Workplace violence is fact of life, even when it doesn’t make headlines

I am usually not one to make predictions, and especially ones with such sadness and devastation, but it will happen again. We will see another news story about a disgruntled, fired, laid off or miss treated worker taking revenge on his employer and fellow co-workers.

In recent weeks, we heard the news of nine dead as a recently fired co-worker took revenge. Another story with a local tie reported the execution of the convicted killer in a 1991 workplace violence incident.

These workplace violence incidents are not as uncommon as you would think and not all make the national news. According to studies conducted by the National Institute for Occupational Safety and Health, each week in the United States, an average of 20 workers are murdered and 18,000 are assaulted while at work. The Occupational Safety and Health Administration carries the burden of assuring safe and healthful working conditions for every working person and to preserve our human resources. The agency adopts and enforces rules and regulations consistent with this assigned duty. Yet, there is no rule or regulation specifically associated with workplace violence.

Some states, among them New York, run their own OSHA program and have adopted such rules, but no federal rule exists. Even with an adopted rule, workplace violence cannot be totally eliminated. But, with proper guidance, adopted policies and procedures, an understanding of the risk factors, the identifying of potential problematic conditions, along with an effective Employee Assistance Program (EAP), one can reduce the risk factors that may result in a workplace violence incident.

To begin, all employers must make the commitment and establish a “zero tolerance” to any type of workplace violence including non-fatal and abusive assaults. A statement in writing sets the foundation for the developed and implemented Workplace Violence Policy and Procedure.

Employers must begin by understanding the employment risk factors, such as but not limited to dealing with the public, the exchange of money, the delivery of services or goods and dealing with disciplinary actions such as firing or reprimands.

Next consider prevention or risk reduction measures which should include (but are not limited to) policy and procedures associated with cash-handling, physical separation of the work area with customers or anyone walking in off the street, good lighting, especially for parking lot areas, security devices such as access cards, escort services for third shift or late hour employees, and employee training.

There is no “one size-fits all” solution.

Additional information on workplace violence is available at the Center for Disease Control and Prevention web site: Http://www.cdc.gov/niosh/violcont.html.

John P. Leseganich, Canfield

The writer is a safety and health consultant.