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Violence in the Workplace (A Preventive Program) EAP Works 770-449-1111 Ken Scroggs LPC, LCSW, LPC, CEAP.

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Presentation on theme: "Violence in the Workplace (A Preventive Program) EAP Works 770-449-1111 Ken Scroggs LPC, LCSW, LPC, CEAP."— Presentation transcript:

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2 Violence in the Workplace (A Preventive Program) EAP Works 770-449-1111 Ken Scroggs LPC, LCSW, LPC, CEAP

3 Copyright 2009 Ken Scroggs, LPC, LCSW, LMFT, CEAP2 Agenda 1.Outline 2.Definition 3.Workplace examples 4.Security policies and procedures 5.Violence categories 6.Organizational impact 7.Myths 8.Warning signs 9.Response 10.Prevention 11.Employee Assistance Program 12.Conclusion

4 Copyright 2009 Ken Scroggs, LPC, LCSW, LMFT, CEAP3 Outline 1.Understand the impact of violence in the workplace 2.Recognize warning signs 3.Understand appropriate responses to prevent and manage workplace violence 4.Know your responsibilities as a Manager 5.Know our Corporate security policies and procedures 6.Identify resources for help

5 Copyright 2009 Ken Scroggs, LPC, LCSW, LMFT, CEAP4 Definition Workplace violence is any perceived act of physical, verbal or psychological threat, assault, or trauma on an individual / work group that results in physical and / or psychological damage

6 Copyright 2009 Ken Scroggs, LPC, LCSW, LMFT, CEAP5 Who is at risk? 1.2 million American workers are victims of workplace violence each year 2.645 workplace homicides were recorded in 1999 (Bureau of Labor Statistics) 3.Workplace homicides are the 3rd leading cause of occupational fatalities for all employees (2nd for women) 4.One in 6 crimes in the U.S. occur at work 5.13% of stalkers are former employees or co- workers

7 Copyright 2009 Ken Scroggs, LPC, LCSW, LMFT, CEAP6 Who is at risk? cont. 6.Annually an average of 6 million employees are threatened and 16 million are harassed 7.30% of all female homicides killed by spouse 8.75%of violence victims are harassed at work 9.54% of battered employees miss 18 days/yr. 10.44% of all abuse victims have lost a job

8 Copyright 2009 Ken Scroggs, LPC, LCSW, LMFT, CEAP7 Examples San Antonio, TX, Community College Library, Librarian shoots and kills fellow librarian at the library where both men worked, October, 2008 NASA, Employee with performance problems shoots supervisor several times before taking a hostage then shooting self, Houston, TX, April 2007

9 Copyright 2009 Ken Scroggs, LPC, LCSW, LMFT, CEAP8 Examples, cont. Safeway, Stressed employee guns down 5 co- workers, one fatally before dying in firefight with police Denver, CO June, 2006 St. Louis, MO, After committing crimes at two separate non-work locations, man shoots two people and then himself at work, due to stress of being charged too much for child support, April, 2006 Atlanta, GA, Defendant Nichols shoots Fulton County Judge and court reporter with deputy’s firearm, March, 2005

10 Copyright 2009 Ken Scroggs, LPC, LCSW, LMFT, CEAP9 Examples, cont. APEX, Mail Bomb for employee sent by Ex-husband, July, 2001 Home Depot, 2 murders & suicide, Atlanta, July, 2001 Alabama truck driver complained his co- workers were spreading rumors about him; shot and killed 3 ~ June, 2000

11 Copyright 2009 Ken Scroggs, LPC, LCSW, LMFT, CEAP10 Work Examples 1.Jealous wife a)Calls spouse’s boss and co-workers b)Threatens to come to workplace c)Threatens to kill herself 2.Sexual harassment a)Female is approached by male co-worker b)She rejects the advances c)He invades her personal space and sends obscene e-mail messages

12 Copyright 2009 Ken Scroggs, LPC, LCSW, LMFT, CEAP11 Workplace Examples (cont.) 3.Medical a.Employee was extremely depressed b.Stopped outside CEO office and stood staring c.police had to remove employee 4.Physical violence a.Two employees have a verbal altercation b.Agree to step outside and continue with a ‘fist-a- cation’

13 Copyright 2009 Ken Scroggs, LPC, LCSW, LMFT, CEAP12 Violence Categories Type I. The offender has no legitimate relationship to the workplace or the victim and enters the workplace to commit a criminal act, such as a robbery. Likely victims of these offenders are taxi drivers and employees of small, late-night restaurants, convenience stores, liquor stores, and gas stations. More than half of the workers killed die at the hand of these offenders.

14 Copyright 2009 Ken Scroggs, LPC, LCSW, LMFT, CEAP13 Violence Categories (cont.) Type II. This perpetrator is either the recipient or the object of a service provided by the affected workplace or victim, such as a current or former customer, student or patient.

15 Copyright 2009 Ken Scroggs, LPC, LCSW, LMFT, CEAP14 Violence Categories (cont.) Type III. The offender has an employment-related involvement with the workplace. This relationship may be direct or indirect. It usually involves a current or former employee, supervisor, manager, or executive; or a current or former spouse, lover, relative, or friend.

16 Copyright 2009 Ken Scroggs, LPC, LCSW, LMFT, CEAP15 Violence Categories (cont.) Type IV. Terrorism and hate crimes. This may be based on personal or political beliefs and may not involve employment or a direct relationship. Examples may include anti-nuclear environmental groups, neo-nazi organizations, etc.

17 Copyright 2009 Ken Scroggs, LPC, LCSW, LMFT, CEAP16 Organizational Impact 1.Emotional trauma 2.Absenteeism/lost time 3.Medical/mental health costs 4.Disability claims 5.Workers comp 6.Reduced productivity 7.Negative publicity 8.Potential liability 9.Post traumatic stress disorder

18 Copyright 2009 Ken Scroggs, LPC, LCSW, LMFT, CEAP17 Myths Myth #1: Violent employees just snap, without warnings or clues. Myth #2: If violent employees provide clues, there should be no incidents of workplace violence. Myth #3: Individuals who commit workplace violence have lost everything.

19 Copyright 2009 Ken Scroggs, LPC, LCSW, LMFT, CEAP18 Warning Signs Note: Cannot predict or assume potential for violence based on any one of the following indicators. Cluster of factors are considered in evaluating risk level.

20 Copyright 2009 Ken Scroggs, LPC, LCSW, LMFT, CEAP19 Warning Signs (cont.) 1.History of aggressive behavior, violence (including domestic violence) 2.Identification with aggressors or past violent acts 3.Preoccupations with weapons 4.Intimidating/aggressi ve behavior 5.Significant changes in appearance, behavior, social interaction 6.Impulsive, erratic behavior 7.Mood swings

21 Copyright 2009 Ken Scroggs, LPC, LCSW, LMFT, CEAP20 Warning Signs (cont.) 8.Suspicious, paranoid behavior 9.Bizarre or obsessive thoughts (romantic obsession) 10.Stalking 11.Significant losses and / or personal problems 12.Extreme desperation, hopelessness, suicidal tendencies 13.Strong sense of entitlement; blaming others 14.Moral righteousness 15.Alcohol / drug abuse

22 Copyright 2009 Ken Scroggs, LPC, LCSW, LMFT, CEAP21 Corporate Security 1.Building access 2.ID Badges and access cards 3.Emergency reporting procedures 4.Incident response plan 5.Bomb threat response plan

23 Copyright 2009 Ken Scroggs, LPC, LCSW, LMFT, CEAP22 Corporate Security (cont.) ID Badges & Access Cards 1.ID Badges must be worn at all times 2.Access cards are used for entry into docks and buildings 3.Guards / Front Desk check ID 4.24-hour Security guard service 5.Off-duty City or County Police Officer 6.After hour on-call program for emergencies 7.Routine checks of parking decks and campus 8.Security cameras

24 23 Corporate Security (cont.) Incident Response 1.Call to Security or Dispatch 2.Security / Dispatch team respond 3.Team maintains radio contact 4.911 call, team stationed at designated sites 5.Designated sites: driveway, loading dock, elevator and hallway 6.Hallways are kept clear and escort provided 7.Goal:respond quickly, quietly and efficiently

25 Copyright 2009 Ken Scroggs, LPC, LCSW, LMFT, CEAP24 Response 1.Take immediate action and call violence prevention team, Security, Hr,EAP... 2.Consider safety first 3.Remain calm and in control 4.Remove Employee from worksite (as appropriate) 5.If assistance is needed, follow Corporate emergency reporting procedures

26 Copyright 2009 Ken Scroggs, LPC, LCSW, LMFT, CEAP25 Remember 1.Remember that other individuals who experience violence in the workplace may be traumatized and need intervention or counseling 2.Consult with EAP to assess need for Stress De-Briefing sessions.

27 Copyright 2009 Ken Scroggs, LPC, LCSW, LMFT, CEAP26 Employee Assistance Program, EAP 1.Corporate Intervention 2. Onsite Stress Debriefing 3.Consultation & Training 4.Drug Free Workplace Training 5.Violence Prevention Seminar Training

28 Copyright 2009 Ken Scroggs, LPC, LCSW, LMFT, CEAP27 Employee Assistance Program, EAP 1.Individual Intervention 2.Individual Evaluation of Depression & Referral 3.Individual Treatment, Medical Management, Support Groups & Family 4.No-Suicide Contract 5.24 hour family support & treatment 6.Follow-up

29 Copyright 2009 Ken Scroggs, LPC, LCSW, LMFT, CEAP28 Prevention 1.Promote involvement and demote isolation 2.Maintain safe, harassment-free work environment 3.Set appropriate limits regarding acceptable workplace behavior 4.Encourage effective two-way communication 5.Deal with “Distrust” asap with in the organization

30 Copyright 2009 Ken Scroggs, LPC, LCSW, LMFT, CEAP29 Prevention (cont.) Be aware of warning signs, clues Take threats seriously, including jokes !!DO NOT IGNORE!! Consult with HR & EAP Works 770-449-1111


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