How to Mitigate Workplace Shootings

Apparently shootings in the workplace are becoming epidemic. For example:

A plant employee was a shooting in a factory in St. Louis Industrial, killing three co-workers and injuring five others.
At Ft. Hood Army base in Texas, a rampage by Major Nidal Hasan Mlika killed 13 and wounded 30.

A gunman entered a firm of Orlando, Fla., engineering, where he was taken in 2007 and killed one person and injured five others.
The ex-husband of a woman who came from Oregon filed for divorce, entered his office and shot him to death. He wounded two employees before taking his own life.

And do not forget Annie Le, a researcher at Yale, who was shot in his laboratory at Yale University, apparently by a technician who worked with her.
The risk of such violence is sufficiently important that employers across the country put in place safeguards, develop policies for firearms, and providing employee training on what to do in the face of a gunman made threats. As an employer, you have a legal responsibility to provide a safe workplace and to take measures to reduce the risk of violence.

To some extent, there is no way of knowing when violence may erupt, your company can take the following precautions:

Watch for warning signs of potential crises. The signals may include verbal threats, threatening conduct, verbal comments weird or obsessive grudge against co-workers. Do not ignore these warnings. Carefully document suspicious behavior and consult experts such as police or prosecutors on how to manage the situation.

Training employees, supervisors and managers how to react to a threat. It is essential never to confront or threaten a potentially violent individual. The wrong moves can make the difference between life and death.

Have only one entrance and ensure that all other doors remain locked. Remind employees, and post signs saying that all doors must remain locked for security reasons and must be opened in an emergency.

Require employees threatened to report incidents to management. Investigate immediately to determine the severity of threats and take appropriate action.

discipline employees who do not follow policies.

When it comes to weapons, almost all employers in most states have a legal right to prohibit people from having handguns and other firearms in their workplaces. But check your state laws to control firearms. They can impose restrictions on your company’s ability to restrict firearms.

Here are some other measures most employers can take to protect against weapons in the workplace:
Post signs at the entrance of the property provides an employer’s policy regarding the presence of firearms. (Note: The laws of some states may require a specific type of sign or label.)

Training supervisors and managers to identify potentially violent situations, workplace, how to defuse them, and what to do if they are not disarmed.

Adopt a company policy against firearms and other weapons in the workplace. Inform all employees of the policy and include it in your employee handbook.
Example of anti-weapons Policy1

In order to provide a safe environment for employees and customers] [Name of employer prohibits the carrying, transportation, storage or the presence of guns or other dangerous weapons in or about our facilities and property.

Any employee with a firearm or other weapon while in our premises or on our property or any other show job responsibilities may face disciplinary action, including termination.

A customer or visitor who violates this policy may be removed from the property and reported to the police. Possession of a valid concealed weapon permit authorized by [Name of State] does not exempt a person from this policy.2

We define firearms or other dangerous weapons as any:
Devices from which a projectile can be fired by an explosive;
simulated gun operated by gas or compressed air, slingshots, sticks, sand, metal knuckles, spring blade knives, knives that open and are ejected through an opening to the outside, pushing down or movement, and
Instruments that can be used as a club and present a reasonable risk of harm.
This policy does not apply to law enforcement, security or military personnel in the performance of official duties.

Signs indicating “No firearms or other dangerous weapons” will be prominently displayed in and around our facilities.

Personnel or security personnel ask any visitor found in possession of a dangerous weapon to remove the facility and promptly the local law enforcement authorities.2

An employee concerned about personal safety may request an escort or assistance from security personnel. Training materials will be made available upon request describing firearms and other weapons play role in workplace violence and describing the extent of the problem in the United States. Training will be offered to employees in this and other measures to prevent violence at work] [Name of employer implemented.

1 Adapted from a model developed by the University of Minnesota.
2 This sentence is optional. Some businesses comply with state laws on this issue. For example, Home Depot, in a letter of 2003 to the Association of Firearms in Tennessee, said the company prohibits employees from carrying firearms in its stores, but “does not prohibit any person who is legally authorized to carry firearms into our stores, provided that the firearms are made in accordance with all applicable laws and regulations. ”

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