You have insurance to protect your business against theft, accidents and natural disaster. Although you probably won’t ever experience a catastrophic loss, it’s smart business to be prepared.

Establishing a workplace violence plan is another measure all businesses should take to ensure that assets and employees are protected.

Unlike insurance, a workplace violence plan can actually help prevent an incident.

After workplace violence occurs, employees often come forward and say “I knew this was going to happen,” says corporate security specialist Don Greenwood.

He defines workplace violence as, violence or the threat of violence against workers. It can occur at or outside the workplace and can range from threats and verbal abuse to physical assaults and homicide, one of the leading causes of job‐related deaths.

Whether it’s the climax of an employee-to-employee bullying problem, domestic violence that spreads into the workplace, a disgruntled current or former employee or a random act of violence, there is almost always an identifiable preceding event.

“In about half of the cases, management will get a tip that this is going to happen,” says Greenwood.

A workplace violence plan allows business owners and managers to analyze how likely they are to encounter a workplace violence incident and to what extent they could be impacted by an incident. A plan also allows businesses to prepare when an incident occurs.

With such a plan there is a much reduced chance that a catastrophic loss will occur as a result of violence. Even one hour of training can provide employees with a frame of reference to draw upon if they are confronted with an active act of violence.

The natural response is shock – which can paralyze those who have not thought through how they would behave in such a situation.

Though it’s possible to conduct business for many years without a workplace violence policy, it’s definitely a risk for business owners.

In the unfortunate situation where your employees become involved in an active violent situation at work, training may save many lives.

Statistics on workplace violence are unreliable since data is maintained by the Bureau of Labor Statistics and doesn’t filter out crimes committed against police officers, convenience store clerks or taxi drivers, says Greenwood.

But experts concur that incidents are becoming more frequent as workers grapple with the myriad of issues caused by a shaky economy.

A workplace violence plan provides a framework for employees to bring forth situations or instances they find uncomfortable. Even if your business never experiences any sort of violent occurrence, employees will likely find comfort in knowing their safety is paramount to their employer.

Aside from a moral obligation to protect employees, employers also may face legal issues – and punitive damages – if they fail to establish and adhere to a workplace violence plan.

“A plan provides major mitigation of liability,” says Greenwood.

Top 3 Things Your Workplace Violence Plan Should Contain
By: Jennifer Leahy | Wednesday, December 01, 2010

Perhaps everyone who works in your office gets along perfectly and there is never a cross word. Maybe all of your customers and suppliers are equally as delightful and would never harm anyone under any circumstance. Most companies aren’t so fortunate. Though, obviously, you hope to never experience a workplace violence incident, having a plan in place can help all involved best manage the situation.

Though plans will, and should, vary by industry, a comprehensive and effective plan will contain these three elements:
A policy statement. Without a clear policy it can be tough for employees to navigate the many possible instances that can fall under the umbrella of workplace violence. The policy statement should define what constitutes workplace violence – a benchmark for behavior and an organized framework as to how the company will deal with reports.

“Employees can’t trust the company if they have a willy-nilly way of dealing with it,” says Don Greenwood, president of Don Greenwood & Associates, Inc., a Houston-based security planning and risk assessment consulting firm.

For example, John Q. Employee is frustrated with his new supervisor, often mentioning that the company would be “better off if he was gone.” One day, during a break, he tells a few coworkers that one day he will bring his shotgun and “take care of the problem.”

How do the employees handle the situation? Do they alert management? If so, how do they go about it?

A policy statement notifies employees that specific behaviors will not be tolerated and that threats or harassment of any type are forbidden. It also provides a guide for reporting threats to management. Typically this process will involve management and human relations teams.

“Without a policy, all an employee has to do is look you in the eye and say “I didn’t understand, didn’t know this wasn’t allowed,’” says Greenwood.

A response plan. What happens after an employee reports a potential threat? Ideally a clear plan exists to guide managers and HR professionals. There are a wide range of outcomes available.

In the case of one employee bullying another, it may be as simple as a “this is unacceptable behavior and it cannot continue” discussion with the understanding that termination will occur if the behavior doesn’t stop. The situation may call for alerting authorities.

“It may be necessary for a 72-hour hold for psychiatric evaluation. Any policeman can do this,” says Greenwood.

The response plan helps provide an organized response to the situation, also serving as a defense against future cases of discrimination.

Training. It may only be for one hour, or even just a day. But employees who have been trained in the area of workplace violence are far better equipped to handle situations that arise. Whether it’s feeling more comfortable coming forward with information or knowing how to react during the shock of an active incident of violence, basic training for all employees and more extensive training for managers is critical. Not having a plan can create liabilities.

“Companies who have programs are in better standing to defend themselves in court [should a workplace violence incident occur],” says Greenwood.

For each client that purchases the video, we are able to add their company’s branding by inserting images of their logo and their facilities at the beginning, end, and throughout the video.

DG&A NTAS Security Awareness Briefing – MARSEC-TWIC Module from Don Greenwood & Associates, Inc. on Vimeo.

This video also includes the MARSEC and TWIC video modules.

For each client that purchases the video, we are able to add their company’s branding by inserting images of their logo and their facilities at the beginning, end, and throughout the video.

For each client that purchases the video, we are able to add their company’s branding by inserting images of their logo and their facilities at the beginning, end, and throughout the video. We believe this strengthens the employees’ involvement in the video’s fundamental message – “If you see Something, Say Something”.

This video DOES NOT include the MTSA MARSEC and TWIC video modules. – See MTSA Video

This twenty minute video complies with the training requirements for All Employee Security Awareness under the CFATS RBPSs, the DOT standards, the Pipeline Guidelines, and with the TWIC and MARSEC modules, satisfies the requirements under the Maritime Transportation Security Act.

The video features Jim Bratton, the “Voice of Houston” in his role as the concerned, coaching senior supervisor.

The finished video has been branded, customized, and delivered to four security clients: Here is their direct feedback:

Don,
I watched the video at home over the weekend and it looked great, my wife compliments you as well. I will be showing it to the plant staff before scheduling the rank and file.
Thanks again.

Don
I think it looks great.

Don,
Just had time to view the video.
It looks and feels great.
Excellent job and I like the customization!

Don
I reviewed the video and it gets a big thumbs up from me!
- sound: good mid-level volume, high quality, clear
- VO delivery is superb; convincing, concerned, knowledgeable
-photo and video integration is great
-editing is excellent
- flow and linear content also very good
Thanks Don for a great video!

To see selected clips from the All Employees video, view our video trailer at:

Vimeo.com
http://www.vimeo.com/15663247

How Concealed Weapon Laws Impact Your Business
By: Jennifer Leahy | Wednesday, November 10, 2010

John loves to hunt, is a card carrying member of the National Rifle Association (NRA), and spends about 40 hours each week in your employ. He has a concealed handgun license. And tells anyone who will listen about his “right to bear arms.”
Where do his rights end and yours begin? Can you prohibit John from bringing a weapon onto your premises?
Probably not.

Traditional bans on all on-premise weapons by employers are continuously challenged in the courts, and there have been several significant changes that impact employers. More appear to be on horizon.

In the recent McDonald v. City of Chicago ruling, the U.S. Supreme Court declared the Second Amendment applies to state and local governments through the 14th Amendment and that handgun bans by state and local governments are unconstitutional under any standard of judicial review.

Although in all likelihood the issue will continue to be debated in the courts, the current climate indicates that workers cannot be legally forbidden to possess weapons at the workplace.

The “castle doctrine” that allows an individual to protect their property has been interpreted to include “home vehicle and workplace,” says certified Personal Protection Specialist Joshua Nobles.

Under such an interpretation employees would be allowed to possess a weapon (including guns, knives, or other items that might inflict harm) inside a locked vehicle at their place of employment, he says.

Employers can, however, require employees to undergo a registration process for on-premise weapons, says corporate security expert Don Greenwood of Don Greenwood and Associates Inc.

Weapons in the workplace are an emotional and complex issue that can stymie even the savviest of entrepreneurs.
“Companies didn’t do weapons policies until the 1990s,” says Greenwood.

The myriad regulations at the local, state and federal level are confusing and sometimes contradictory.
“It’s a prohibition of a prohibition type of scenario,” offers Nobles.

Even though you may be opposed to weapons of any kind and vehemently insist that they are not allowed on the grounds of your business, such a policy opens up the possibility of a legal challenge by an employee who feels his Second Amendment rights are being violated.
Business owners who forbid all weapons on premises may also assume liability for the safety of employees on their way to and from work if the employee is not allowed to possess a weapon, Nobles adds.

“Right to carry” laws vary by state and employers should keep abreast of current legislation and judicial rulings in all states where they conduct business.

DG&A Security Awareness Video Trailer from Don Greenwood & Associates, Inc. on Vimeo.