Checklist: Establishing a Workplace Violence Plan

By: Jennifer Leahy
September 12th, 2011

A workplace violence plan sets forth a framework for employees to identify, report and manage any type of violence they may encounter while on the job. A comprehensive policy allows employers to protect employees, prevent incidents and mitigate risk.

The following checklist will help you craft and implement a workplace violence plan.

• Create a behavioral expectation. Put in writing that no type of violence, including bullying, is acceptable at your business. Specifically state that you expect employees to refrain from any acts that could be construed as violent.
• Determine the most likely scenario. Where is the threat most likely to originate? How controversial is your business and how many outsiders enter the business each day? For some businesses, violence is most likely to come from an outside source, such as an irate customer. For others, it’s more common to stem from internal issues, such as an altercation between two employees.
• Define the workplace. Do you send employees into potentially dangerous situations? The “workplace” may be a volatile foreign country or a hotel room where an employee is staying while out of town on business. Be sure you are considering all potential locations when formulating a plan.
• Establish a workplace violence team. Managers and human resource personnel are typically team members. Experts suggest involving at least one high-level manager to indicate the importance of the plan to employees. This group is charged with creating an organized response to potential threats and executing the plan is necessary.
• Retain experts. A psychologist can help at-risk employees and possibly prevent violence incidents. A workplace safety expert can help you identify your security weaknesses as well as design and implement an effective plan. Consulting an expert and paying for a few hours of their expertise can be invaluable.
• Train employees. Even one hour can provide employees with the tools to better manage a workplace violence incident. Analyzing possible situations and their role in them can prevent employees from suffering from “deer in the headlights syndrome” should they encounter violence. New employees should be made aware of the workplace violence plan as a part of their training.
• Create a whistleblower option. A mentally unstable employee may appear fine most of the time, hiding traits and tendencies from management. Give employees an outlet to report odd behavior. Threats, signs of depression such as lack of hygiene, and domestic problems can be anonymously reported to designated managers who can deal with the issues confidentially.
• Conduct drills. Like fire drills, such activities prepare employees for emergencies. Have several codes that tell employees whether they should evacuate or shelter in place. Tell workers there will be a workplace violence drill on a specific day, but not what time. This will allow you to maintain some element of surprise, without causing unnecessary fear.
• Make a communication plan. Establish a method for employees to contact their families and/or managers after an incident. Also remind workers that only the designated spokesperson will speak to the media.

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