Category: Workplace Violence

Managing hostile employees

Posted by Cassie Yatsko-Shurr on March 29, 2017

We work with many clients on high-risk terminations to prevent workplace violence. But what if it never needed to escalate to that? A common trigger for many people who commit workplace violence is the perception they are being reprimanded or terminated “out of nowhere.”  Up until this point, it is likely that no one has […]

Workplace Violence

Posted by Kevin Hayford on March 22, 2017

According to the Occupational Safety and Health Administration (OSHA), approximately 2 million people are the victim of some type of workplace violence each year. This can range from verbal abuse, physical assaults to homicides and continues to be a growing concern for employers each year. There is no foolproof way to ensure that you or […]

Workplace Violence vs. Lone-Actor Terrorism – a false dichotomy

Posted by George L. Vergolias on March 15, 2017

How do we manage workplace violence differently from lone-actor terrorism? I get this question all the time from businesses and schools, large and small. The spirit of the question is sound. The wording is not. Talking about “workplace violence” vs. “lone-actor terrorism” is a false dichotomy. To unpack this confusion and add clarity, we need to dissect the wording. The workplace is a location, a […]

Workplace Violence and Executive Concierge Services

Posted by Amanda Reszkowski on March 8, 2017

As part of our ongoing support and consultation with high-profile executives, we acknowledge that with high levels of responsibility and authority comes greater stresses, from both within an organization and oftentimes the outside world.  These stressors can impact an executive’s ability to function at the level needed to sustain continued success personally and professionally. In […]

Workplace violence prevention begins with hiring

Posted by Cassie Yatsko-Shurr on March 1, 2017

Workplace violence prevention begins with hiring. Let me first define “workplace violence.”  When I say workplace violence, I am not just referring to incidents when an employee returns to work and starts shooting. Although tragic and at the top of the list of things to prevent, they are the minority of workplace violence incidents. We […]

Defensible Documentation of Threat Cases

Posted by Bruce Blythe on December 8, 2014

If a serious act of work-related violence occurs, the physical documentation of any involvement by the employer will be quickly requested by various stakeholders. OSHA will require all related documentation if someone is killed. The employer’s legal counsel and management team will want all documentation compiled. The ubiquitous plaintiff attorneys that inevitably show up will […]

Layoffs and terminations: when hostility or violence is a concern

Posted by Bruce Blythe on September 16, 2014

Terminating employees is always difficult. Beyond the compassion for the well-being of the individual, we all have the same concerns when it comes to disrupting a person’s livelihood. People who seemed fine in normal times can become immediately hostile and threatening when they learn they are losing their jobs. Should the procedures for high-risk terminations […]

How to stop school violence

Posted by R3 Administrator on September 17, 2013

One of the most pressing questions in schools today is “How can we stop school violence?” We know from experience that violence in the workplace can be drastically minimized. How about schools? While violence in schools cannot be 100% prevented, there is one approach that has been astonishingly successful that can be emulated in school […]

Layoffs & firings when violence is a concern

Posted by R3 Administrator on August 1, 2013

There are no methods that can completely and accurately predict who is going to become violent in the workplace and who is not. However, the guidelines in this article provide important and defensible considerations for assessing the likelihood of workplace violence. EA professionals should know their boundaries in working with threatening cases based on training, expertise, professional code of conduct, confidentiality laws, dual relationship issues and […]