Preventing Workplace Violence
Workplace violence is defined as “violence or the threat of violence against workers” involving physical assault, threatening behavior, or verbal abuse related to the workplace, according to the Occupational Health and Safety Administration (OSHA). These behaviors range from verbal aggressiveness or harassment to murder. There were 521 workplace killings in the United States in 2009, according to the U.S. Bureau of Labor Statistics (BLS), 420 of them committed by gunfire.
While mass shootings receive a great deal of coverage in the media, such as the shootings at the manufacturing plant in Albuquerque, New Mexico in July 2010 and the gunman who opened fire at the Bay City School Board meeting in December 2010, there are many more violent acts committed by employees. In addition to the harm they cause, violent acts can leave employers liable for damages if they knew an employee was a potential threat to co-workers.
What can an employer do to identify and prevent a potential problem? One way is to search a potential employee’s history of past violence by using a pre-employment background check. By screening applicants, an employer can expose any recorded history of violence or harassment. In addition when employers inform job applicants of their screening process, many prospective employees with background issues with remove themselves from the hiring process.
By using this method to reduce workplace violence, employers also show that they are diligent in finding out if an applicant poses a potential threat to the company or to the public. But employers do need to be careful about crossing the line and being too invasive into a prospective employee’s privacy. According to the United States Equal Employment Opportunity Commission (EEOC), laws in several states limit the use of arrest and conviction records by prospective employers. These include restricting the use of conviction history in making an employment decision.








