According to the U. S. Bureau of Labor Statistics, 5% of U. S. businesses experience violence in the workplace yearly. The percentage of workplace violence increases to 50% for organizations with 1,000 employees. The FBI stated that in 2014 an active shooting incident occurred, on average, once every three weeks. However, given the size of the U. S., the chances of being a victim of a workplace shooting is statistically low.

These workplace violence statistics capture the most severe types of violence but certainly not the most prevalent forms. OSHA reports that roughly two million workers report incidents of violence in the workplace each year such as sexual harassment, threats, aggressive and belligerent behavior to name a few, which does not include the majority of cases that go unreported. But how is workplace violence defined, and who are the primary perpetrators? This workplace violence prevention training will explore the many aspects of workplace violence.

One study indicated that employers pay $1775 more on each victim of domestic violence annually in terms of medical costs, increased insurance and more. Additional costs include:

• Loss of employees through turnover
• Absenteeism 
• Psychological damage to all – resulting in increased health insurance
• Cost for worker’s compensation
• Cost for improved security
• Damage to property
• Stolen property – cost of repair or replacement
• Lawsuits
• Increased insurance premiums
• Poor reputation leading to decreased business

WHY SHOULD YOU ATTEND

Considering the news and staggering events of mass shootings of the last several months, workplace violence might be foremost in our minds.  Most of us think of workplace violence occurring only in the workplace setting, but the threatening conduct is broader and may encompass behavior occurring outside the actual workplace. Even  domestic violence in the workplace creates challenges for all employers. Employers have been found to violate federal discrimination laws when they take an adverse action against domestic violence victims. An example is if an employer disciplines a domestic violence victim for being absent but does not discipline other employees who are absent.

AREAS COVERED

• To define workplace violence 
• To classify the usual types of perpetrators
• To summarize the warning signs of a potential perpetrator
• To list known risk factors for workplace violence in terms of positions and locations 
• To identify the high-risk industries for workplace violence
• To review the laws involved in workplace violence
• To discuss OSHA’s enforcement policies and procedures and their “general duty clause”
• To outline recommended prevention of violence strategies
• To recognize the levels of violence and appropriate responses
• To identify critical elements of a violence in the workplace policy and procedure
• To list 10 tips to de-escalate an agitated person
• To discuss workplace “parking lot” or “guns-at-work” laws
• To outline the roles and responsibilities of the organization’s stakeholders
• To explain how to help the workplace and workers recover following a violent episode.

LEARNING OBJECTIVES

• 10 tips to de-escalate an agitated person
• Resources
• Steps to take following a violent incident

WHO WILL BENEFIT

Senior and middle management, supervisors, and those on their organization’s violence in the workplace task force.

SPEAKER

Dr. Susan Strauss RN Ed.D. is a national and international speaker, trainer and consultant. Her specialty areas include education and workplace harassment, discrimination and bullying; organization development, and management/leadership development. Her clients are from healthcare, education, business, law, and government organizations from both the public and private sector.  Susan conducts bullying and harassment investigations, works as an expert witness for education and workplace harassment and bullying lawsuits, and coaches those managers and employees that need assistance in stopping their harassing or bullying behavior.

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