Workplace Violence
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Lesson Seven
Violence in the Workplace
(Workplace Violence)
1. Before we get into the leadership modules we will continue to ‘deepen your pool of knowledge.’ In other words, we want to ensure you have a wide range of topics to choose from to help you navigate your way through the job market. One of the things you may have to contend with and therefore need to be aware of is Violence in the Workplace or more simply put, Workplace Violence. These phrases are emphasized in order to indicate how important this topic is. You may have heard about workplace violence in the news or from your parents. If not, I’m sure you’ve heard of Columbine and what happened there as well as other schools.
2. In Lesson Seven you’re going to get a general overview of several factors relating to workplace violence as well as what to do should you experience it. As always, and just as your teachers have mentioned on more than one occasion, we must first define what we’re going to discuss. Workplace violence can be defined as the following:
a. Criminal acts by or against an employee.
b. Other acts by or against an employee.
1. Stalking
2. Threats
3. Inappropriate communications
4. Verbal harassment
5. Trespassing
6. Surveillance or peeping
7. Phone harassment
8. Violation of a restraining order
9. Confinement of restraint of a victim
10. Invasion of privacy
11. False impersonations with intent to harass
12. Symbolism, signage, or graffiti
c. Acts against the organization, store, or public.
1. Sabotage or industrial espionage
2. Product contamination
3. Theft
4. Vandalism
5. Bombing
6. Arson
3. We also need to identify and define violent behavior; violent employees instill fear in their co-workers through various methods. Almost without fail, the violent individual exhibits behavior falling under one or more of these categories:
a. Verbal threats.
1. Stated intention to hurt someone; repeated statements or multiple reports of like behavior and or constant swearing at others
2. Evidence of prior assaultive behavior (e.g. spousal abuse or other misconduct)
b. Intimidating behavior.
1. Inappropriate and repeated boundary crossing including excessive negative phone calls, messages, letter or memos, stalking, following, etc
2. Angry confrontations (easily provoked, impulsive, unpredictable) restlessness, agitation
3. Belligerence towards customers or fellow employees
c. Bizarre thoughts or possible paranoid behavior.
1. Delusional commands, directions, or statements, (e.g. being spied upon, etc)
2. Secretive behavior
3. Poems, stories, or behavior that is bizarre and or makes reference to violence
4. Feelings that they are the only worker being singled out or fear that someone is out to get them and they must ‘act’ first; highly emotional mood swings
5. The person receives ‘religious’ or ‘satanic’ messages that only they can hear and or must act upon
d. Serious stress in the employee’s life.
1. Financial problems, bill collectors
2. Crying on the job, excessive personal phone calls
3. Losses such as a job or a loved one or even a marriage
e. Obsessive behavior such as:
1. Hurting a specific group or person
2. Overly romantic attachment to someone
3. Identifies with a notorious and well publicized violent incident
4. Obsessive devotion to a theme or practice such as gun ownership, animal abuse, or revenge. Note: It should be noted that owning firearms does not indicate a persons potential for violence. What we are saying is that extreme devotion to any one, or group of themes, as well as the totality of other factors, could indicate potential problems.
f. Recent and marked decline of performance and appearance.
g. Substance abuse.
4. What we want you to be aware of is that as we said before, people act differently based on their upbringing (or lack of it) and their life experiences. What you need to recognize is the difference between someone who may be having a bad day or is a little cranky. And someone who for whatever reason, exhibits enough of the traits and behaviors associated with workplace violence to be considered a threat to your safety and that of others. We also want you to be aware of some early warning signs that could indicate a person may be planning a violent job related event:
a. Short temper or misplaced and aggressive anger.
b. Growing frustration with the job or someone on the job.
c. Severe mood swings.
d. Comments about worthlessness of self or others as well as harming self or others.
e. Severe withdrawal from other employees and office activities.
f. Carelessness or an “I don’t care” attitude.
g. Overly aggressive or defensive behavior.
h. Sudden negative changes in performance or conduct for which there is no explanation.
i. Unexplained absenteeism.
5. As a person who may not be in the supervisory chain, if you notice this type of behavior in an employee, you should mention it to your supervisors. However, there is one thing to keep in mind, if you discuss this with a supervisor there is no assurance that you will not be identifed as the complainant unless you do it anonymously (so plan accordingly). If you are a shift supervisor and you have an employee that exhibits this type of behavior, be prepared to involve the police and your management of the situation in order to craft the best solution for everyone involved. If you are what’s known as a simple ‘Worker-Bee’ and have discussed this situation with your parents and no solution is in sight and management does not seem responsive to your concerns. Then it is time for you to find another job. Remember no entry level job is worth your life or any of your limbs!
6. But what happens if this negative and potentially violent behavior is directed at you? Here are some tips:
a. Always:
1. Report the incident
2. Remain calm
3. If you feel unsafe, seek assistance and separate yourself from the aggressor
4. Always err on the side of caution
b. Do this if the situation turns into the following; purely emotional displays such as angry tones and a raised voice.
1. If you can, provide an outlet to frustrations and stress
2. Relax body language, avoid threatening responses such as finger pointing and invading the aggressor’s personal space
3. Move slowly
4. Slow your speech and speak in lowered tones
5. Reflect concern not irritation
6. Leave whenever you feel the need
c. Do this if the situation escalates into the following; fits of anger and aggression, shouting, invasions of personal space, aggressive body language, and or threats.
1. Widen personal space
2. CAUTION: Within reason allow person to let off steam. However, never let them get close enough to touch you
3. Suggest activity to release pent up energy
4. Suggest and allow aggressor to leave
5. You leave
d. Do this if there is imminent danger of the following; bodily harm, person loses self-control, shoves, hits, breaks or throws furniture, wall-breaking, etc:
1. Leave area immediately and call 911
2. Continue to put distance and physical obstacles between yourself and the aggressor.
3. As is applicable warn others of the situation
Note: Regardless of the severity of the situation, always ensure no one gets between you and the exit. Always know where your escape route is and be prepared to take it. To do this you should always have a preplanned escape route which allows you to leave on a moments notice.
7. Remember if you are threatened at work, don’t panic but do think and size up the situation. Call the police immediately and inform others as is applicable. And RUN when you get the chance. If you know someone is coming to attack you. Notify building security, your supervisor, and the police. If you witness any form of harassment, violent, behavior, or criminal conduct, it is imperative that you bring this to the attention of law enforcment and where applicable, your management team.
8. The following information has been added as a result of events involving violence in the workplace:
How To Respond When An Active Shooter Is In Your Workplace
a. Quickly determine the most reasonable way to protect your own life. Customers and clients are likely to follow the lead of employees and managers during an active shooter situation:
1. Evacuate: have an escape route and plan in mind.
2. Leave your belongings behind.
3. Keep hands visible.
b. Hide out:
1. Hide in an area out of the active shooter’s view.
2. Block entry to your hiding place and lock the doors.
c. Take action:
1. As a last resort and only when your life is in imminent danger.
2. Attempt to incapacitate the active shooter.
3. Act with physical aggressiveness and throw items at the active shooter.
d. Do the following things when law enforcement arrives on scene:
1. React to the arrival of law enforcement by remaining calm and follow officer’s instructions.
2. Immediately raise hands and spread fingers.
3. Keep hands visible at all times.
4. Avoid making quick movements towards officers such as attempting to hold on to them for safety.
5. Avoid pointing, screaming, and or yelling.
6. Do not stop to ask officers for help or directions when evacuating, just proceed in the direction from which officers are entering the premises.
e. Be ready to provide the following information to law enforcement or 911 operators:
1. The location of the active shooter.
2. Number of shooter’s, if more than one.
3. Physical description of shooter’s.
4. Number and type of weapons held by the shooters.
5. Number of potential victims at the location.
Note: Active shooter information provided by U.S. Department of Homeland Security.
Conclusion: As we said in the last lesson, you are your best advocate for common sense safety issues as well as your own protection. Again, never allow your job to put you in a situation that compromises your well being or safety. Therefore if you feel the need to call 911, or leave in order to protect yourself, then you do what is legal and right to ensure your safety and that of others. Also keep in mind that any one or a group of these indicators can be exhibited by someone who may just be having a bad day. So use your judgment and personal safety and survival instincts to help you determine if someone is acting in a manner that requires closer observation and or the involvement of management or law enforcement. Please let me know if this lesson helped you by leaving your comment or complaint. Note: Nothing in the preceding article should be taken as the only information to be used in case of an emergency. Check with your supervisor, management team, corporation, and local law enforcement to determine the rules, laws, and guidelines governing workplace violence, criminal activity, and your duties and responsibilities for responding or reacting to those types of situations. Note: Contents of the preceding briefing adapted from the Baltimore District Violence in the Workplace Program Guide (Handbook) and the Dept of the Army, U.S. Corps of Engineers, Violence in the Workplace Memorandum dated: 15 Dec 1997
Very Respectfully
Ronald Peeler
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