Question

help, please

discuss what you could do to reduce risks (if applicable). violence or injury.

Answer 1

Ans) Creating a Workplace Violence Policy:

Part of your plan to prevent violence in your workplace should be to have a written policy that explains in simple but clear terms your stance on fighting or any violent behavior in the workplace.

You can draft a separate policy to address fighting and workplace violence or you can use several other policies you might have to cover those kinds of situations.

For example, if you have an inappropriate conduct policy (or a statement in your general work rules) that lists specific prohibited behavior, be sure that fighting is one of the behaviors mentioned.

You might also have a harassment policy. If so, make sure that fighting is included in and prohibited by your harassment policy.

- Whether a situation is merely two employees arguing in the office or an actual violent confrontation, you must take steps to curtail these situations when they arise. Fighting among employees disrupts productivity and may hurt employee morale, depending upon the way you handle the situation.

- Employee morale isn't the only thing that might get hurt if fighting occurs in the workplace! Employees themselves can get hurt and you may end up dealing with workers' compensation claims. If an employee exhibits violent behavior in the course of his or her job and hurts another worker or a customer, you may have legal troubles involving negligent hiring or retention claims.

Communicate your policy: Wherever and however you decide to address the issue of fighting, make sure that disciplinary procedures are clearly communicated to employees so that there won't be any question as to what will happen if they violate policy.