Our Human Resources Blog

I blogged about “workplace violence” earlier this year, but given the recent tragedy at the Hartford Brewery in Connecticut -where 9 workers were killed by a disgruntled employee-  I think its worth looking at  the topic again...

Unfortunately, it is extremely difficult for employers to predict and avoid violence in the workplace.  However, employers can proactively approach this issue through education, training, and consistent workplace practices.

Many employers feel as if they are exempt from violence occurring in their companies, especially, smaller, entrepreneurial or family owned businesses.  Many smaller companies pride themselves in fostering a close and personal work environment.  However, this can be a mix for disaster, if the appropriate steps to mitigate retaliation aren’t taken.

Companies should train their employees and managers on how to recognize potentially violent employees and dangerous employee situations (i.e. an abusive relationship).  Written policies should be put in place to educate employees on how to handle threats of violence, or what to do in a life threatening situations.  Companies should also follow consistent workplace practices and general rules for progressive discipline, which can help eliminate hostile situations upon termination. 

Below are some tips to help reduce the risk of violence occurring in the workplace:

• Always try to terminate an individual in the earlier part of the week.  This gives them time to file for unemployment, look for another job, or take care of finances.
• Make sure that you have all of their information ready for termination (i.e. COBRA paperwork, unemployment information, last paycheck)
• Try to use progressive discipline, as much as possible, in order to give them time to improve on poor performance. (Employee's who are not notified of their deficiencies may assume they are complying with company policies. To suddenly be terminated without warning, can provoke anger towards the company or other individuals within the company.)
• If you do need to let an employee go immediately for gross misconduct, be aware of their behavior as they leave.  Have they expressed  signs of violence or verbally made threats to the company or co-workers in the past?  These could be potential signs of an individual who might act violently. 
• Make sure to notify all necessary staff that the individual is no longer employed and is not to be let onto the property.  If need be, request security from a private firm or local police force, if you feel that a termination might become violent.