Legal Briefs™ Workplace Violence: Keeping Your Workplace Safe

Can You Handle a Sudden Outburst at Work Before It Spirals Out of Control?

No organization wants its name on the front page for the wrong reasons, especially when it involves workplace violence. Incidents of aggression can lead to severe legal and moral consequences, making proactive measures essential.

"Legal Briefs™ Workplace Violence" is a training program that delves into preventive measures and the legal obligations of managers and organizations. The program covers topics such as hiring policies, appropriate responses to angry outbursts, handling employee threats, investigating rumors, and maintaining confidentiality.

How to handle an employee with a temper in the workplace?

Allowing violent behavior could lead to legal problems and create a hostile work environment. It's important to take immediate action, seek guidance from EAP professionals or human resources, and address the situation directly to prevent escalation.

An Employee with a Temper

Summary: An employee with a short temper frequently loses control and verbally expresses anger. Although this anger isn't aimed at people, it still fosters a hostile work environment and could result in legal issues.

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How to handle rumors of workplace violence involving indirectly supervised staff?

As a manager, you must look into any hearsay or rumors, no matter who is involved. Report these allegations to the appropriate parties for investigation and ensure confidentiality is maintained throughout the process.

Investigating Rumors of Threats

Summary: A manager hears rumors of threats against an employee in another department. Even though the manager doesn't directly supervise those involved, they are legally obligated to investigate any hearsay reports.

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How far can I go without infringing on candidate privacy during screening?

Pre-employment screening must follow state laws, get written consent, and focus on job-related factors. Avoid illegal questions, misuse of info, and automatic rejection based on a criminal record. The goal is to spot red flags and prevent hiring risks.

Pre-Employment Screening

Summary: The video discusses the legal risks of using criminal records and credit reports. It also emphasizes the importance of asking job-related questions during references and interviews to spot potential red flags.

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Scenarios Covered

Handling threats and intimidation: Learn how to address and de-escalate situations where employees make threats or intimidate others.
Dealing with physical assaults: Understand the steps to take when physical violence occurs in the workplace.
Managing employees with a history of violence: Discover strategies for supervising employees who have a known history of violent behavior.
Addressing verbal outbursts: Gain techniques to manage and mitigate the impact of verbal outbursts and temper tantrums.
Investigating rumors of threats: Learn the proper procedures for investigating and responding to rumors of threats within the workplace

Key Benefits for Trainees

Legal Compliance: Gain an understanding of regulations and legal requirements.
Risk Mitigation: Learn to identify and mitigate potential risks associated with workplace violence.
Enhanced Safety: Learn how to create and maintain a safe workplace environment.
Improved Screening: Insights into effective pre-employment screening practices are provided.
Conflict Resolution: Develop skills to manage and resolve conflicts before they escalate.
Crisis Management: Practical actions to take during violent incidents to minimize harm are taught.
Employee Well-being: Create a culture of safety and well-being among employees.

Competencies Covered

Legal Knowledge: Understanding of legal requirements and compliance related to workplace violence.
Risk Assessment: Ability to identify and assess potential risks of workplace violence.
Conflict Resolution: Skills to manage and resolve conflicts effectively.
Crisis Management: Techniques to handle violent situations and minimize harm.
Communication: Effective communication strategies to de-escalate potential violence.
Screening Practices: Knowledge of best practices for pre-employment screening.
Employee Support: Ability to support and assist employees under stress.
Policy Implementation: Skills to develop and enforce workplace violence prevention policies.

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Frequently Asked Questions

How should a manager handle threats in the workplace?

They should address and de-escalate the situation immediately, ensuring the safety of all employees and following company policies.

What steps should be taken when a physical assault occurs at work?

Ensure the safety of all employees, provide medical assistance if needed, report the incident to HR or security, and follow legal policies and company procedures.

How can a manager effectively supervise an employee with a history of violence?

Implement strict monitoring, provide clear behavior expectations, and offer support through Employee Assistance Programs (EAPs).

What actions should be taken when an employee has a verbal outburst?

Calmly remove the employee from the situation, address the behavior privately, and provide guidance on acceptable conduct.

How should rumors of threats be investigated?

Investigate the rumor immediately by gathering information from all involved parties, maintaining confidentiality, and reporting findings to the appropriate authorities.

What are the legal implications of not addressing workplace violence?

Employers may face lawsuits for negligence, failure to provide a safe working environment, and other legal liabilities.

How can pre-employment screening help prevent workplace violence?

By identifying candidates with a history of violent behavior, thus reducing the risk of hiring individuals who may pose a threat.

What should be included in a workplace violence prevention plan?

Clear policies, training programs, crisis response procedures, and regular safety assessments.

How can managers support employees who are under stress?

Offer support through EAPs, address any signs of stress or emotional difficulties, and provide a supportive work environment.

What are effective de-escalation techniques during a violent incident?

Removing the individual from the situation, speaking calmly, and seeking professional help to defuse the situation.

What if I don't have a training program for workplace violence prevention in place?

It's crucial for the safety and well-being of all employees that such programs are taken seriously and integrated into the workplace.

Here are some of the risks that may arise:

Increased Risk of Incidents: Without proper training, the likelihood of workplace violence incidents may rise, putting employees at risk.
Legal Liabilities: Failure to comply with legal requirements and OSHA regulations can result in lawsuits and significant financial penalties.
Poor Conflict Management: Lack of skills to effectively manage and resolve conflicts can lead to escalated situations and a toxic work environment.
Inadequate Screening: Without knowledge of effective pre-employment screening practices, you may inadvertently hire individuals with a history of violence.
Decreased Employee Morale: A workplace perceived as unsafe can lead to low employee morale, increased stress, and higher turnover rates.
Reputation Damage: Incidents of workplace violence can tarnish the organization's reputation, affecting client trust and business relationships.
Ineffective Crisis Response: Inadequate training can result in poor handling of violent incidents, leading to greater harm and potential loss of life.