$9.95 Flat Rate Shipping USA

Workplace Violence

  • Gun Control and Behavioral Based Safety

    In the last few years it seems like we’ve discussed everything safety that can be discussed. The challenge is always relevance or the topic du jour. We discussed bike safety, cold, hot, electrical, first dates, crossing guards, and ladder safety in the woods. We discussed drugs and alcohol in the workplace and its overall effect on not just the work environment but the dangers it presents behind the wheel, and at home. Not to mention the precedent setting laws created to appease a minority. Whoops I almost got political. I’ve tried to avoid political topics even though it can be a safety issue.

    In the last years we’ve seen a rise in “Gun Violence”. The issue has polarized the Second Amendmentcountry and challenged us to act to a point where as a safety company we are developing an “Active Shooter Awareness” training. What a sad day. The second amendment, “The right to Keep, and Bear Arms” doesn’t mean wearing a short sleeved or a sleeveless shirt or blouse. I don’t mean to diminish the issue because it truly has touched a lot of lives. It seems everyone has an opinion and to try to make everybody happy would create turmoil, in a system that was meant to be simple, by creating “what ifs” and “exceptions”. That’s a lawyer’s pay day.

    Yes “Everybody’s Life Matters.” So as safety advocates what can we do short of metal detectors at the gate? We’ve said it before. We must create a culture of safety. Employ “Behavior” based programs using “on line training”, classroom and production floors or wherever it is appropriate. Where everyone is not just responsible for his or her own safety but for recognizing the safety of those they work with, and treating them with respect. Employers need to be involved. It starts at the top. They must challenge their HR and Safety departments, and supervisors, to be vigilant, and proactive in their training and making good choices, while exercising fairness.

    I don’t mean to oversimplify the problem. This is a problem that is not going to go away anytime soon, because it is as complex as is our society is in general, with instant access to…(you fill in the blank here). We do need to break the problem down into its simplest terms, and remember it’s not a competition; “We VS. Them” so you can read the results in the sports news tomorrow. It’s a matter of taking care of each other, while recognizing individual needs. Its Basic Living 101, and respecting the rights of all. This isn’t a new concept it’s been around since the dawn of man. Need one more example? Read the story of the “Good Samaritan” You can search it on line or you can find it in the Bible Luke 10:25-37. We need to restart somewhere and soon. Please consider being a part of the solution. It starts at home.

  • Angry at Management or Anger Management

    As a young boy I quickly discovered that I was considerably smaller that most of my friends. So I learned to compensate to make up the difference. I could run pretty fast, and I was good at catching a ball. I developed a pretty keen sense of competition, both on a field, and in a classroom. The other thing I learned to develop was a vocabulary used for both good and not so good, that’s where my speed paid dividends. In those days you didn’t get a ribbon for participating, you either won or you lost. Honestly I was a terrible loser, and my vocabulary got me in trouble where I either backed myself into a corner or someone else. If they were anger managementbigger than me, and usually they were, it didn’t turn out so well. Those habits don’t go away real easy and as an adult I was gently reminded that I needed to address the issue more than once. I needed to get an understanding of anger, how it works and what causes it. So “Anger Management” here I come.

    I did find out that I wasn’t the only one, but that was of little consolation. Did you know that one out of six violent crimes happens in the workplace? Did you know that the number one killer of women in the workplace is violence? How many times has someone told you to relax or calm down? Did you listen or did it just send you to the next level? There are several types of people who should consider some type of relaxation response training or awareness. Ask yourself these questions: Do I have Coronary problems? Do I frequently get angry? Am I frequently tense and irritable? Do I experience a lot of aggravation? Am I impatient? Do I have a stressful job? Do I want to live longer and healthier? Do I want to be a top performer? A positive answer to any of these questions should tell you that you need to be able to learn to relax, and recognize the triggers that cause an anger response, and then take a breath. This is all easier said than done, and there is a lot more to be learned, anger is like an addiction, it’s not an easy journey. This is important for both you and your family, not to mention your co-workers. Many places of employment today have a Zero Tolerance Policy toward anger and violence. Your employer just can’t take a chance.

    There are occasions when a display of anger is necessary and justifiable. It gives validation to our humanness, as long as it is controllable and makes a point. In our workplace today, a manager needs to be able to identify those who are at risk, and to be able to deal with the “What If” as well as be a referee on occasion. This can also be referred to as “Conflict Management" . This topic is much deeper than this blog. Anger and violence in the workplace is very real and deserves all the attention it gets. Anger Management will earn you better relationships, greater productivity, and a healthier life.

  • U.S.: A Country of Violence?

    Has the United States become a very dangerous place to work? Mad gunmen went astray, killed innocent people, and made headlines for the whole world to see. It is high time for the government to take notice of our public gun laws. But, the government alone can’t stop violence. It needs the people to take part. Read more from Mary Bailey on “Workplace Homicides Up 50 Percent in 2012.”

  • Workplace Personal Safety: What You Need to Know

    Although employers are held responsible for workplace health and safety issues, employees are also expected to take safety measures at work. Workplace violence, such as discrimination and sexual harassment, is beyond the full control of employers. You can either continue to be a victim or deal with them once and for all. Here’s a helpful post from Scott Roberts: “Personal Safety at Work.”

  • Stop Bullying to Save Your Business

    “Bullying” may sound too high schoolish for employers to give it any extra attention. But with the increasing bullying incidents that had led to safety and health issues and made employees leave their jobs, it’s high time for employers to turn their cards and start taking this workplace “dilemma” seriously.

    True enough, it is really complicated to spot bullying. In fact, there’s a thin line between being mean and a bully. According to the Workplace Bullying Institute (WBI), while these two may look so similar, being mean actually stops when something has been successfully done. To make this a little clearer to understand, let’s have a manager and his associates as an example of a mean attitude: He gives them instructions, yells at them if he has to repeat them for the nth time, but stops all the pressures once the job is done. On the other hand, bullying is mistreating a single individual over and over again with the purpose of offending, threatening, intimidating, and/or humiliating that individual. If this isn’t enough to differentiate the two, just think of the fine line as this: personal malice.

    In his post “Taming the Workplace Bully,” Adam Piore mentioned two psychological reasons why some people are bullies - they are popular and want to stay that way, or they can also be the ones with low self-esteem and want to feel superior.

    So, what can employers do about bullying? The first step is to gather all employees, from senior managers to rack-and-file employees, to a meeting and discuss with them the efforts of the company on anti-bullying. Then, together, you can create a grievance policy that would explain what they have to do in case bullying problems arise. Lastly, follow the policy very seriously.

    Before things go out of hand, it’s good to know the root cause of small problems. Employers should take time off to walk around the working premises and see firsthand what’s really going on inside.

  • Bullying at the Workplace

    It could start with a mere snide remark about how an employee eats her lunch. To employers, it may just look like employees who love joking around to pass the hours. But if you look a little more closely, this can develop into bullying, which can hurt the productivity of victims and eventually the business. Learn more about this issue in “Taming the Workplace Bully” by Adam Piore of Bloomberg Business Week.

  • Violent Assaults, Workplace Safety Issue

    Workplace violence is another angle the OSHA (Occupational Safety and Health Administration) has been looking at for dangers employees (and even customers) may face. In fact, they have just found out that even nursing homes aren’t safe. Find out the full story in “Workplace Violence Prompts Rising Concern” by Eric Robinette for the Middletown Journal.

  • The Safety Risks You’re Exposed to at Work

    We try to finish college so we can land a high-paying job. We wake up each morning with the thought of how we’re going to get through the day at the office, how we can finally get a promotion and receive a higher salary. We go home not to relax, but to spend the whole night being bothered of how good (or bad) we did at work. Ladies and gents, don’t you know, we spend a roughly 90% of one year of our existence working for money! There’s actually no problem about it. After all, who doesn’t need money to survive? The thing is, has it ever crossed your mind whether or not you’re safe at work?

    There are different types of hazards that employees are exposed to depending mainly on the nature of their job. Occupational health, a branch in medicine that deals with possible safety risks in working environments, categorizes them into three: physical and mechanical, biochemical, and psychological.

    Among these three types, psychological hazards are the most ignored. If we only knew, intentional violence has been one of the major causes of workplace accidents, according to the Department of labor statistics. What does this tell us? Sometimes, peace of mind, stress, burnout and other psychological problems are too personal for employers to step in and care. It only means that employees, at this level, must take the responsibility. Although, we also have to take into account other psychological threats in which employers are expected to monitor and assess, such as bullying and sexual harassment.

    The safety hazard categories are fully discussed in “Is Your Workplace Safe?

  • Violence: A Threat to Safety

    Just because you’re not worrying every minute about falling debris or about being buried alive inside a mining site does not mean you are safe from all physical risks. Accidents are not just caused by workplace safety risks! According to Department of Labor statistics, intentional violence can be just as scary. Sue Reisinger covered the full story: Dept of Labor Data Shows 1 in 5 Workplace Deaths Due to Violence.

  • Workplace Safety: Boredom vs. Bullying?

    Sure, bullying can be a nasty business in the workplace, and it’s only right that our laws should monitor it. The funny thing, though, is that we’re going too far away from the real concept of workplace safety by putting workplace boredom as a consequence of bullying. From where exactly is this coming from? Read more on “Strict Workplace Health and Safety Replacing Common Sense?

Items 1 to 10 of 11 total