Workplace Violence ©Connie Sitterly The information contained in these responses should not be considered legal advice. Consult an attorney if you have any legal questions.

Dear Workplace Doctor,

As a supervisor on the evening shift I am concerned about Bill, one of my employees. He has become so depressed and angry, I'm worried that he might come back to the plant and shoot someone or himself. Today I smelled liquor on his breath after lunch. Recently his wife accused him of abuse, took the children, and moved in with another man who works here on the day shift. I have disciplined Bill twice and suspended him once in the last six weeks for being absent and leaving work early. He has threatened the other man. If I fire him, I'm afraid it will push him over the edge. When I told my manager, his response was "he's not going to do anything- we've never had anything happen here. He's just going through a rough time."

What can I do? What can I tell management that might get their attention?
I need help ASAP. 

David M.

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Dear David, 

You're right you and your company do need help ASAP! Management needs to understand workplace violence and, get a few reality checks. So, let's compare Bill to a profile of a potentially violent employee, and explore immediate interventions. 

Workplace violence means to abuse, violate, unjustly exercise power or force, threaten the physical safety or psychological well-being of an employee or cause damage to an organization's property.

Reality Checks: Here are 5 reality checks related to Bill's behavior. 1) Of those who commit workplace murders, 40% commit suicide. 2) An emotionally upset person at work is 2 1/2 times more likely to commit violence if they use drugs or alcohol. 3) Domestic violence is a primary factor of workplace violence. 4) Past violence is the best single predictor of future violence. Threats and assaults are two of the basic types that lead to it. 

Bill's Profile: Bill's depression, use of alcohol, changes, impact to his self esteem, relationship problems, absenteeism, plus threats, alleged abuse and anger fits a potentially violent profile. 

Interventions: ASAP take extra security measures. For example: add hot lines or security warnings, limit accessibility, notify and document Employee Assistance Program Manager, Human Resource Manager, Head of Security, President, and your manager's manager, add lights, prohibit weapons, and contract outside consultant to train, and develop a crisis policy, team, and plan, and communicate changes and expectations. Document!

"It'll never happen here," is a naive, dangerous, negligent assumption.

Everyday 4 workplace homicides occur plus 18,000 are physically assaulted impacting thousands of organizations, employees, friends, and co-workers. 

Too Little, Too Late

Your manager's response reveals a few of the common mistakes managers make:

• Believing it'll never happen here, denying.

• Not take threat or concern seriously.

• Lax in training, policies, planning.

You need to defuse this situation now. Do not allow one naÔve, uninformed manager inhibit you from getting Bill, you, and other employees the assistance that is needed.

The Workplace Dr. ^TM