment Team Previous History It may be the team coordinator who first Investigate the subject's gathers the facts and determines if the previous criminal whole team needs to be notified and background with particular convened. relevance to violent or inter-personal crimes. The Gather together a knowledgeable and local courthouse can capable team to determine the severity of provide records for that the threat. If the threat warrants, do not district but services are schedule a meeting; get together now via available for statewide and phone if necessary. national data. Note, however, these background Contact local law enforcement. Consider checks often do not other community resources such as indicate if a person has mental health, victim advocates and been previously charged security consultants. but was not convicted of the crime. Determine if there were any protection or restraining orders placed against the individual. Also, determine if the person has a concealed weapons permit. Current situation Investigate Report Consider how a mental health evaluation Determine the incident or can be conducted. Employees may be issue that first raised the refered to an Employee Assistance concern. What happened Program and then possibly for a to cause the investigation? psychiatric evaluation led by a Obtain reports from as professional with experience in violence many witnesses as assessment. possible. Collect evidence such as threatening Consider the level of stability in their messages or damaged lives: Are they going through a divorce or property. seperation; personal bankrupcy; mental health or substance abuse issues and/or The incident is the cause of other life changes. Are they at the end of the investigation and is the their rope? reason for any disciplinary action. However, the goal Violent incidents often occur around of the investigation is to significant dates: before or after court determine the potential trials with issues such such as restraining threat. The incident or orders, custody hearings, divorce, precipitating action may be grievance hearings and workers minor but reveal a serious compensation claims.Also consider the threat. Conversely, a anniversaries of certain events such as serious trangression, such losing a job or marriages. as bringing a gun to work, may have a low level of While there are cases of assailants coming actual threat. back years later, most incidents occur soon after a negative job action or after a Of particular importance is victim leaves an abuser. if they had made a threat. Often, veiled or even ambiguous threats are made to potenial targets. However, more direct statements are made to co- workers, friends and aquaintences. Any reference to a clear, detailed, laid-out plan is a serious red flag. Consider the person Constantly Assess While there is controvesy over the value Once a threat has been of "a profile", there are some identified, it is never characteristics that may warrant concern. completely anulled. No particuliar characteristic is definitive Through out the sign of danger; they are only factors in the investigation, the risk and bigger picture. However, certain vulnerabilities must be personality traits have been noted in constantly assessed to previous incidents. maintain safety. Someone who blames everyone else. It is A suspect's situation may never their fault; they place responsibility change quickly and often, for their situation on others, often bitterly. requiring the consistant and dedicated attention from Facination with weapons and violence. those responsible for As the majority of violent incidents security. involved firearms, a suspect's familiarity and possession of one is key indicator. Once a specific threat has been resolved, it would be In domestic violence cases, abusers who wise to periodically review demonstrate a deep sense of ownership of the suspect to determine if the victim are particuliarly dangerous. new concerns warrant Frequent law enforcement contact, further investigation. injuring or killing the victim's pets and kidnapping incidents are common pre- indicators to homicide. Security Measures* Develop a response plan Assess the work environment The most crucial aspect of a security plan is to detail what should be done if the Initially, a general perpetrator comes to the workplace. assessment of the environmental Be able to spot the suspect. A description vulnerabilities can be of them and their vehicle (or preferably a made. This would not only picture) can be distributed to those help address the immediate responsible for being on watch. Security threat but improve the devices such as discreet warning buzzers general safety of the and alarms can be invaluable in these workplace from all forms situations and follow a pre-determined of threats. plan which may include This is also known as Calling law enforcement Crime Prevention Through Notifying security, if available Environmental Design or Locking all entrances to the CPTED. facility Warning any identified targets Aspects such as lighting Allowing passage on a pre- surrounding the facility and determined escape route or to a in the parking lot, safe location. accessibility to the buildings, bushes and trees around entrances that can hide an offender and the use of surveillance equipment are all items to be considered. Limit entry to facility, reduce accessibility and assess condition of locks, doors and windows. Provided that easy egress is maintained at all portals, the only entry would be at one door and only by screened visitors or employees. Law enforcement can be indispensable in this step. Request for increased patrols, especially at shift change and other identified key times. Legal measures Protecting Targets Consult with your legal counsel. Screen and/or Consider obtaining a workplace change the target's restraining order, if available in phone extension your state. If there is domestic and emails. violence restraining order, request However, it is a copy which lists the workplace important to keep as a restricted area. the previous extension in order Obtain a trespass order against the to save any individual from coming onto the threatening property. messages for future court evidence. Criminal charges: While states may vary in titles and details, Change the location most have criminal charges that of the target’s may be utilized: workplace to a safer o Harassment spot, away from o Communicating threats entrances and o Damage to property windows. However, o Assault they should not be isolated. Offer the target the chance to relocate to another division or plant with in or possibly out of state. Modify the target’s schedule and work assignments to help elude the suspect and/or offer a safer alternative. Offer the target's a parking spot to a more secure location or at least one that is closer to an entrance. Also provide security escort to and from their car. In situations of extreme danger, protect the target and the workplace by providing leave for period of time. Leave options can be considered and a truly supportive management would provide the means to temporarily hide out, i.e. a providing a hotel room in another location. Most Effective Protection Measures Hire off-duty law enforcement for security Hire a security firm for professional assessment and security measures If the facility and business permits, keep the doors locked constantly, opened only to authorized personnel. The time length for these measures depends on investigation results. * Please note that these points are meant to provide ideas and suggestions as to how to assess and respond to a potential threat. Every situation is unique and requires a immediate, in-depth investigation and proper utilization of resources to determine the safest response. Get the right people on the job and give them the resources and authority to effectively address the situation.
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