Conflict and violence in the workplace continue to rise. The Occupational Safety and Health Administration now averages over 2 million reported cases of violence each year. Differing opinions and perspectives are good, if handled effectively. However, they can be toxic or even dangerous if a resolution can’t be met.
Recent changes in gun laws should prompt almost every business to update workplace violence strategies. On Jan. 1, all Missouri residents, 19 years of age or older without criminal or mental health history, are legally permitted to carry concealed firearms without a permit. Because of the new law and the risks associated with workplace violence, it’s a good time to evaluate your company’s policies and procedures on conflict, violence and firearms.
It’s important to make a deliberate decision on allowing patrons and employees to bring guns into your premises. Missouri, along with over 20 other states, says employers may not prohibit an employee from legally possessing a firearm in his vehicle in the parking lot of the business. However, businesses do have the ability to regulate whether firearms are allowed into their buildings. Before making a decision, there are risks to be considered.
Regardless of how you feel about guns, there are many who feel very passionately about their constitutional right to bear a firearm. Customers have staged boycotts of major companies like Panera Bread, Target and Starbucks for simply requesting their customers refrain from bringing guns onto their premises. If you want to restrict firearms on your premises, you’ll need to post signage identifying it as being off-limits to concealed firearms.
Another risk to consider with the new law is gun owners no longer being required to complete eight hours of training. Lack of training, combined with their right to use deadly force and stand their ground in your business, could create additional liability for your company.
Allowing employees to carry weapons increases the risk of violence, because guns are more prevalent and could be discharged inadvertently or by untrained or unstable employees. The other perspective is that armed employees can protect themselves and others in the event of violence. Missouri’s castle doctrine law now allows guests and others the same self-defense rights as the property owner.
After making a decision on whether to allow guns in the workplace, a solid training program should be part of a company’s overall strategy. Keep in mind: If you neither establish a policy nor post a “no firearms” sign, you are allowing firearms on premises by default.
A good training program begins with recognizing signs of conflict. Everyone in the organization is responsible for both recognizing and resolving conflict. While conflict is natural, many of us are not trained on how to identify differences as well as communicate needs and concerns to reach an agreeable solution. Employees should be trained and empowered to communicate with one another, take ownership of their actions and develop ideas for solutions to the initial conflict. Leaders and managers should be trained on identifying signs of conflict, coaching employees to identify causes and facilitating solutions. Mediation can be used when coaching and when employees cannot resolve the conflict on their own.
Employees and managers also should be trained on recognizing early stages of behavior that may lead to workplace violence. Precursors to violence include excessive tardiness, reduced productivity, strained relationships, changes in hygiene, fascination with weapons, substance abuse, excuses, blaming and depression.
Employment policies, procedures, standards around behavior and timeliness of addressing violations are keys in reducing the likelihood of escalating behavior. A zero tolerance policy for any type of verbal abuse, harassment or violence should be reviewed with all employees at orientation and addressed in the employee handbook.
Although insurance coverages may respond to some instances of workplace violence, many costs, such as security, public relations and counseling, are not typically covered under standard policies. Workplace Violence Expense policies are now available to cover loss of income, crisis management and other related expenses associated with an incident.
It’s sad that workplace violence has become an increasing risk for businesses. Having a plan to address it will reduce the likelihood of an incident becoming a problem.
Richard Ollis is CEO of Ollis/Akers/Arney, an employee-owned business consulting and insurance advisory firm. He can be reached at richard.ollis@ollisaa.com.
