Workplace violence events are occurring with more frequency and severity all over the United States. According to the U. S. Bureau of Labor Statistics, 5 percent of U. S. businesses experience workplace violence yearly. The percentage of workplace violence increases to 50 percent for organizations with 1,000 employees. The FBI stated that in 2014 an active shooting incident occurred, on average, once every three weeks.
However, given the size of the United States, the chances of being a victim of a workplace shooting is statistically low. These statistics capture the most severe types of workplace violence but certainly not the most prevalent forms. OSHA reports that roughly two million workers report incidents of violence each year such as harassment, threats, aggressive and belligerent behavior to name a few, which does not include the majority of cases that go unreported.
But how is workplace violence defined, and who are the primary perpetrators? How do you successfully prepare in advance for an active shooter scenario? How should you put in place a proactive workplace violence prevention program?
If you are an employer, safety officer manager, or an employee these are some serious concerns that you need to address and prepare yourself for. In this informative virtual boot camp, our panel of expert speakers Dr. Susan Strauss, Alain Burrese and Joe Keenan will discuss the steps that an organization should take to create a stigma-free workplace that is centered on the well-being of its employees' physical and mental health. After attending this virtual boot camp, you will be better prepared to draft workplace policies that do not infringe on employees gun rights. You will also learn how to enforce such policies by understanding the legal issues around state gun laws providing the right to carry.
An active shooter scenario can happen at any time and anywhere. Unfortunately, this is becoming all too common as societal violence spills over into the workplace. The FBI estimates that 1 million people are exposed to workplace violence each year. This session will cover how to get proactive and put programs in place to prevent a workplace violence episode. You will learn about the elements to include in a workplace violence prevention program and how to conduct employee training on responding to an active shooter scenario. This session will address site-specific workplace violence prevention questions and answers, as well as potential scenarios.
Considering the staggering events of mass shootings in the news over the last several months, workplace violence might be foremost in our minds. Most of us think of workplace violence occurring only in the workplace setting, but the threatening conduct is broader and may encompass behavior occurring outside the actual workplace. Even domestic violence creates challenges for all employers. Employers have been found to violate federal discrimination laws when they take an adverse action against domestic violence victims. An example is if an employer disciplines a domestic violence victim for being absent but does not discipline other employees who are absent.
This session will explore the many aspects of workplace violence. One study indicated that employers pay $1775 more on each victim of domestic violence annually in terms of medical costs, increased insurance and more. Additional costs include loss of employees through turnover, absenteeism, psychological damage to all – resulting in increased health insurance, cost for worker's compensation, cost for improved security, damage to property, stolen property – cost of repair or replacement, lawsuits, increased insurance premiums and poor reputation leading to decreased business.
Developing policies designed to maintain a safe, healthy workplace can be tricky when various laws provide employees certain protections when taking guns to work. Some employers consider policies prohibiting their employees from possessing firearms during work time or on the employer's property. The goals of these policies are to help protect other employees and to limit employers from liability. On the other side, gun advocates look to laws protecting the right to bear firearms. There are many state laws that restrict an employer's ability to prohibit employees from possessing firearms. These vary from jurisdiction to jurisdiction.
This session will explore the types of protections provided to employees and their right to carry a gun and the issues you must be aware of when drafting workplace violence and firearm policies.
More and more people are complaining of feeling depressed, hopeless and just plain out of sorts. Therapists indicate that more and more people are seeking therapy, especially since the 2016 election. Examples of the most common psychological disorders include major depression and dysthymia, bipolar disorder, anxiety, schizophrenia and an array of personality disorders. Those individuals with depression have 2.5 times the risk of an on-the-job injury. Workplace depression results in 200 million lost days annually. Employers lose an estimated $52 billion annually in loss of productivity and insurance payments.
Workplaces can and should play a significant role in minimizing their employees' mental health risks. Employee stress levels continue to rise as more and more employees spend more and more hours at work without an increase in pay or benefits. Burnout and depression, particularly to millennials and millennial women are reported more than any other generation.
These are your employees—what are your responsibilities as a manager or HR professional in recognizing and helping them? Mental illness is a covered disability under the ADA Amendments Act of 2008 (ADAAA) and therefore is subject to the law of the ADAAA including the requirement to engage in an interactive process. Managers and HR professionals often walk a delicate line in dealing with employees who may have a mental illness or exhibit signs and symptoms that give pause in considering if an employee needs to be referred for outside assistance such as EAP. But how does one refer a troubled employee without violating the ADA? What steps should an organization take to create a stigma-free workplace that is centered on the well-being of its employees' physical and mental health? This session will discuss these issues in detail.