WORKPLACE VIOLENCE PREVENTION
Violence in the workplace is an important safety and health issue, one that is too often overlooked or ignored. In many cases, a violent incident can be avoided, because occurrences are often preceded by warning signs. However, these signals frequently go unrecognized—or are recognized but disregarded.
Generally, violence develops over time—which means that with proper implementation of an antiviolence policy, employers have a chance to recognize the early signs of violence and stop it before it explodes.
It’s a sad fact that violence in the workplace has become a serious issue for all kinds of businesses.
Although dramatic, multiple homicide incidents are highly publicized, they represent a very small number of workplace violence incidents. The majority of incidents that employers and workers deal with on a daily basis are cases of assaults, domestic violence, stalking, threats, harassment, and physical and/or emotional abuse that make no headlines.
We can prevent situations that can result in violence by recognizing the circumstances and people most likely to pose a danger and by being alert to personal safety precautions.
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SOME TRIGGERS OF WORKPLACE VIOLENCE
Workplace violence can have work-related or personal triggers—and attackers can be anybody, such as co-workers, former colleagues, customers, or a complete stranger. Sometimes job stress can make people desperate to get even because of:
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Job loss or fear of losing a job
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A warning or reprimand from a supervisor
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Not receiving a raise or promotion
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Acts or words considered unfair or hostile
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Tension with coworkers or supervisors that has not been resolved
But there is no profile of a person who will commit violence in the workplace. It has to do with behaviors.
DISCRIMINATION, HARASSMENT, & BULLYING
Zoetis has a strong policy against discrimination and harassment, and supervisors or trained on recognizing signs of bullying behavior. When someone perceives that they are the target of behavior designed to control them, whether it violates Zoetis policy or not, they may become alienated, disillusioned or depressed.
These feelings of helplessness can cause workers to fixate on others as the source of their problems, which could lead to thoughts of lashing out.
SIGNS & BEHAVIORS WHICH MAY PROCEED WORKPLACE VIOLENCE
Don’t ignore signs and behaviors of violence in others, such as:
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Vowing revenge
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Intimidating others
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Talking about weapons
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Holding grudges
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Blaming others for problems,
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and having angry outbursts.
Sometimes personal problems can spill over into the workplace. For example:
An abusive partner or one unable to accept the breakup of a romance or marriage may track an employee to work and trigger a physical attack. If there is a grudge or romantic obsession, the employee may be stalked or threatened at work. Also, alcohol or drug abuse can make a person who is upset become violent. So it’s important that if you are dealing with domestic violence, please let us know about it.
BASIC CONFLICT MANAGEMENT
One of the most important ways to avoid violence is to know how to respond if you are faced with an attacker or someone who frightens you.
If you are confronted by an angry coworker, customer, or a stranger:
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Do not argue.
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Do not respond with a threat.
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Do not do anything to increase the person's anger
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Do remain calm!
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Do decide on a warning signal with members of your department for this purpose.
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Do scream to alert someone if you have to.
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Do anything you can to avoid going somewhere with the attacker.
WORKPLACE VIOLENCE PRECAUTIONS
You must report any violence no matter who is involved—even if it’s someone you like. Don’t protect an attacker you know; it will leave the opportunity for future violence or implicate you in a crime.
Be responsible for your own safety by taking sensible, everyday precautions to help prevent or minimize any violence.
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Do not let anyone into your workplace.
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Alert security to strangers or anyone who should not be in the workplace, such as a former colleague. If there is a particular person you do not want let in to see you at work, tell your supervisor
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Pay attention to the emergency training we provide. Be familiar with ways to exit the building.
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Take any personal or work-related threatening or violent behavior seriously and report it. Don’t wait for things to get out of hand.
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Let someone know when you are working over-time, and try not to work alone.
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And finally, if at all possible, don’t leave the workplace alone.
ACTIVE SHOOTER PREPAREDNESS
NOW - PREPARE
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Take online active shooter preparedness training
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If you see something suspicious, say something
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Know emergency response plans
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Identify the exits and good places to hide
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Learn and practice first aid skills and use of tourniquets
DURING – SURVIVE
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RUN. Getting away from the shooter or shooters is the top priority. Leave your things behind and run away. If safe to do so, warn others nearby. Call 911 when you are safe. Describe each shooter, their locations, and weapons.
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HIDE. If you can’t get away safely, find a place to hide. Get out of the shooter’s view and stay very quiet. Silence your electronic devices and make sure they won’t vibrate. Lock and block doors, close blinds, and turn off the lights. Don’t hide in groups—spread out along walls or hide separately to make it more difficult for the shooter. Try to communicate with police silently—like through text messages or by putting a sign in an exterior window. Stay in place until law enforcement gives you the all clear.
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FIGHT. Your last resort when you are in immediate danger is to defend yourself. Commit to your actions and act aggressively to stop the shooter. Ambushing the shooter together with makeshift weapons such as chairs, fire extinguishers, scissors, and books can distract and disarm the shooter.
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AFTER – BE SAFE
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Keep hands visible and empty.
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Know that law enforcement’s first task is to end the incident, and they may have to pass injured along the way.
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Follow law enforcement instructions and evacuate in the direction they come from.
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Consider seeking professional help for you and your family to cope with the long-term effects of the trauma.
HELPING THE WOUNDED
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Take care of yourself first, and then you may be able to help the wounded before first responders arrive:
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If the injured are in immediate danger, help get them to safety.
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While you wait for first responders to arrive, provide first aid—apply direct pressure to wounds and use tourniquets if you have been trained to do so. Turn wounded people onto their sides if they are unconscious and keep them warm.
REFERENCES/RESOURCES
VIDEOS
PODCAST
eLEARNING
DOCUMENTS/LINKS
SUPERVISOR & SAFETY LEADER DEEPER DIVES
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Article - Increase Workplace Wellness to Decrease Workplace Violence
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Article - Emotions at Work - Half of Employees Surveyed Report Losing Their Temper at Work
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Article - Gun Data and the Importance of Getting Facts Straight
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Article - How to Prepare Your Workforce for Violent Incidents
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Article - Taking Action Against Workplace Violence (6/19/19)
GLOSSARY
Gender Expression
Violence
a person’s gender-related appearance or behavior, whether or not stereotypically associated with the person’s sex at birth.
Gender identity
Violence
a person’s identification as male, female, a gender different from the person’s sex at birth, or transgender
Hostile Work Environment Harassment
Violence
Inappropriate behavior in the workplace based on a person or groups membership in a protected class that is either severe or pervasive enough to create an abusive work atmosphere for one or more employees.
Interactive Process
Violence
A timely, good faith communication between the employer or other covered entity and the applicant or employee or the individual’s representative, with a known physical or mental disability or medical condition. The purpose of the communication is to explore whether or not the applicant or employee needs reasonable accommodation for the applicant’s or employee’s disability to perform the essential functions of the job, and, if so, how the person can be reasonably accommodated. Both the employer or other covered entity and the applicant, employee or the individual’s representative must exchange essential information without delay or obstruction of the process. Although the preferences of the individual in the selection of the accommodation should be considered, the accommodation implemented should be one that is most appropriate for both the employee and the employer.
Licensed Healthcare Professional
PPE, Chemical, Tools, Electrical, Biosafety, PIT, IIPP, Fire, Emergency, ERT, STF, Vehicle, Violence
A person whose licensed scope of practice includes an activity which this section requires to be performed by a licensed healthcare professional.
Medical Condition
Violence
any health impairment associated with a diagnosis of cancer when competent medical evidence indicates that the cancer victim has been cured or rehabilitated. It also includes certain genetic characteristics.
Mental Disability
Violence
Having any mental or psychological disorder or condition, such as intellectual or cognitive disability, organic brain syndrome, emotional or mental illness, or specific learning disabilities, that limits a major life activity, or having any other mental or psychological disorder or condition that requires special education or related services. An employee who has a record or history of a mental or psychological disorder or condition which is known to the employer, or who is regarded or treated by the employer as having a mental disorder or condition, is also protected.
NIH
PPE, Chemical, Tools, Electrical, Biosafety, PIT, IIPP, Fire, Emergency, ERT, STF, Vehicle, Violence
National Institute of Health
NIOSH
PPE, Chemical, Tools, Electrical, Biosafety, PIT, IIPP, Fire, Emergency, ERT, STF, Vehicle, Violence
The Director of the National Institute for Occupational Safety and Health, U.S. Department of Health and Human Services, or designated representative.
Personal Protective Equipment
PPE, Chemical, Tools, Electrical, Biosafety, PIT, IIPP, Fire, Emergency, ERT, STF, Vehicle, Violence
1) Specialized clothing or equipment worn or used by an employee for protection against a hazard. General work clothes (e.g., uniforms, pants, shirts or blouses) not intended to function as protection against a hazard are not considered to be personal protective equipment.2) Safety devices and safe guards worn to eliminate or minimize the hazard to an individual's head, eye, body, hand, foot, and extremities. Examples of PPE include laboratory coats, eye/face protection (e.g., safety glasses, goggles and face shield), gloves (e.g., chemical-resistant, thermal protection, cut-resistant), hearing protectors (e.g., earplugs, ear muffs), respirators (e.g., N95 disposable respirator, half-face negative-pressure respirator with appropriate filters/cartridges), hard hats, and steel toed shoes.