Workplace can be a minefield

CLEVELAND - The workplace has always posed a long list of challenges such as hiring, firing and employee rights. With the recent increase in workplace violence, employers and employees can add safety from assault and harassment to that list. "If we don't feel safe at work, we will not be able to work at the next level. If an employee feels uncomfortable and leaves, it will cost the equivalent of one year's salary to replace them, " said Auleen Jarrett, president of Crimefree Seminars, Livonia, Mich. Security is vital for employees to perform effectively, she stressed.. In cases of workplace violence, who is the attacker? Jarrett provided the following breakdown: * Customer, 44% * Stranger, 24% * Co-worker, 20% * Boss, 7% * Former employee, 3% * Other, 3% What about non-violent harassment. Again, Jarrett offered some statistics: * Co-worker, 47% * Boss, 39% * Customer, 15% * Stranger, 2% * Former employee, 2% * Other, 2% Each year in the workplace there are about 1,000 murders, said Jarrett. But homicides are only a small portion of workplace violence. There are also 2 million physical attacks, 6 million incidents of threats, and 16 million cases of harassment. Jarrett believes it's a good idea to put together a workplace violence team. There should be a zero tolerance policy for threats, and employees should be trained in conflict resolution, communication and handling stress. Physical security measures such as controlled access, proper lighting, alarms, key cards and identification badges should be established. "There should be no unescorted non-employees in secured areas. Teach employees to be alert to suspicious behavior. One person alone opening and closing is an invitation to trouble," Jarrett warned. Surveillance cameras are good deterrents, she said. Large windows in front allowing passersbys to see in also cause robbers to shy away - so don't block the view with large banners promoting loan specials. Back doors are often weak points. Have a window or peephole in that door so the last people leaving can see if anyone is lurking outside. Notice and acknowledge everyone who comes in, she suggested. Those smiling Wal-Mart greeters aren't just friendly folks - they're a powerful shoplifting deterrent. When they say "hello," they're in effect saying, "We've noticed you and know you're here and what you look like." Even if a teller is busy with another member, she can look up and nod, indicating she realizes the member is there and will get to them as soon as possible. Jim Sterling, president of Sterling Consulting Services, Westerville, Ohio, described employment as a "minefield," beginning with recruitment. "It used to be you ran an ad in the Cleveland Plain Dealer or Columbus Dispatch," Sterling said. But "just putting an ad in the newspaper today doesn't generate the response you want." Sterling said a listing in the newspaper "Help Wanted" section is still necessary, but in today's labor market employers need a multifaceted approach involving techniques such as radio spots and posters inside buses. Once the resumes arrive and interviews begin, Sterling strongly urges background checks. "Over 50% of people who fill out an application lie about how much they're making. You may also find out a person has a history of violence," he warned. He likes the idea of pre-employment drug testing. "It is becoming more and more common and less expensive. It has continually been supported by court rulings," he said. Once on the job, today's employee is likely to be better educated and more aware of their rights, Sterling continued. Those rights can vary from state to state. For example, in Ohio employees do not have the right to see their personnel file. In Michigan they do. Most companies set a policy allowing the employee to see the file in the presence of the human resources manager. Equal treatment should be a no-brainer. After all, "This year may be the first year in the history of the country where more women are working than men," Sterling said. White males are already a workforce minority. When the employee doesn't work out, the termination meeting should be short and to the point. Have a termination policy which provides for someone else, perhaps the HR person, to review the case before the termination. Also offer an appeals process. "It's one of the safety nets that helps diminish the possibility of violence. Violence often occurs because someone was fired, demoted or not promoted. An appeals process helps the employee not feel backed into a corner," Sterling said. Employers also need to guard against possible discrimination and harassment, he said. Racial and gender discrimination and sexual harassment make up 80 percent of Equal Employment Opportunity Commission cases. Age discrimination claims are another threat, one Sterling believes will spark more lawsuits in the coming decade as the population ages. Just as there should be written termination policies, there should be clear policies against sexual harassment. "If you don't have a separate sexual harassment policy in your handbook, you should get one. It may provide a `safe harbor' in case of a claim," Sterling said. "I've investigated over 100 sexual harassment claims. Typically the person who has done the harassment has harassed others." - ECour58516@aol.com