Security measures that protect against crime will lessen the likelihood of an act of violence in a retail establishment. Each employee in the company should have a clear policy on how to handle different types of potentially violent situations so they do no escalate. While it is more common for an employer to unilaterally implement a workplace violence policy, some parties have found that comprehensive joint programs can work well. The parties' contract calls for legal assistance for assault victims, a comprehensive safety plan for each school to be updated annually with union input, and a joint city wide security and discipline committee. Among the precautions that can be taken by individual employees are to keep building security and police numbers near phones, report missing items or signs of break-ins, arrange a 'warning' signal with fellow employees and lock personal items in desks or lockers.
Risk managers can play an integral role in preventing workplace violence.
They should be a part of cross-functional teams tasked with preventing violence. These teams should include a medical director who can offer advice on medically related behavior of employees while senior management support is essential for timely decision making during crisis situations. Violence can also be avoided by implementing a strict hiring process. Training sessions conducted by HR can provide the organization with skill to defuse anger and mediate conflicts among employees. Conducting adequate background checks by HR is important to avoid hiring potentially violent individuals.