Workplace violence on the rise in Washington state — what to do?

Workplace violence is on the rise, Officer Matt Peringer of the Redmond Police Department warned attendees at a free workshop last week. Violence is the fourth leading cause of workplace deaths in Washington state. Roughly 20 percent of women who die at work are murdered by a current or former husband or boyfriend.

Workplace violence is on the rise, Officer Matt Peringer of the Redmond Police Department warned attendees at a free workshop last week.

Violence is the fourth leading cause of workplace deaths in Washington state. Roughly 20 percent of women who die at work are murdered by a current or former husband or boyfriend.

Yet according to Peringer and Teresa Keogh, a legal advocate for Redmond Police, many incidents could be avoided if employers and employees had prevention and response plans set up in advance.

They described four types of workplace violence:

• The majority of workplace violence fatalities stem from attacks by strangers, someone who has no legitimate business relationship with the victim, such as a robber.

• The majority of non-fatal workplace violence incidents are committed by angry customers or clients.

• Violence between co-workers often erupts because of perceived unfair treatment or disagreements.

• Domestic violence can also permeate the workplace, when an employee with a troubled personal relationship is stalked or harassed while on the job.

WHO’S AT RISK?

Certain conditions may increase the likelihood of violence in your workplace, regardless of the overall safety of your community.

Peringer pointed out, “I’m amazed at how often people leave their car doors unlocked, saying, ‘Oh, I’m safe — it’s Redmond.’”

• Anyone who has contact with the public is at risk, especially if they handle money. That means cashiers, bank tellers, taxi drivers, etc.

• If you deliver passengers, goods or services, you are vulnerable. This could be a bus driver, a caterer or landscaper.

• Working with unstable or volatile persons in health care, social services or criminal justice settings can be dangerous.

• Working in isolation is risky.

WHAT TO DO

• Post signs stating that your cash register only contains minimal cash and leave a clear, unobstructed view of the cash register from the street.

• Have a drop safe or limited-access safe.

• Improve outdoor lighting.

• Consider hiring private security guards.

• Post laws against assault, stalking or other violent acts.

• Control access to the workplace (lock doors, make visitors sign in and out, etc.).

• Limit access to potential weapons. Scissors or box cutters can be used as weapons.

• Make sure employees know how to enter or exit quickly when threatened with violence, just as they should know what to do in case of a fire.

• Use a PA or other system to alert employees of a security breach.

• Also adopt a communication method to contact police. When in doubt, call 911. It’s better to be safe than sorry.

• Train employees on acceptable workplace behaviors and de-escalation techniques appropriate to your industry.

• Managers should have training on how to prepare people for layoffs or how to carry out disciplinary actions.

• Employees should be given access to counseling services so that violence isn’t seen as the only solution to their problems.

RED FLAGS

Domestic violence is “a separate animal” from other workplace threats, said Peringer and Keogh.

Not all victims are female, but most cases that Keogh handles involve a woman who is terrorized by a man who wants to control or belittle her. The abuse can be psychological, physical or both.

“How does this spill over into the workplace?,” Keogh queried.

The victim may often be late for work, absent or distracted because of injuries or threats. Abusers use tactics such as hiding the woman’s purse or car keys or turning off her alarm clock to prevent her from going to work. Her decreased productivity affects her peers. And sometimes the abuser shows up at the workplace, harassing co-workers as well as the victim.

“As employers, you must take steps to help the victim. Don’t say, ‘It’s just their personal business,’” Keogh stated. Employers who fail to protect their employees at work may be held liable. Keep an eye out for these scenarios:

• Excessive phone calls or text messages from the woman’s partner. It’s normal to get a phone call asking, “How’s your day going?” but not normal for someone to demand, “Call me as soon as you get to work and every time you leave your desk because otherwise, I’m going to think you’re fooling around.”

• Suspicious injuries. “It’s hard for someone to get a black eye from walking into a doorknob,” said Keogh. Victims often make excuses for their injuries or go to extreme measures to hide them, such as wearing heavy make-up or a cowl-necked sweater, even in hot weather.

• Notice if the woman drastically alters her appearance when she arrives at work or leaves the workplace. She may be hiding from someone or her abuser may forbid her to wear make-up so that other men won’t find her attractive.

• Find out what the threats are, encourage her to file police reports and document any related incidents which occur at the workplace.

• Listen, offer moral support and realize that “leaving is a process,” said Keogh. Because of fear, victims may not be ready to end the relationship immediately.

MORE INFORMATION

This workshop about workplace violence was “just the tip of the iceberg,” said Peringer. There’s lots more that you can learn about the problem but the key is being aware of its prevalence and instituting training programs so that you and your co-workers won’t be caught off-guard.

For more information, contact Matt Peringer, mperinger@redmond.gov or (425)556-2673 or Teresa Keogh, tkeogh@redmond.gov or (425) 556-2668.