In my previous column I chronicled the increasing frequency and severity of violence in the workplace. It is a growing threat for which employers, large and small, may be held legally, ethically, financially, and criminally accountable. Though in extreme cases the violence is in the form of homicide, other forms of violence fall under the general rubric of workplace violence. According to University of Georgia policy, typical of many policies on workplace violence, physical assaults, threatening behavior, or verbal abuse are prohibited. Workplace violence also includes, but is not limited to, beatings, stabbings, shootings, sexual assaults, psychological traumas such as threats, obscene phone calls, an intimidating presence, and harassment such as stalking, swearing or shouting.
Experts agree that the best approach includes a tandem effort of prevention and protection.
This may begin with the realization of the need for workplace violence prevention policies. In addition to the immediate physical harm that employees may face, there are also other long-term effects on organizations and people directly or indirectly harmed by the violence. This can be compounded by legal liability managers may face if shown they did not provide adequate precautions. Prevention policies should state clearly that violent talk, jokes or acts will not be tolerated. Employers should ban weapons in the workplace, in the company parking lot or on any other business property.