Workplace violence is a big subject and identification of the problems and potential solutions cannot be addressed adequately in a short article, so consider this as Part I in a series of articles addressing this growing and serious problem.

The General Duty Clause of the Occupational Safety and Health Act says that employers must provide employees with a workplace “free from recognized hazards that are causing or are likely to cause death or serious physical harm.”  Workplace violence qualifies as such a recognized hazard.

• According to the FBI, workplace violence is the #1 growing homicide in the country.
• Nearly 2 million assaults/threats of violence against Americans at work occur each year.
• In 1997, 2,500 out of every 100,000 workers were attacked on the job.
• Workplace homicides are the leading cause of job related deaths.

The statistics go on and on.  The suggestions for identification and prevention are also voluminous.  I am going to identify three that can assist at the
pre-employment stage.

Application and Interview
The employment application is a source of a great deal of information about a potential employee.  Careful review of an application may raise “red flags” that can include the following:

• An application that is incomplete or has portions that have been deliberately or inadvertently omitted.
• Carelessly filled out or overtly messy.
• An incomplete work history, with time gaps between changes in employment.
• A work history that does not make sense, with too many employment changes and/or a downward progression in employment.

The interview process is one of the best sources of information about the applicant, as well as a place in which “red flags” may appear.  Things to look for and evaluate during the interview include:

• The applicant’s approach, demeanor, and emotional state.
• Level of cooperation, openness, and truthfulness.
• Physical appearance and grooming.
• Body language and eye contact.
• Response to questions, including whether the question asked is the question answered and whether too little or too much information is provided.
• Interviewer’s comfort level during interactions with the applicant.
• Applicant’s interest in the job.

Drug Testing

Florida law allows pre-employment drug testing.  Drug testing can help identify individuals who have the potential to become problem employees.  Some potential problem employees may self-select themselves out of the employment process because they are aware that they may not pass a drug test.  Other applicants are obviously eliminated when they fail the test.  Drug testing cannot completely eliminate potential problem employees; but it can diminish the problems associated with employee drug use.

Background Checks

The ultimate goal of the employment process is to hire an applicant with the abilities and personal qualities that are needed to do the job they are being considered for and to contribute to the organization in a positive and productive manner.  Background checks are one of the most important steps in helping to achieve that goal.  The following is some of the information that may be available from background checks:

• Criminal court records can provide information on convictions for misdemeanors and felonies.  Obviously an applicant with a history of criminal prosecutions involving violent behavior increases the risk that the applicant would engage in violent behavior during the course of employment.
• Civil court records can provide information on the applicant’s litigation history, including whether the applicant has ever been involved in fraud or breach of contract.  If the applicant has owned their own business in the past, there could be litigation involving failure to pay bills or taxes, sexual harassment, false advertising, or unethical business practices.
• Credit records can be reviewed for financial difficulties, fiscal irresponsibility, long-term problems with creditors, and bankruptcies.
• Driving records are of particular importance for applicants who would be required to drive as a part of their job duties.  Driving records can provide information as to whether an applicant is irresponsible, unreliable, and/or prone to aggressive and dangerous behavior.
  

For over a decade employers have developed and implemented workplace violence prevention programs.  There are signs that these programs are having a positive effect as instances of violence are starting to decline.  I believe that an effective and consistent pre-employment screening program can impact this risk.  If you have questions regarding workplace violence, please contact the Public Risk Underwriters Safety and Risk Management Department @321-832-1450.