Risk of workplace violence requires set plan of action

by Ruth Scott

SBJ Contributing Writer

Violence is one of the major causes of death in the workplace, a trend that has made tragic headlines this year alone. The key to dealing with the problem is prevention, according to Les Reynolds, executive director of the Safety Council of the Ozarks.

"There's probably more emphasis on planning and deterrence than ever before," he added.

The latest full data available on workplace violence is from 1996, he said. That year, 912 deaths from assaults and violent acts occurred at work, making it the second-highest leading cause of death in the workplace. Violence in the workplace can be either internal or external.

"One of the problems we see quite frequently involves a disgruntled employee who has been fired, demoted or severely reprimanded," he said. If this person's anger festers, he said, the employee might come back with a weapon to seek revenge.

In other cases, "Sometimes employees lose their temper on the job and start a fight or hit someone," he said.

Externally, the most hazardous exposure is in the wholesale and retail market, Reynolds said, especially those businesses open 24 hours.

"Assault and violent acts is the leading cause of death in wholesale- and retail-trade industries," he said. The Occupational Safety and Health Administration provides a publication, "Recommendations for Workplace Violence Prevention Programs in Late-Night Retail Establishments," which describes high-risk establishments and occupations, along with steps for an effective violence-prevention program.

According to Reynolds, it is to the employer's benefit to prevent problems before they occur. One way is to design facilities with security in mind. He said that companies with large numbers of employees have more potential for problems.

"If you have a lot of employees, you need to physically design the facility for safety," he said.

Some of Springfield's larger employers though still small by federal standards have taken action to prevent security problems.

"We have 370 people on site," said Kathy Miller, safety director at Springfield ReManufacturing Corporation. The company is setting up a program to allow only employees on site. Employees will receive security cards, she said, which will be used as swipe cards to gain entrance to the building.

Reckitt & Colman Inc. also uses security cards as a security measure, said Michelle Miles, health and safety specialist. The manufacturing company also has an emergency response team that could be contacted immediately in any type of emergency, she said.

Although there have not been any problems with violence since she has been in the position, she said, "probably one of the best things we can do is to ensure that our emergency response teams are trained to deal with that type of situation."

Companies should definitely have a plan of action, Reynolds said. "Those people responsible for reacting in an emergency should discuss possible situations," he said. "They should consider some worst-case scenarios, and develop their response."

This response could include handling the problem internally or involving law-enforcement officers, he said. "In a large plant, employers need to identify who they might need to call and involve them in the process." They also need to identify people within the company who are responsible for dealing with violent situations, he said.

"These people could be security or safety personnel, supervisors or management."

According to Reynolds, most major companies have someone in charge of safety, while smaller ones may use consultants such as the Safety Council. There are several companies that provide information and consultation about violence prevention and OSHA compliance, he said.

Although OSHA does not yet have regulations specific to workplace violence, Dale Dickinson, of Dickinson and Associates Occupational Safety Consultants, said he works with clients with an eye to future regulations.

"Probably within the next several years, OSHA will have regulations," he said. "For instance, some companies may have to have entry booths and enclose their entire facility with fencing."

Some types of workplace violence might fall under OSHA's general-duty clause, he said, which states that an employer must provide a safe and healthy workplace for employees, free of recognized hazards.

"It is important that a policy is set in which no act of violence is acceptable," Reynolds said.

If an employee hears a threat, he or she should tell a supervisor, who should then deal with the perpetrator, he said. Companies need to keep records of any violence on file, he added, and closely monitor any employee who has had a problem with violence.

"It's awfully important to keep a paper trail," Reynolds said. "Document everything."

He added, "Every person has the right to expect a safe workplace, and it is up to business and industry to provide it."