In my last post about follow-up questions to January’s Interactive Roundtable on Violence in the Workplace, I addressed a handful of the questions participants emailed in following the discussion.
Here are some of the additional questions that I think more and more businesses are asking about workplace violence prevention, and my recommendations for addressing this issue:
Q: Has there been any notable change in the numbers of violence in the workplace since the economy took a nosedive?
My gut feeling says yes or at the very least, that there is greater potential for this as more people are angry and feeling desperate. However, as I mentioned in the webinar, it really doesn’t matter. One case of workplace violence is more than enough and it should always be treated as “mission critical.”
Q: How would you respond to an employee discussion in which one employee says “I can see why people go into a workplace and shoot people”?
This all depends on your company’s workplace violence policy. HOWEVER, I think it should be clear that statements of this nature are not acceptable and any comments that sound like threats will be investigated. To me, this statement sounds like there is the potential for violence. I would also work with that group to understand and listen to what it is that is really going on – and address it. Clearly, workplace violence policy or not, there is a perceived or unaddressed problem if a group of employees is expressing such dissatisfaction.
Q: If you have a threat against your employees where can you get information to share with your employees on what they can do?
There are a number of websites to go to, many of which my colleagues on the panel provided, but this is an excellent time to use your EAP to help facilitate any anxiety and/or tools that employees can use to feel safe. Obviously HR needs to be involved as well.
I will add that, Kim Wells, the Executive Director of the Corporate Alliance to End Partner Violence (CAEPV), offers great information and resources on her organization’s website.
Q: We have sent employees to the employee assistance program (EAP) when their performance is affected. As long as we pay them for their time, is that alright?
If you are referring to a “supervisory referral” which means that there is some kind of job performance issue, then that is entirely up to you, the employer. The actual EAP services are paid by the employer but an employee’s use of the EAP during working hours may or may not be.
In my experience, that question has rarely come up from an employee. If the referral is made appropriately, then the employee will realize the severity of the situation and the reason behind the referral. It’s important though, to consult with your EAP before making any referral to them so that they can coach you through the process and help you to determine the best way to get the person the help they need. They can also support you in what is a very difficult thing.
Naturally, there are a lot more questions out there about workplace violence and the role of EAP, depending on the nature of your business. Just remember, your EAP can help – and you should use it as a resource for planning ahead, and addressing a crisis.
Tags: Bernie Dyme, EAP, Employee Assistance Program, prevention, supervisory referral, threat, workplace shooting, workplace violence
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