What Can Trigger Workplace Violence?

HR professionals are all too aware of the need to protect against workplace violence. But exactly what is considered workplace violence and perhaps more importantly, what are the work factors that can contribute to it?

Workplace violence ranges from offensive or threatening language to homicide. The National Institute for Occupational Safety and Health (NIOSH) defines workplace violence as violent acts (including physical assaults and threats of assaults) directed toward persons at work or on duty. Threats include expressions of intent to cause harm, including verbal threats, threatening body language, and written threats. Physical assaults include attacks ranging from slapping and beating to rape, homicide, and the use of weapons such as firearms, bombs, or knives. Muggings are aggravated assaults, usually conducted by surprise and with intent to rob.

Watch for risk factors. Workplace violence is a very serious matter and everything in an employer's power should be done to support and ensure a safe workplace for its employees. HR needs to be aware of and watch for the common risk factors that contribute to workplace violence. These common risk factors include:

• Employees who must directly with volatile people, especially those who are under the influence of drugs or alcohol or have a history of violence; or certain psychotic diagnoses;
• Understaffing;
• Long waits for service;
• Employees working alone;
• Poor environmental design;
• Inadequate security;
• Lack of staff training and policies for preventing and managing crises with potentially volatile workers;
• Drug and alcohol abuse;
• Access to firearms; and
• Unrestricted movement of the public.

Preventing workplace violence should be every employer's first safety goal.

Benchmarks: Violent incidents. The SHRM Workplace Violence Survey released January 20, 2004, indicates that more than half (57 percent) of HR professionals are somewhat or very concerned about workplace violence. They are certainly taking the lead to address security concerns within their organizations and are responding with increased background checking for potential employees) and greater security precautions.

Although the majority of HR professionals reported no change in the number of violent incidents in the workplace, 12 percent did report an increase in the number of incidents. The majority of workplace violence involves incidents of vulgar language or verbal abuse. Of the HR professionals that reported violent acts in their own workplaces, more than 70 percent had occurrences between employees, 34 percent had employee-to-supervisor incidents and 22 percent had conflicts between a supervisor and an employee. Domestic disputes continue to be a source of violence in the workplace with approximately 10 percent of respondents reporting girlfriend/boyfriend-to-employee incidents and an additional 10 percent reporting incidents between a spouse and an employee.

To communicate the organization's position on workplace violence, more than 60 percent of HR professionals said their organizations have written policies regarding weapons in the workplace, reporting incidents or threats of workplace violence and addressing violent acts in the workplace when they occur.

Reprinted with permission. © CCH

Workplace violence is defined as violent acts (including physical assaults and threats of assaults) directed toward persons at work or on duty.