According to reports, the employee was accused of stealing from the company, confronted with a surveillance tape, and agreed to resign before pulling out a gun and firing.

While investigators, the company, and the employees try to make sense of this tragic event, organizations should take the time to review their policies and procedures on workplace violence.

What Steps Can an Organization Take?
There are several steps employers and human resources can take to prevent workplace violence, including:

• Create a zero-tolerance policy that indicates that any type of violent behavior, including intimidation, threats, and acts, will be tolerated will lead to discipline, possibly termination.
• Establish response procedures so employees know how and who to contact if they feel threatened at work.
• Locate and identify potential hot spots for violent incidents, such as entrances and exits, and train employees who are stationed there on the proper response if a disgruntled individual walks through the door.
• Train and educate all employees, managers and supervisors included, on workplace violence policies and procedures.

In addition, establishing employee assistance programs (EAP) can help deter violent behavior by identifying and resolving employees’ problems. In part, they are designed to provide intervention to workers before an employee's problem becomes a job performance problem. Used effectively, they can increase employee morale and performance, reduce turnover, lower mental health and other insurance costs, and help prevent workplace violence.  

Look Out for Certain Behaviors.
It is important for employers and HR professionals to pay attention to all levels of warning signs that could lead to violence. While it is impossible to predict another’s action, there are behaviors that should not be ignored or overlooked.

Early signs that may foreshadow violence include verbal abuse, sexual harassment, or insubordination. Behaviors could progress and become more violent such as stealing, making threats, or develop even further to bringing weapons to work or physically assaulting co-workers. It is important that all warning signs are responded to appropriately.

Handle Terminations and Disciplinary Meetings Carefully.
Terminations and disciplinary meetings can be a potential source of violent behavior. Whenever an employer must discharge or discipline an employee there are several steps they can take to prevent violence:

• Establish a set of standard procedures for terminations, and stick with them.
  
• Don't let the termination come as a surprise to the individual; issue documented and discussed warnings beforehand.
  
• Deliver the news early in the week rather than on the traditional Friday afternoon, which can give an ex-employee the weekend to plot revenge.
  
• Offer as much counseling and outplacement service as you can afford.

If the termination or disciplinary meeting is related to alleged violent behaviors, additional steps can be taken:

• Choose an office near an exit in which to conduct the termination.
  
• Minimize the furniture and other objects in the room.
  
• Request that a security person be present or nearby.
  
• Obtain a restraining order that bars the person from company premises after the termination.

Be Prepared for Post-Incident Response.
Finally, employers should develop procedures for addressing the aftermath of workplace violence. The availability of counseling, EAPs, and other treatment plans are important in helping employees cope with any traumatic event.

Source:

Hartford Courant