Unfortunately, in today’s society incidents of work-related violence are a stark reality. As the economy fluctuates, many companies are faced with the seemingly contradictory need to downsize while trying to meet productivity demands with fewer workers. With overworked employees, stress levels rise - and stress has been cited as one of the major contributors to workplace violence.

Not only do acts of workplace violence have a profound affect on the lives of the victim as well as the perpetrator, but employers and co-workers are also significantly affected. Following workplace violence, employers face increased liability in the form of negligent hiring lawsuits as well as the unavoidable consequences of reduced employee productivity and morale. Co-workers are also likely to become increasingly fearful and potentially distrusting of their employer. With the serious implications associated with workplace violence, all employers should be implementing preventative measures to thwart violent acts.

Below are some tips for preventing violence in your workplace:

1. Develop a policy. All employers should have a well-communicated zero-tolerance policy with regards to violent acts and intimidation. Your policy should prohibit violent behavior, including threats, intimidation, bullying, verbal and physical abuse, and harassment. In addition, in order to express the gravity of workplace violence, it is important that your policy calls for immediate discipline, including termination, should an employee engage in violent behavior. Specific procedures for reporting and investigating violent acts should as be included. When employees are aware of what to do when faced with violence and also of the consequences for engaging in violence, a potentially serious situation can be moderated.

2. Conduct background checks. Perhaps one of the best prevention techniques is that of background screening. Employers should be conducting background checks on all new hires in order to ensure there isn’t a history of violence or criminal behavior that may suggest a predisposition to violence. Employers who fail to do their due diligence in checking employee backgrounds may be subject to negligent hiring lawsuits, should an act of workplace violence occur that has serious implications, such as injury or death.

3. Develop an action plan. Develop procedures for handling workplace violence: inform employees what they should do when it is believed that violence has occurred, develop investigation procedures for looking into the problem, and determine what consequences will be enforced on the victim. Certainly if warning signs can be identified early enough, counseling through an employee assistance program (EAP) or related means is recommended so that at-risk employees can address problems that might contribute to violent or threatening behavior.

4. Look for warning signs. Supervisors and employees should be educated with regards to indicators that may suggest a potentially violent individual. Research has shown that some of the following symptoms are the most common signs of a propensity toward violence: increased use of alcohol and/or drugs; increased absenteeism; depression and withdrawal; explosive outbursts of anger or rage; threats and verbal abuse directed toward co-workers; repeated violation of company policy; and an escalation of domestic problems. When employees are aware of the warning signs, preventative measures can be taken before the situation gets out of hand.

5. Security measures. Acts of violence in the workplace do not necessarily have to committed by an employee of the company. Typically, in convenience stores, banks, and retail establishments, violence occurs from an unknown perpetrator attempting to rob or steal from the company. To prevent these types of violent situations and appropriately protect their workers, employers should be sure to install proper security measures, including alarms, video cameras, and even glass protecting cashiers from customers. Employee safety should always be your utmost concern.

6. Careful termination procedures. When disciplining or terminating an employee, employers must be careful not to trigger angry outbursts or overly emotional reactions. Although the subject tends to be a sensitive one, and certainly some employees may take it as a personal attack, there are some things employers can do to mitigate the tension. For one, it’s recommended that the termination meeting occur either at the beginning or end of the day and not to allow the employee to return to his or her work area. Preserve the terminated employee’s dignity, and mention their positive contributions, but be sure to state the termination decision as a matter of fact, not something that is up for discussion or debate. If a violent reaction can be reasonably anticipated, call upon security and/or safety personnel to stand by in order to respond if necessary.

All employers, whether they have five employees or 500 employees, should have a workplace violence prevention program in place. It will serve to protect employees, avoid costly lawsuits, preserve the company’s reputation, and maintain employee productivity and morale. Taking a preventative stance demonstrates that the employer is being proactive in ensuring violence doesn’t occur, rather than reacting after the fact…when it may be too late.