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Workplace violence (WPV) or occupational violence refers to violence, usually in the form of physical abuse or threat, that creates a risk to the health and safety of an employee or multiple employees. The National Institute for Occupational Safety and Health defines worker on worker, personal relationship, customer/client, and criminal intent all as categories of violence in the workplace. These four categories are further broken down into three levels: Level one displays early warning signs of violence, Level two is slightly more violent, and level three is significantly violent. Many workplaces have initiated programs and protocols to protect their workers as the Occupational Health Act of 1970 states that employers must provide an environment in which employees are free of harm or harmful conditions.

Epidemiology[edit]
There are four categories used to classify workplace violence: worker on worker, personal relationship, customer/client, and criminal intent. Worker on worker violence occurs when two people of the same occupation are violent towards one another, either physically, verbally or emotionally. A common example of this is when one worker has some sort of authority over another, such as a supervisor position over a supervisee. Personal relationship violence at the workplace occurs when an employee's personal relationship is brought into the workplace and causes disruption for the employee, his/her co-workers, and possibly the customers of that business. Victims of personal relationship violence are typically women. Customer/client violence occurs when there is violence between a customer or client of a workplace and an employee. The violence could be performed by the customer onto the employee or vice versa. Finally, criminal intent violence in the workplace occurs when there is no relationship between the person committing the violent act and the workplace or it's employees.

The four categories listed above are further classified into three levels, depending on the situation. Level one includes signs such as the person bullying others, being rude or abusive, and uncooperative. At this level, one should carefully take note of the behaviors and report them to a supervisor. The supervisor may want to meet with the potential perpetrator to discuss his/her behaviors. Level two includes the potentially violent subject stating that he feels victimized and verbalizing threats, verbalizing wanting to hurt others, frequently arguing with others, seeking revenge, and refusing to follow workplace policies. In response to this behavior one should document observed behaviors, directly contact a supervisor, ensure that one's own safety is put first, and, if needed, contact first responders. The third level of workplace violence are currently violent situations such as threatening to harm one's self or others by either physical means or using weapons, demonstration of extreme anger, or destruction of property. In case of level three violence, one should ensure the safety of themselves followed by the safety of others, stay calm, cooperate with law enforcement, and leave the situation if possible.

In the case of personal relationship violence, it is often hard to recognize levels one and two of violence because they typically occur outside of the workplace. Most personal relationship violence situations occur at level three, in which case the level three approach for handling the situation should be in place.

Signs of Potential Workplace Violence Threats
There is little information on what certainly causes workplace violence, however it is agreed that a combination of personal factors, workplace factors, and individual interactions contribute to violence in the workplace. The Federal Bureau of Investigations ( FBI ) recognizes the following behaviors as warning signs for potential perpetrators of workplace violence:


 * decreased productivity or inconsistent work performance
 * damage or destruction of company property
 * obsession with weapons
 * poor workplace relationships
 * obsessive involvement with the job
 * repeated direct or veiled threats
 * increased mood swings
 * paranoid, aggressive behavior
 * interest in recently publicized violent events
 * unwanted romantic interest in a co-worker
 * refusal to accept criticism
 * overreaction to company policies

The National Safety Council also recognizes excessive use of drugs or alcohol as well as absenteeism, or change in job performance that is unexplained. Paying attention to these warning signs and reporting them may help prevent events of workplace violence.

Preventing Workplace Violence
The United States Department of Labor' s purpose is to " promote a safe environment for our employees and the visiting public, and to work with  our employees to maintain a work environment that is free from violence,  harassment, intimidation, and other disruptive behavior". Therefore, the DOL has provided information in order to work towards their purpose of keeping the workplace safe for individuals. The information is provided in order to help the people of the workplace to be able to identify potentially harmful behaviors as well as recognize their responsibilities to prevent violent behavior. The DOL administered the Workplace violence program in order to help employees respond to and prevent workplace violence through better understanding. They have also identified seven key factors to help prevent workplace violence:


 * 1) Work Environment- As the work environment directly and heavily influences the employees and clients, it is crucial that the environment remains positive and open. This encourages better communication and positive attitudes in the workplace.
 * 2) Security- Additional safety measures such as security may help deter possible violent events from occurring. This could include security guards, cameras, or other technological machines such as metal detectors.
 * 3) Education- educating employees on current policies and procures as well as on possible warning signs of workplace violence.
 * 4) Performance / conduct indicators-  ways to be aware of changes in employee behavior, such as absenteeism or change in performance.
 * 5) Employee support services- services available for employees to express concerns
 * 6) Early intervention- not letting symptoms go unnoticed or unresolved
 * 7) Take appropriate actions- notify authorities when needed

It is also recommended that employers treat terminated employees with respect in order to avoid the feeling that they are being victimized. Additional precautions may be alerting security that there will be job termination that day.

In the Case of Workplace Violence
According to the Department of Homeland Security in the situation of workplace violence, while staying calm, one should run, hide, or fight. It is suggested to only fight if there is are no other safe options. In the event of having to handle a violent or potentially violent person, there are five steps to follow. First demonstrate concern for the employee and show that you care. Second, do not judge the person, but observe their behaviors. Third is to demonstrate empathy. Fourth is to engage in conversation with them, let them express what will help them. Finally, work with them to create a solution that will not put anyone at risk.